Plant Hr

HR Strategy and Planning:

1. Develop and implement HR strategies and initiatives aligned with the business goals of the manufacturing unit.
2. Lead workforce planning, recruitment, and talent acquisition processes for factory roles.
3. Manage employee performance and create mechanisms for productivity improvement.

Employee Relations and Engagement:

1. Foster a positive working environment and maintain a harmonious relationship between management and employees.
2. Act as the primary point of contact for grievance redressal and conflict resolution.
3. Drive employee engagement initiatives to enhance satisfaction and retention.

Compliance and Statutory Adherence:

1. Ensure full compliance with labor laws, industrial laws, and other applicable statutory requirements.
2. Maintain updated knowledge and implementation of laws such as:
1. Factories Act, 1948
2. Minimum Wages Act, 1948
3. Payment of Wages Act, 1936
4. Industrial Disputes Act, 1947
5. Employee State Insurance Act, 1948
6. Employees Provident Fund and Miscellaneous Provisions Act, 1952
7. Contract Labour (Regulation and Abolition) Act, 1970
8. The Shops and Establishments Act (specific to the state)
9. Equal Remuneration Act, 1976
10. Maternity Benefit Act, 1961
11. Payment of Gratuity Act, 1972
12. Occupational Safety, Health and Working Conditions Code, 2020
13. Environment Protection Act, 1986 (for workplace environmental compliance).
3. Conduct regular audits to ensure adherence to legal and regulatory requirements.

Policy Development and Implementation:

1. Design, update, and implement HR policies specific to the factory environment.
2. Ensure uniform application of policies across all levels of the workforce.
3. Communicate HR policies effectively to employees.

Training and Development:

1. Identify skill gaps and coordinate training programs to enhance employee competencies.
2. Develop leadership programs for key personnel to foster internal growth.

Payroll and Attendance Management:

1. Oversee payroll processing, ensuring accuracy in wage calculation and compliance with statutory deductions.
2. Monitor attendance systems and leave management policies.

Health, Safety, and Welfare:

1. Enforce safety regulations as per the Factories Act and other relevant laws.
2. Conduct regular safety drills and awareness programs.
3. Collaborate with the safety officer to address workplace hazards and ensure employee welfare.

Reports and Analytics:

1. Prepare and present regular reports on workforce metrics, employee turnover, compliance status, and other HR KPIs to management.
2. Use data analytics for strategic decision-making.

Qualifications and Skills:

Educational Background:

• Bachelor’s/Master’s degree in Human Resource Management, Industrial Relations, or a related field.
• Additional certifications in labor law or industrial relations are a plus.

Experience:

• Minimum 5-7 years of experience in Plant HR/Factory HR, preferably in a manufacturing setup.
• Prior experience in furniture or allied industries is an advantage.

Skills:

• Strong knowledge of labor laws, compliance, and HR best practices.
• Proficiency in HRIS systems and payroll software.
• Excellent communication, interpersonal, and negotiation skills.
• Problem-solving and decision-making abilities.
• Ability to manage a large workforce and work under pressure.

Key Attributes:

• Ethical and fair in decision-making.
• Strong leadership and team management skills.
• A proactive approach to HR challenges.
• Detail-oriented with a focus on maintaining high compliance standards.

Additional Requirements:

• Availability to travel between manufacturing units if required.
• Hands-on approach to managing day-to-day HR operations.
• Knowledge of the local language will be advantageous.