Manager- HR & IR

Rennar & Frais Consulting
  • Sanand
  • Confidential
  • 10-14 years
  • 20 Oct 2015

  • HR/ Human Resources & Admin

  • Automobile/ Auto Components
Job Description

Responsible for the Plant HR at Sanand manufacturing facility.
Talent Acquisition
Create & Implement recruitment calendar for the Plant according to Manpower planning in order to ensure in time recruitment.
Interact with departmental head for creating Job descriptions
To bring consistency in Recruitment process and evaluation method as per the laid down procedures.
Ensure cost effective Recruitment of candidates within stipulated time and reduce lead time.
Manage the process of all new employee contracts for both contractual and regular positions

Resourcing & Development:
Managing the complete recruitment life-cycle for sourcing the best talent from diverse sources after identification of manpower requirements.
Planning human resource requirements in consultation with heads of different functional & operational areas and conducting selection interviews.
Handling all the functions from employee joining to leaving formalities.
Executing career planning for Officers & workers.
Undertaking salary negotiations.
End to End recruitment for Management staffing as per business plan.
Tracking of personnel requisitions and facilitating headcount approval at the Plant level.
Determine employee compensation to be in line with the set standards of the organization.
Driving employee Referral program within the organization to reduce the cost per hire.
Preparation of Recruitment Plan & Budget in line with Business requirements.
Meet the targeted recruitment and training numbers and quality of training to be provided.
Training & Development & Performance Management:
Responsible for Training & Development. Completion of TNI (Training Need Identification), TNA (Training Need Analysis) & Training Calendar on the basis of competency matrix, performance appraisal and counselling. Training Effectiveness Analysis.
Identifying Training needs for all level of employees as per competency mapping and business needs.
Understanding business requirement and current challenges to identify competencies to be developed.
Organizing Training Programs developing of training module in consultation with trainer, working out for training inventories, material and resources.
Coordination with external trainers & developing internal trainers.
Managing the appraisal process across the levels and establishing framework for substantiating the Performance Appraisal system linked to Reward Management.

Induction & Orientation :
Handling Induction for new joinee & thereafter deputing them to their respective departments. Giving them induction about the company's Rules, Regulations and Policies for making them familiar with company culture and activities with documentation and process flow.
Employee onboard induction and orientation to organization and systems.
Induction of the new recruits about the Company Profile, History, philosophy, objectives and products of the company, Organizational structure, Shift & time, recess, attendance, disciplinary and conduct rules, leave provisions, first aid services, etc.
Annual Plant HR Budgets and plans :
Create budget plan for HR.
Provide cost and headcount statistics for work cells and all departments during forecast reviews.
Monitor and administer the financial aspect of HR in the Plant in terms of spending as per budget allocated.
Variance analysis on a monthly basis for Forecast Vs. Actual as required by the business.

Compensation benefits & Payroll Management
Responsible for Compensation & Benefits Working out various remuneration policies, including pay packages for newly hired employees, and executing the same.
Collecting current compensation & benefits details in neighboring industries and competitors through regular survey.
Annual remuneration revision and performance process for the plant. and ensure timely and accurate HR inputs for the Annual Operating Plans.
Managing payroll of staff as per settlements, organizing rewards, incentives and awards for the employees.
Handling promotions, up gradations, transfers, annual revisions, appraisals, employee benefit programs, full & final settlements and other statutory recoveries.
Evaluating the performance of employees as per identified KRA's by developing monitoring mechanism for measuring performance; performing Career Development Planning.

Wage & Salary Admin :
Time Office activities, wage & Salary Administration, supervision of employees, Payment of Bonus, payment of gratuity, maintaining of all registers, records etc
Salary management & other aspects of H.R. (Preparation, Calculations of Salary / Wages & Overtime, Production Incentive etc.).
Compile payroll data such as hours worked, leave and employee identification number from Review and verify wages computed by using audit reports and correct errors prior to processing Payroll to ensure accuracy of payroll.
Review payroll activities, processes and systems to maximize efficiency and improve performance. Keep records of leave.
Ensure the processing of new hires, temporary workers, transfers, promotions and terminations is accurate and timely.
Preparing full & final settlement statement, managerial bill & salary sheets.
Critically review and analyze current payroll, benefits and (TDS) tax procedures in order to recommend and implement changes leading to best-practice operations.
Employee Relations:
Responsible for designing, implementing and developing an ER strategy for the plant.
Drive and oversee all employee relations initiatives within the plant.
Advise and support all parts of the business on employee relations matters to ensure their effective management. Issues include: disciplinaries, grievances and performance issues.
Advise and guide on pay related matters: pay reviews, reward projects, changes to pay related terms etc.
Keep up to date with current ER legislation and ensure this is updated in the companys HR policies
Statutory Compliance & Legal:
Maintain Legal Compliances as per following acts: The Factory Act, The Contract Labour Act, The Industrial Dispute Act, The Minimum Wages Act, The Payment of Wages Act, The Payment of Bonus, The Payment of Gratuity, Provident Fund, The Apprentice Act, The Workmen compensation Act, The Employment Ex-Change act, The Gujarat Labor Welfare Fund, The Environment Protection act.
Liaison with Govt. Authorities like PF, ESIC, Employment Exchange, Factory Inspectorates Office, Labor Commissioner, Labor Dept. Gujarat Pollution Control Board, Electricity Board, Telephone exchange, Police Authorities and Insurance Agencies.
Liasoning with all statutory authorities as per requirements.
To establish liaison with District Magistrate, SP, Factories Directorate, Labour Department, Pollution Control Board, Legal Metrology, Local Bodies & other statutory agencies.
Ensure timely compliance under Factories Act, Payment of Wages Act, Employment Exchange Act, Minimum Wages Act, Contract Labour (Regulation & Abolition Act) and for various Acts under Labour Laws.
Coordinate with advocates to take up relevant cases in desired direction. Representing Company in Legal matters.
To lead the Labour law compliance monitoring program for the Unit and provide assurance on statutory compliance across the Unit on all labour statutes.
Managing the Monthly Compliance Audit of the plant and its Sub-Contractors, Preparation of Monthly Compliance Report (MIS) & Identify and rectify the gap of Compliances, if any.
Verification of Labour Law Compliance papers viz. Salary Registers, Attendance Registers, PF, ESI Challans, Licenses etc., of Sub-Contractors.
Preparation, Submission & Procuring all applicable Licences/ Registrations/Approvals and amendment, renewal, closure of same before concerned applicable Govt Authority.
Industrial Relations:
Performing domestic enquiries, attending complaints, resolving employee grievances, settling disputes within the organization and taking disciplinary action when required.
Industrial Relations: Negotiating with Union, Issuing charge sheets and show cause notices to the workers & field staff, Employee grievances and conducting internal enquiries.
Handling all sites query & Problem like related to Salary, Leave and Attendance.
Issuance of warning letters for absenteeism, leave overstay, counseling & charge sheet for misconduct.
Developing and maintaining harmonious and progressive employee relations through two way communication and employee involvement. harmonious industrial relation at the plant.
Handling day-to-day grievances of the employees.
Maintaining and building healthy and harmonious relationship among the employees and a growth oriented work environment within the company.
Leading employee engagement initiatives for the organization, including employee communication programs.
Conducting employee participation programs as a part of cultural activity Handling all sites query & Problem like related to Salary, Leave and Attendance.
Handling labour relations & problems; resolving industrial disputes & maintaining disciplinary action.
Long Term Wage negotiations and handling of Industrial Disputes.
Interaction with employees, meeting with union to improve industrial relations and to make improvement in productivity, strategic meeting with union and communication to them as per the organizational needs.
Organizing and conducting meeting of various committees which includes workers and executives, handling day to day IR issues, negotiation with union, long term and short term settlement with union.
Handling the union of contract labour, engagement of contract labours, resolve issues relating to them.
Interact with Local Administration and various Govt. authorities to handle situations arising out of law and order problems, industrial relations and land related issues.
MBA HR with a minimum of 10 years experience in managing plant HR & IR with reputed Engineering/ Manufacturing/ Auto Ancillary Companies.

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Rennar & Frais Consulting