Human Resource Manager

Job Description – HR Manager

Pharmaceutical Manufacturing Industry

Job Title: HR Manager

Department: Human Resources

Location: Judicial Layout

Employment Type: Full-time

Reports To: Senior Management

Job Summary

We are seeking an experienced and hands-on HR Manager to manage and strengthen the complete Human Resources function for our pharmaceutical manufacturing facility.

The HR Manager will be responsible for manpower planning, recruitment, employee relations, performance management, training and development, HR operations, statutory compliance, workforce engagement, and HR systems. The role will work closely with Production, Quality Assurance, Quality Control, Engineering, EHS, Warehouse, Supply Chain, and other functional teams to ensure availability of a skilled and compliant workforce.

The candidate should have strong experience in a pharmaceutical, API, formulation, biotech, chemical, or other regulated manufacturing environment and understand the importance of GMP culture, documentation, training, discipline, and audit readiness.

Key Responsibilities

1. Manpower Planning & Recruitment

Develop annual and monthly manpower plans based on production requirements, business growth, and operational needs.

Manage end-to-end recruitment for plant and corporate positions, including technical, quality, production, engineering, warehouse, and support functions.

Coordinate with department heads to identify manpower requirements and job specifications.

Build and maintain talent pipelines for critical technical and managerial positions.

Ensure timely onboarding and deployment of employees as per business requirements.

Manage manpower productivity and optimize workforce utilization.

2. HR Operations

Manage employee lifecycle activities including joining, onboarding, transfers, promotions, confirmations, and separation.

Maintain accurate and confidential employee records and HR documentation.

Manage attendance, leave, shift schedules, overtime, and payroll coordination.

Ensure effective implementation of HR policies, procedures, and systems.

Maintain HR dashboards and prepare periodic MIS reports for management.

Manage HRMS and ensure accuracy of employee data.

3. Training & Development

Coordinate with Quality and functional departments to identify training requirements.

Develop and monitor the annual training calendar.

Ensure completion and documentation of GMP, SOP, EHS, quality, compliance, and behavioral training.

Maintain training records and ensure employees are trained before performing applicable activities.

Support competency assessment and skill-development programs.

Identify high-potential employees and support succession planning.

4. GMP & Audit Readiness

Promote a strong GMP and quality culture across the manufacturing organization.

Coordinate with QA to ensure HR-related requirements for GMP and regulatory audits are adequately maintained.

Ensure employee qualification, training, job descriptions, competency records, and personnel documentation are audit-ready.

Support internal, customer, regulatory, and quality-system audits from the HR perspective.

Ensure timely closure of HR-related audit observations and CAPAs, where applicable.

Ensure employees understand and follow applicable company policies, SOPs, safety requirements, and quality standards.

5. Employee Relations & Engagement

Maintain positive employee relations and a productive workplace environment.

Handle employee grievances, disciplinary matters, absenteeism, and workplace conflicts.

Conduct employee engagement initiatives and welfare activities.

Monitor employee morale, retention, absenteeism, and attrition trends.

Conduct regular employee interactions and address concerns appropriately.

Develop initiatives to improve employee retention and workplace culture.

6. Performance Management

Drive the annual performance appraisal and goal-setting process.

Work with functional heads to establish measurable KRAs/KPIs.

Monitor performance review completion and ensure timely feedback.

Support managers in performance improvement plans and employee development.

Identify training and development needs based on performance outcomes.

7. Statutory Compliance

Ensure compliance with applicable labour and employment laws and regulations.

Manage statutory requirements related to wages, working hours, leave, social security, contract labour, employee welfare, and other applicable requirements.

Coordinate with statutory consultants and government authorities, where required.

Ensure maintenance of statutory registers, records, returns, notices, and licenses applicable to the facility.

Monitor compliance of contractors and outsourced manpower.

Support statutory inspections and audits.

8. Contract Labour & Workforce Management

Manage contract workforce and coordinate with manpower agencies.

Ensure contractor compliance with applicable statutory requirements.

Monitor contractor attendance, manpower deployment, documentation, and billing.

Ensure proper onboarding, training, induction, and identification of contract employees.

Work with administration and operations teams to maintain workforce discipline and productivity.

9. HR Policy & Process Improvement

Develop, review, and implement HR policies and SOPs.

Ensure consistent implementation of HR policies across departments.

Identify opportunities to automate and improve HR processes.

Establish effective systems for employee communication and documentation.

Benchmark HR practices and recommend improvements to management.

10. Employee Welfare & Workplace Culture

Manage employee welfare initiatives, facilities, and engagement activities.

Coordinate with Administration and EHS teams on employee welfare and workplace requirements.

Promote a safe, ethical, inclusive, and professional work environment.

Support initiatives related to employee health, safety awareness, and well-being.