Job Overview
We are seeking a highly seasoned, strategically minded, and legally astute Head of Human Resources to oversee entire HR and Industrial Relations (IR) operations at our pneumatic manufacturing unit.
The ideal candidate will bridge the gap between strategic business objectives and plant-level operations. You will be directly responsible for navigating complex legal frameworks, managing extensive tripartite grievances (Employee-Employer-Government), driving statutory compliance, executing seamless payroll, and leading HR budgeting and strategic development.
Key Responsibilities
1. Legal Compliance, Audits & Governance
- Statutory Compliance: Ensure 100% compliance with all local, state, and central labor laws applicable to a manufacturing plant (e.g., Factories Act, Industrial Disputes Act, Payment of Wages Act, ESI/PF Acts).
- Audit Management: Standardize, maintain, and own all audit-related documentation. Serve as the primary point of contact for external statutory audits, customer audits, and internal corporate compliance reviews.
- Licensing & Registrations: Secure timely renewals of plant licenses, environmental clearances (where HR is linked), factory licenses, and contract labor regulations.
2. Legal Grievances & Industrial Relations (IR)
- Dispute Resolution: Manage complex, high-stakes legal grievances and disputes between employees, management, and external bodies.
- Government Liaisoning: Act as the company's official representative with government authorities, labor commissioners, factory inspectors, and local bodies.
- Litigation Management: Partner with legal counsel to draft responses, prepare case files, and represent the organization in labor courts or tribunal hearings if required.
3. Strategic HR & Budgeting
- Manpower Planning & Budgeting: Develop, manage, and optimize the annual HR capital and operational budget (CAPEX/OPEX). Conduct strategic workforce planning aligned with production targets.
- Strategic Development: Design and implement progressive HR policies, retention strategies, and performance management systems tailored to both blue-collar and white-collar workforces.
- Organization Culture & Change: Lead organizational restructuring, skill-mapping, and change management initiatives to enhance manufacturing efficiency.
4. Payroll, Compensation & Benefits
- End-to-End Payroll: Oversee the error-free processing of monthly payroll, full and final settlements, bonuses, and incentives for both on-roll and contract contractual labor.
- Contract Labor Management: Monitor and audit third-party contractors to ensure they adhere to minimum wage laws and statutory obligations, mitigating any proxy liabilities for the company.
Required Skills & Qualifications
- Education: Master's Degree in HR, Industrial Relations, or MBA in HR. A Degree in Law (LL.B / LL.M) is highly preferred due to the heavy legal scope of the role.
- Experience: 05–10 years of progressive HR experience, with at least 5 years heading the HR/IR function within a manufacturing unit (experience in heavy engineering, automotive, or pneumatic industries is a distinct advantage).
- Legal Expertise: Proven track record of independently handling labor court cases, domestic inquiries, and complex tripartite settlements.
- Financial Acumen: Strong capability in drafting department budgets and managing large-scale payroll data.
- Communication: Exceptional negotiation, mediation, and commanding communication skills in both English and the local/regional language of the plant location.
