DGM HR - Manufacturing

Date: 5 Jun 2026

Location: Sun House - Corporate Office

Company: Sun Pharmaceutical Industries Ltd

	Role:	HR Business Partner – Manufacturing & Quality
	Designation:	Sr. Manager			Sub-function:	Manufacturing HR
	Function:	Human Resources			Skip Level Manager’s Title:	CHRO
	Manager’s Job Title:	Head HR (Manufacturing & Quality)			Location:	Mumbai

	Job Summary
	Strategic HR Business Partner responsible for driving the people agenda within Manufacturing & Global Quality organization. The role focuses on aligning HR strategies with business priorities, enhancing employee experience, and delivering impactful HR interventions in partnership with senior leadership
	Areas Of Responsibility
	Corporate HR Responsibilities Govern the talent management and talent development initiatives across the manufacturing units Govern the year-end appraisal and salary correction cycles for the business unit. Guide the plant HR teams to maintain high performance culture Conduct the reviews of plant HR performance based on set KPIs and identify areas of improvement Participate in Business reviews, understand business priorities and challenges to address the same through HR intervention of capability building and manpower planning Annual Budget exercise: Evaluate the requirements from plants based on manning norms Drive projects related to org restructuring, manpower rationalization, org effectiveness with help from plant HR teams. Support business leaders in making talent decisions with respect to retention, hiring, promotion and role restructuring HRBP Responsibilities 1. Talent Acquisition & Workforce Planning Lead manpower planning and budgeting aligned with business goals Partner with leadership to define JDs, org structures, and hiring strategies Ensure quick turnaround time (TAT) in hiring approvals and closures Maintain internal parity in grading, compensation, and experience 2. Performance Management Drive goal cascading, SMART KRA setting, and performance cycles Ensure timely completion of reviews via dashboards and governance Partner with business leaders on calibration and normalization Manage performance discussions, escalations, and exception approvals with CXOs Design and implement fair promotion and role-change frameworks 3. Talent Management & Development Identify high-potential talent and build succession pipelines Drive internal talent mobility across functions Partner with COEs to execute targeted L&D initiatives (functional & behavioral) 4. Employee Engagement & Experience Drive employee connect forums (FGDs, surveys) and action planning Ensure quick resolution of employee queries (policies, systems, benefits) Enhance employee experience through continuous improvements 5. Exit & Retention Management Conduct exit interviews to identify trends and improvement areas Manage retention discussions for critical talent Handle sensitive exits including PIP closures in collaboration with managers 6. HR Operations, Data & Analytics Ensure accuracy of employee data across HR systems (OneHR, Metis) Provide insights on attrition, hiring, talent, and workforce trends Support data-driven decision-making for leadership 7. Stakeholder & Project Management Partner closely with Business Team to coordinate and execute improvement projects. Lead and support corporate-level HR projects and transformations
	Travel Estimate	20% of the time
	Job Scope
	Internal Interactions (within the organization)		Business teams: N1 leader, Business / Functional leaders and employees Corporate teams: HR Ops, Talent acquisition, rewards, learning, Finance, etc.
	External Interactions (outside the organization)		Consulting & Learning partners / institutes, if required Engagement partners
	Geographical Scope		India
	Job Requirements
	Educational Qualification			MBA/PGDM in Human Resources
	Skills			• Strategic HR Business Partnering • Stakeholder & CXO Relationship Management • Performance & Talent Management • Workforce Planning & Analytics • Employee Engagement & Experience Design • Change & Organizational Effectiveness
	Experience			10+ years
*Disclaimer:* The preceding job description has been designed to indicate the general nature and level of work performed by employee within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees as assigned to this job. Nothing herein shall preclude the employer from changing these duties from time to time and assigning comparable duties or other duties commensurate with the experience and background of incumbent(s).