HR Manager

Job Purpose

To manage end-to-end HR operations for the plant, including recruitment, employee relations, statutory compliance, performance management, and engagement, ensuring a stable, compliant, and productive workforce aligned with production and business goals.

Key Responsibilities

1. Recruitment & Staffing

• Manage manpower planning for shop floor (workmen/contract labor), staff, and management cadres
• Drive end-to-end recruitment sourcing, screening, interviews, offer, and onboarding
• Coordinate with contract labor agencies for temporary/seasonal workforce requirements

2. Industrial Relations (IR) & Compliance

• Maintain harmonious industrial relations with unions/workmen committees
• Handle grievance redressal, disciplinary actions, and domestic enquiries
• Ensure compliance with Factories Act, Industrial Disputes Act, Contract Labour (R&A) Act, Payment of Wages Act, Minimum Wages Act, ESI, PF, and other applicable labor laws
• Liaise with labor department, ESI/PF authorities, and government offices for inspections and audits

3. Payroll & Compensation

• Oversee attendance, leave management, and payroll processing coordination with Finance
• Administer wage settlements, increments, and statutory bonus/gratuity
• Support salary benchmarking and compensation structuring

4. Performance Management

• Drive the performance appraisal cycle (goal-setting, mid-year review, annual appraisal)
• Support managers in performance improvement plans and succession planning
• Coordinate skill-matrix and competency mapping for shop floor and staff

5. Training & Development

• Identify training needs (technical, safety, behavioral) in coordination with department heads
• Plan and execute induction programs, on-the-job training, and certification programs (IATF/ISO related training)
• Maintain training calendars and effectiveness records for audits

6. Employee Engagement & Welfare

• Drive engagement initiatives events, rewards & recognition, suggestion schemes
• Manage employee welfare facilities (canteen, transport, uniforms) in coordination with Admin
• Address employee concerns and conduct regular floor engagement/connect sessions

7. HR Operations & MIS

• Maintain HR records, personnel files, and HRIS/ERP data accuracy
• Prepare HR MIS — attrition, headcount, absenteeism, manpower cost reports
• Ensure timely documentation for joining, confirmation, transfers, and separation (F&F settlement)

8. Audits & Documentation

• Ensure HR documentation readiness for IATF 16949, ISO 9001, and customer audits
• Maintain statutory registers and records for labor law compliance audits
• Support internal and external audits related to HR processes

9. Exit Management

• Conduct exit interviews and analyze attrition trends
• Ensure smooth full & final settlement and compliance with notice period/exit formalities

Key Result Areas (KRAs)

• Recruitment TAT (time-to-fill) vs. plan
• Attrition rate (staff & workmen)
• IR incidents / man-days lost due to unrest
• Statutory compliance adherence (zero non-conformances)
• Training man-hours per employee
• Employee engagement score / survey participation
• Audit findings closure (HR scope)