HR Operations Manager

REPORTS
Reports to: HR Director / Head of HR
Key interfaces: Plant/Operations Management Production Supervisors Quality Food Safety Supply Chain Finance/Payroll HSE Legal IT Employee
Scope: One or multiple production sites (shift-based workforce) warehouses/logistics head office functions

PURPOSE OF THE POSITION

Ensure efficient compliant and high-quality HR service delivery for a processed agro-food organization. The HR Operations Manager runs core HR operations (workforce administration payroll coordination time &a attendance employee relations staffing support compliance and HR data) with particular focus on the realities of a
manufacturing environment: shift work seasonal labor safety attendance discipline and high operational continuity requirements.

DUTIES AND RESPONSIBILITIES

1) HR operations delivery & governance

Own day-to-day HR operations and service standards (response times accuracy employee experience).
Maintain HR policies and procedures; ensure consistent application across plants/warehouses/offices.
Build and manage HR operational calendars (pay cycles contract renewals medical checks audits training deadlines).
Monitor and improve HR processes (onboarding contract management leave management exit process).

2) Workforce administration

Manage employee lifecycle administration: contracts amendments transfers promotions disciplinary records separations.
Ensure compliant management of shift patterns overtime rules breaks and rest periods in line with labor law and CBAs.
Oversee HR file management and documentation (paper digital) ensuring confidentiality and audit readiness.
Support production planning with workforce availability information (absences restrictions seasonal peaks).

3) Time & attendance scheduling support and payroll coordination
Own the time & attendance process (clocking shift rosters overtime validation absence coding).
Ensure accurate payroll inputs: hours worked overtime premiums (night shift/holiday) allowances deductions advances.
Coordinate payroll processing with Finance/Payroll provider; validate payroll outputs and resolve discrepancies quickly.
Produce payroll-related reporting: labor cost trends overtime ratios absenteeism patterns.

4) Employee relations & discipline management

Act as first-line HR lead for employee relations issues in plant and warehouse settings.
Manage investigations and disciplinary processes with fairness documentation and compliance.
Support grievance handling and conflict resolution; mediate between supervisors and employees.
Coordinate relationships with employee representatives/unions (meetings minutes commitments tracking) where applicable.

5) Staffing operations: recruitment
support & onboarding

Coordinate operational recruitment needs (operators packers drivers technicians) including seasonal hiring.
Manage onboarding logistics: documents medical checks induction PPE issuance coordination policy briefings.
Ensure timely creation of employee records in HRIS and site access systems.
Track probation periods and ensure structured evaluation and confirmation.

6) Compliance audits and risk management (food manufacturing)

Ensure compliance with labor laws site rules and internal HR controls; keep documentation audit-ready.

Support audits linked to certifications and customer requirements (e.g. labor practice sections in food safety or supplier audits).
Coordinate mandatory trainings and certifications (code of conduct harassment prevention safety briefings).
Partner with HSE to ensure alignment on accident reporting work restrictions and return-to-work processes.

7) HR data reporting and continuous improvement

Maintain HR master data integrity in HRIS (employee details contracts pay
elements job codes).

Develop HR dashboards: headcount turnover absenteeism overtime recruitment cycle times training compliance.

Identify root causes for operational KPIs (e.g. overtime spikes) and propose improvements with Operations.

Lead HR process improvement initiatives (digitalization workflow automation standardized templates).

8) HR support to operational performance and culture

Coach supervisors on core people processes: attendance management shift discipline fair treatment communication.

Support engagement actions for shop-floor teams (recognition communicationsessions feedback mechanisms).

Ensure HR presence on the floor to anticipate issues and build trust.

9) Team management

Manage HR officers/site HR admins; allocate workload by site/shift requirements.
Train the HR ops team on documentation standards confidentiality and customer-service mindset.
Set operational SLAs and monitor team performance.

Qualifications :

Bachelors degree in HR Law Business Administration Industrial Relations or related field.
Typically 610 years HR experience with at least 3 years in HR operations in a manufacturing/industrial environment (FMCG/food is a strong plus).
Hands-on experience with time & attendance payroll inputs and employee relations in shift-based settings.

Competences

A. Knowledge (what you must know)

Labor law fundamentals HR compliance and documentation standards.
HR operations processes (employee lifecycle leave contracts disciplinary procedure).
Manufacturing workforce dynamics: shifts overtime premiums attendance control seasonal staffing.
Payroll concepts (inputs validation deductions statutory contributionsdepending on country).
Basics of HSE/occupational health interfaces (medical fitness return-to-work incident reporting).
Data privacy and confidentiality requirements.

B. Know-how (what you must be able to do)

Run time & attendance and ensure accurate payroll inputs and validations.
Build clear HR operational procedures and ensure adoption by supervisors.
Conduct investigations manage disciplinary processes and document cases properly.
Coordinate high-volume onboarding and maintain HRIS data accuracy.

Produce actionable HR dashboards and identify root causes (absenteeism overtime drivers).

C. Interpersonal skills (how you work)

Strong communication and credibility with shop-floor teams and supervisors.
Fairness integrity and discretion with sensitive information.
Calm conflict management and negotiation skills.
Customer-service mindset while enforcing standards.
Resilience and adaptability in fast-paced production environments.
Hands-on leadership; ability to be visible on site and build trust.

EXPECTED RESULTS
Accurate and timely HR operations delivery (contracts onboarding data
updates).
High payroll input accuracy with minimal corrections and fast issue resolution.
Consistent application of HR policies and reduced employee relations escalations.
Improved attendance discipline and reduced unplanned absenteeism (where
targeted).
Audit-ready HR documentation and strong compliance outcomes.

Remote Work :

No

Employment Type :

Full-time