Manager - Staffing

About the job

Role: Manager - Staffing (Location: Chennai & Blore) Job Objective: This role is responsible to design and execute an end-to-end blue-collar workforce strategy including mass hiring, rural talent sourcing, migrant workforce management, skill development, and workforce retention. Key Accountabilities Work Force Strategy & Planning - Develop annual and quarterly blue-collar workforce hiring strategy aligned to business expansion plans - Forecast manpower requirements in collaboration with Operations and BD team - Build sustainable talent pipelines for high-attrition roles - Develop strategy for workforce mobility - Create rural sourcing, establish workforce retention and engagement framework Mass Hiring & Rural Talent Acquisition - Lead large-scale hiring drives across regions and project sites. - Develop sourcing channels including: - Rural camps and village outreach programs - ITIs / Skill Development Institutes - NGOs and community organizations - Government skill programs (DDU-GKY, PMKVY, State Livelihood Missions) - Authorized recruitment agents; migrant workforce - Gig platform - Conduct hiring mela/job fairs in Tier 2 & Tier 3 locations. - Ensure hiring cost per head is optimized without compromising quality. - Maintain recruitment SLAs with Operations - Drive diversity hiring across projects Migrant Workforce Management - Manage documentation, compliance and statutory requirements. - Develop structured migrant workforce onboarding program. - Coordinate travel logistics for inter-state hiring. - Ensure accommodation, food, transport, and welfare facilities. - Address cultural, language and integration challenges. - Manage workforce stability during seasonal migration trends. Talent Pool & Cross Deployment Strategy - Build centralized database of blue-collar workforce with skill mapping. - Create cross-deployment model across plants / client sites. - Develop multi-skilling framework in collaboration with Training Centres. - Maintain standby workforce pool for urgent requirements. - Reduce manpower downtime and improve workforce utilization. - Monitor absenteeism and manpower efficiency metrics. Retention, Engagement & Welfare - Design retention initiatives to reduce attrition. - Conduct periodic engagement surveys for blue-collar workforce. - Implement grievance redressal mechanism at site level. - Ensure statutory compliance (PF, ESIC, Wages, Contract Labour Act etc.). - Improve employee living and working conditions in partnership with Operations. Training & Upskilling - Partner with Training School, Safety and Govt. Skill centers to: - Deliver induction programs - Technical skill certification - Safety training - Multi-skilling programs - Build career progression pathways for shop-floor employees. - Track training effectiveness and productivity improvement. People Management - Ensure developmental requirements of Operations Managers / KAM’s, Site Operations Team are incorporated in training calendar - Ensure timely goal setting, performance review, feedback and development of subordinates in the team - Identify and groom successors for critical roles within the department - Ensure required training programs are conducted and attended by team members Key Performance Indicators - Business Results - 100% manpower fulfilment within SLA - Reduction in hiring cost per head - Reduction in blue-collar attrition % - Workforce productivity improvement % - Cross-deployment utilization ratio - Operational Excellence - Hiring TAT adherence - Absenteeism reduction - Accommodation & welfare compliance score - Digitized workforce database (100% coverage) - Leadership Development - Migrant retention rate - Seasonal attrition management - Zero statutory non-compliance cases - Grievance closure TAT Key Complexities - High attrition in blue-collar segments - Seasonal migration patterns - Unionized / semi-unionized workforce environments - Low-margin operations requiring cost discipline - Rural ecosystem variability Education - Any Graduate and certification in Labour Law (preferred) Experience & Job Knowledge - 10–15 years of experience in blue-collar hiring / Industrial HR - Experience in mass hiring (1000+ annual intake preferred) - Exposure to migrant workforce management - Experience working with NGOs / Govt skill programs preferred - Manufacturing / Logistics / Supply Chain industry exposure desirable

Requirements

• Workforce Strategy
• Talent Acquisition
• Migrant Workforce Management
• Recruitment SLAs
• Employee Engagement

Qualifications

• Any Graduate
• Certification in Labour Law (preferred)

Preferred Technologies

• Workforce Strategy
• Talent Acquisition
• Migrant Workforce Management
• Recruitment SLAs
• Employee Engagement

About the company

TVS Supply Chain Solutions is involved in managing blue-collar workforce strategies and mass hiring across various projects, focusing on workforce retention and engagement.