Think of this as a sales role where the target is people, not orders. Just as a salesperson carries an order target, you carry a manpower target: a steady, verified, ready-to-deploy pipeline of gardeners, helpers and site staff plus their welfare once deployed. Over time you become the single point of HR for our field workforce.
Key Responsibilities
- Sourcing pipeline (the target): Build continuous supply channels — village networks and existing-worker referrals (referral bonus scheme), nursery belts, labour contractors, Apna/WorkIndia-type platforms; maintain a live bench of ready candidates
- **Screening & verification**: Basic skill assessment (plant handling, site behaviour), document collection, and police verification coordination for every hire before deployment — zero unverified deployments
- **Onboarding to site**: Attendance-app (woco) enrollment, uniform/tools issue, site induction with the supervisor, bank account/payment setup coordination with HR & accounts
- **Deployment against demand**: Fill site requisitions (recent AMC wins, replacements,
leave cover) within the SLA; coordinate transfers between sites; support new-city ramp-ups
- **Welfare & retention (the moat)**: Be the workforce's go-to person — attendance and payment queries, advances/leave coordination, grievance first-response, festival and welfare touches; reduce the churn that disrupts client sites
- **Records**: Maintain the field-workforce master (documents, verification status, site history, rates) — clean data for payroll, client audits (PF/ESIC/manpower billing) and our systems
- **Over time**: Light oversight of maintenance-site staffing health; feed manpower-cost inputs to AMC quotations
- **Surprise checks on ground**: Periodically visit different locations on ground for surprise checks to see actual work done on site
- **Training of gardeners**: Hold regular team training sessions (on ground at client site). Share information about training