Human Resource Manager

Role & responsibilities

1. Factory Manpower Management

• Manage manpower planning and recruitment for factory workers, skilled workers, supervisors, and office personnel.
• Ensure adequate workforce availability to meet production requirements.
• Monitor attendance, absenteeism, overtime, leave, and shift schedules.
• Maintain accurate employee records and manpower data.

2. Labour Law & Statutory Compliance

• Ensure compliance with applicable labour laws, factory regulations, and statutory requirements.
• Manage PF, ESI, bonus, gratuity, professional tax, and other applicable statutory obligations.
• Maintain statutory registers, employee records, returns, and documentation.
• Coordinate with labour authorities, consultants, and auditors as required.
• Ensure compliance with applicable workplace safety and employee welfare requirements.

3. Payroll & Salary Administration

• Oversee monthly salary and wage processing.
• Verify attendance, overtime, deductions, advances, and leave records.
• Coordinate with the Accounts Department for salary disbursement and statutory payments.
• Ensure accuracy and confidentiality of payroll and employee information.

4. Employee Relations & Industrial Relations

• Handle worker grievances, disciplinary issues, employee complaints, and workplace disputes.
• Maintain positive working relationships between workers, supervisors, and management.
• Address absenteeism, misconduct, and labour-related issues promptly.
• Support
• management in maintaining workplace discipline and employee productivity.

5. Recruitment & Employee Development

• Develop effective recruitment strategies for skilled and unskilled manpower.
• Conduct interviews and coordinate selection and joining formalities.
• Manage employee induction, safety training, and workplace discipline training.
• Maintain employee performance, confirmation, and separation records.

6. Factory Administration & Employee Welfare

• Supervise housekeeping, canteen, sanitation, drinking water, and other employee welfare arrangements.
• Coordinate with factory management on workplace safety and employee welfare.
• Manage contractor and contract-worker documentation, where applicable.
• Support customer social-compliance audits and maintain relevant records.

7. HR Reporting & Cost Control

• Prepare monthly reports on headcount, attendance, absenteeism, overtime, recruitment, and employee turnover.
• Monitor manpower costs and identify opportunities to improve workforce productivity.
• Implement HR policies, procedures, and disciplinary systems.
• Coordinate with Production, Accounts, Stores, and Management.

Preferred candidate profile

We are seeking a responsible, disciplined, and proactive HR professional who can independently manage factory HR operations, maintain statutory compliance, resolve workforce issues, and coordinate effectively with production and management teams.

Candidates with practical experience in labour-intensive manufacturing environments will be preferred.

Required Skills

• Factory HR and personnel management.
• Labour law and statutory compliance.
• Payroll, PF, ESI, bonus, and wage administration.
• Industrial relations and grievance handling.
• Recruitment and manpower planning.
• Employee discipline and workforce management.
• HR documentation, reporting, and record maintenance.
• MS Excel and HR/payroll software.
• Strong communication, negotiation, and problem-solving skills.

Education

• Bachelor's degree in any discipline is mandatory.
• MBA/PGDM in Human Resources or MSW will be preferred.

Experience Required

• 5 - 8 years of overall HR experience.
• Minimum 5 years of hands-on experience in factory HR or manufacturing operations.
• Experience in leather goods, footwear, garments, bags, accessories, or similar manufacturing industries will be an advantage.
• Practical experience in statutory compliance, payroll administration, workforce management, and employee relations is essential.

Perks and benefits

CTC: Up to 10,00,000 per annum, depending on relevant experience and suitability.

The final compensation package will be determined based on the candidate's experience, current compensation, workforce management capabilities, and statutory compliance expertise.