HR Manager

Job Description

Title: HR Manager

Company Name: FAR MAC STEEL INDUSTRIES LTD

Vacancy: 3

Age: 25 to 40 years

Job Location: Anywhere in Bangladesh

Salary: Negotiable

Experience:

• 5 to 10 years
• The applicants should have experience in the following business area(s): Steel

• Bachelor/Honors

• 5 to 10 years
• The applicants should have experience in the following business area(s): Steel

• Age 25 to 40 years
• Only Male

The Responsibilities of an HR manager are closely aligned with the industry's operational characteristics, workforce needs, and organizational goals. Here are the key responsibilities:

Workforce Planning and Recruitment

• Assess Manpower Needs: Analyze production schedules, technological upgrades, and business expansion plans to determine staffing requirements for different departments (e.g., production, maintenance, logistics).
• Targeted Hiring: Recruit specialized talent for roles like steel production technicians, engineers, safety supervisors, and operators, emphasizing skills in heavy machinery operation, metallurgy, or safety compliance.
• Labor Stability: Develop strategies to retain frontline workers in high-intensity, hazardous production environments (e.g., competitive compensation, safety incentives).

Training and Skill Development

• Safety Training: Organize mandatory programs on industrial safety, fire prevention, and equipment operation to comply with steel industry regulations (e.g., handling high-temperature materials, avoiding mechanical hazards).
• Technical Upgrading: Arrange training for employees to adapt to new steelmaking technologies (e.g., automated production lines, digital monitoring systems).
• Career Path Planning: Design promotion routes for workers (e.g., from operators to team leaders) and provide management training for potential supervisors.

Compensation and Performance Management

• Industry-Specific Rewards: Structure salaries and bonuses that reflect the high-risk, high-intensity nature of steel production (e.g., overtime pay, hazard allowances).
• Performance Evaluation: Link KPIs to production efficiency, quality control, and safety records (e.g., reducing production defects, meeting output targets).
• Incentive Systems: Implement programs to motivate employees (e.g., bonuses for process improvement suggestions, safety record achievements).

Labor Relations and Compliance

• Union Collaboration: Negotiate with labor unions to address worker concerns (e.g., working hours, benefits) and maintain stable labor-management relations.
• Regulatory Compliance: Ensure adherence to labor laws, industry-specific regulations (e.g., occupational health and safety standards), and collective bargaining agreements.
• Conflict Resolution: Mediate disputes between employees or departments, especially in high-stress production environments.

Safety and Health Management

• Health Protection: Implement measures to mitigate risks from heavy metal exposure, high temperatures, and noise (e.g., regular health checks, protective gear provision).
• Emergency Response: Develop protocols for workplace accidents and coordinate with safety departments to ensure compliance with Occupational Safety and Health Administration (OSHA) or equivalent standards.

Organizational Culture and Employee Well-being

• Culture Building: Foster a safety-first culture and team cohesion in a male-dominated, high-pressure industry (e.g., safety awareness campaigns, team-building activities).
• Well-being Support: Offer mental health resources and wellness programs to address stress from shift work, long hours, or hazardous conditions.

Strategic HR Alignment

• Support Business Goals: Align HR strategies with the company’s objectives, such as cost reduction in steel production, green technology adoption, or supply chain optimization.
• Succession Planning: Identify and develop talent for key roles (e.g., plant managers, technical experts) to ensure operational continuity.

Data-Driven Decision Making

• Workforce Analytics: Use data to monitor employee turnover, productivity trends, and training effectiveness to optimize HR strategies (e.g., reducing turnover among skilled technicians).

In summary, an HR manager in the steel industry must balance technical workforce needs, safety imperatives, and labor relations to support efficient, compliant, and sustainable production operations.