Human Resource Manager

JOB SUMMARY

• Independently lead the complete HR function for a 3040 employee manufacturing setup.
• Own HR operations, manpower, labor compliance, payroll, employee relations, POSH, performance, training, welfare, administration and ISO-related HR systems.
• Partner with the CEO and functional heads on people, compliance, workforce and organizational matters.

KEY RESPONSIBILITIES

1. HR MANAGEMENT

• Manpower planning, recruitment and workforce management.
• Joining, onboarding, confirmation, transfers, promotions and exits.
• Attendance, leave, HR records and employee lifecycle management.
• HR policies, SOPs, systems and process improvement.
• Employee communication and HR support to management.

2. LABOUR & STATUTORY COMPLIANCE

• Factory, labor, wage, employment and social-security compliance.
• PF, ESI, minimum wages, DA/VDA, overtime, working hours, leave and holidays.
• Bonus, gratuity, statutory deductions and applicable employment compliances.
• Statutory registers, returns, licenses, renewals and compliance calendar.
• Contractor/contract-labor compliance and documentation.
• Labor/factory inspections, notices, submissions and corrective actions.
• Track regulatory changes and implement applicable requirements.

3. PAYROLL, CALCULATION & COMPENSATION

• Monthly payroll governance and salary processing.
• Wage, allowance, OT, incentive, deduction, arrear and recovery calculations.
• PF, ESI, TDS and other applicable payroll calculations/reconciliations.
• Bonus, gratuity, leave encashment, notice pay and F&F calculations.
• Increment, incentive and performance-linked compensation.
• Payroll reconciliation with attendance, HRMS and Finance.
• Payroll approvals, change controls, pay slips and audit trails.

4. POSH & EMPLOYEE RELATIONS

• POSH compliance and Internal Committee governance.
• POSH awareness, training, records and reporting.
• Employee grievances, investigations and disciplinary matters.
• Fair, confidential and legally compliant case handling.
• Workplace conduct, discipline, ethics and employee relations.

5. OSH, FACTORY & WELFARE

• Coordinate employee-related OSH requirements with EHS/Factory.
• Medical fitness, health checks, safety training and PPE coordination.
• Support accident/incident documentation and corrective actions.
• Employee welfare and statutory facility requirements.
• Canteen, housekeeping, security, transport, uniforms and welfare services.

6. CONTRACTOR COMPLIANCE

• Contractor licenses, registrations, attendance and wage compliance.
• PF, ESI and statutory-document verification.
• Periodic contractor compliance reviews.
• Identify, escalate and close contractor compliance gaps.

7. PERFORMANCE & TALENT

• KRA/KPI setting and performance-review process.
• Ratings, increments, promotions, incentives and PIPs.
• Objective and consistent performance evaluation.
• Critical hiring, retention and manpower development.

8. TRAINING & COMPETENCY

• Annual training and competency planning.
• Statutory, POSH, safety, quality, GMP/GDP and technical training.
• Training matrix, competency, qualification and authorization records.
• Training effectiveness and competency-gap closure.

9. ISO & AUDIT

• HR compliance for ISO 9001, ISO 13485, ISO 45001 and ISO 14001, as applicable.
• HR SOPs, forms, records and document control.
• Internal, external, customer and regulatory audit support.
• Audit findings, CAPA, corrective actions and risk assessments.
• Maintain complete and audit-ready HR records.

10. ADMINISTRATION & MIS

• HR administration and employee welfare management.
• HR vendors, consultants, contracts and service providers.
• Monthly HR MIS covering manpower, payroll, attendance, attrition, overtime, training, performance and compliance.
• Provide HR risks, trends and recommendations to the CEO.

KEY ACCOUNTABILITIES

• Statutory and labor compliance.
• Payroll and calculation accuracy.
• Workforce and manpower management.
• Employee relations and workplace discipline.
• POSH and employee welfare.
• Contractor compliance.
• Performance and competency management.
• ISO and audit readiness.
• HR documentation, controls and MIS.

QUALIFICATION & EXPERIENCE

• MBA/PGDM in HR preferred.
• Master’s in HR, Labor Studies, Industrial Relations or related discipline; relevant Bachelor’s degree with strong experience may be considered.
• 5–8 years’ progressive HR experience, preferably 2–3 years in an HR Manager/HR Lead or independent HR role.
• Strong manufacturing experience covering HR operations, labor compliance, payroll, employee relations and statutory management.
• Practical exposure to PF, ESI, wages, DA/VDA, OT, bonus, gratuity, F&F, contractor compliance and inspections.
• Experience in POSH, disciplinary matters, ISO/audits and regulated manufacturing preferred.
• Medical-device, pharmaceutical, healthcare or diagnostics experience will be an advantage.

IDEAL PROFILE

• Hands-on and independently capable of managing the complete HR function.
• Strong compliance, payroll, employee-relations and HR governance capability.
• High integrity, confidentiality, fairness, accountability and attention to detail.