Competency-Based HR Job Architecture Progression for the Manufacturing Sector
Covering the full span from Entry to Executive level. This framework is tailored to the HR dynamics in all manufacturing sub-sectors (FMCG, automotive, heavy industries, electronics, packaging, etc.), emphasizing plant-site challenges, industrial relations, and scalable talent systems.
HR Job Architecture – Manufacturing Sector (Competency-Based Progression)
| Job Level | Typical Titles | Core Competencies | Key Responsibilities |
|---|---|---|---|
| Entry (0–2 yrs) | HR Admin Assistant, Factory HR Support, Recruitment Clerk | – Process discipline – Factory floor familiarity – Document management – Basic HRIS/data entry | – Handle attendance, overtime, leave data – Support blue-collar hiring logistics – Maintain physical & digital records – Support admin tasks during audits – Arrange onboarding for workers |
| Junior (3–5 yrs) | HR Officer, Industrial Relations Officer, Training Officer | – Operational HR fluency – Policy & legal compliance – Worker communication – Internal coordination | – Administer HR policy on-site – Coordinate grievance resolution – Conduct safety & HR inductions – Support shift-based manpower planning – Handle documentation for BPJS, payroll inputs |
| Mid (6–9 yrs) | HRBP – Plant, Talent Acquisition Specialist, IR Specialist, C&B Analyst | – Business-unit HR alignment – Labor law application – Talent development program delivery – Site compliance & audit readiness | – Lead hiring for skilled workers & technicians – Implement site-level IR strategy – Monitor KPIs: attrition, discipline cases, absenteeism – Deliver training & productivity initiatives – Conduct workforce cost monitoring |
| Senior (10–14 yrs) | Plant HR Manager, HR Site Lead, Organization Development Manager | – Leadership in IR & union matters – Workforce strategy for factory ops – Change management – Multi-site coordination | – Lead end-to-end HR in plant(s) – Build annual headcount & cost plan – Drive labor negotiations & dispute resolution – Lead Kaizen, Lean, or TPM integration with HR – Manage contractor/vendor compliance |
| Executive (15+ yrs) | Group HR Head – Manufacturing, HR Director, HRVP – Operations | – HR strategy & policy architecture – Transformation leadership – Stakeholder influence (CEO, COO, unions) – Cross-factory HR integration | – Design HR roadmap across multiple factories – Align HR goals with production/supply targets – Oversee ERP/HRIS implementation across sites – Lead productivity-linked incentive programs – Represent company in court/industry forums |
