Role & responsibilities :

Key Responsibilities &

• Accountabilities A. Registrations, Licences &

- Statutory Approvals • Obtain, maintain, amend and renew all establishment registrations and licences within statutory timelines Shops &
- Establishment registration (or intimation, where the establishment is below threshold) and Factory Licence registration for every applicable entity.
- Secure and maintain Principal Employer registration under the Contract Labour (Regulation &
- Abolition) framework for entities engaging contract labour, and Contractor Licence where a Group entity itself operates as a contractor.
- Complete Building &
- Other Construction Workers registration and ensure correct assessment, deduction and remittance of the 1% labour cess on qualifying construction spend, together with maintenance of the prescribed BOCW registers and returns.
- Ensure Inter-State Migrant Worker registration, record-keeping, displacement allowance, journey allowance and welfare obligations wherever workers are engaged from outside the State.

Maintain Sharm Suvidha registration / LIN for all applicable entities and keep entity master data, headcount and unit particulars updated on the portal.

- Track every registration certificate for validity, threshold-triggered amendment and renewal, and maintain a central register of certificate numbers, issue dates, expiry dates and custodians. B. Wages, Social Security &
- Statutory Remittances • Ensure full adherence to the Code on Wages correct minimum wage rates by State, zone, skill category and notification cycle; timely wage payment; lawful deductions; and equal remuneration with no gender-based discrimination in wages or conditions of service.
- Govern the annual Payment of Bonus computation, allocable surplus working, set-on / set-off registers, disbursement within the prescribed period and filing of the annual return.
- Own EPF and ESI compliance end-to-end enrolment of eligible employees, UAN / IP generation, monthly ECR and contribution challans, timely remittance, KYC seeding, damages and interest avoidance, inspection support, and handling of transfer, withdrawal, pension and claim matters.
- Ensure Gratuity compliance for all entities determination of eligibility, notice of opening (Form A) and of change (Form B), display of abstract and authorised person notice (Forms U and F nominations), computation and timely payment on separation, and evaluation of gratuity funding / insurance requirements. This is a currently open obligation across all entities and must be closed on priority.
- Ensure Professional Tax registration (PEC and PRC), monthly / annual deduction, remittance and return filing in every State that levies it, and Labour Welfare Fund contribution and return filing as per each State's periodicity.
- Maintain Employees' Compensation coverage / insurance, ensure statutory notices and reporting of accidents, and manage claims and settlements. C. Women at Work, POSH &
- Statutory Committees • Ensure full Maternity Benefit compliance — eligibility determination, paid leave entitlement, medical bonus, nursing breaks, work-from-home consideration, no-dismissal protection and display of the statutory abstract.
- Establish and maintain creche facilities at applicable establishments, including facility standards, staffing, visit entitlement and record-keeping.
- Own the POSH framework across the Group — policy currency and communication, constitution and reconstitution of the Internal Committee with an external member at each applicable establishment, IC member training, complaint handling protocol, display of penal consequences and filing of the POSH annual return with the District Officer.




- Constitute and operate Works Committees and Grievance Redressal Committees at every applicable establishment, ensure prescribed composition and worker representation, convene meetings at the required frequency, and maintain minutes, resolutions and closure records.
- Certify, display and administer Standing Orders (certified or model, as applicable), and ensure disciplinary action is conducted strictly in accordance with them and with principles of natural justice. D.

Contract

Labour &

• Third-Party Workforce Governance • Operate a contractor lifecycle compliance protocol — pre-onboarding due diligence, licence verification, contract terms with compliance warranties, and periodic re-verification.
- Conduct monthly verification of contractor compliance before release of payment: wage registers and wage slips, attendance, bank-credited wage proof, EPF ECR and ESI challans with employee-wise breakup, bonus, leave, and statutory welfare facilities at site. Maintain all Principal Employer registers, Form V issuance to contractors, half-yearly and annual returns, and ensure prompt discharge of principal-employer liability where a contractor defaults, with recovery from the contractor.
- Ensure statutory welfare amenities at contractor-deployed locations — canteen, restroom, drinking water, washing and first-aid facilities as applicable. E. Returns, Registers, Records &
- Displays • Maintain the complete set of statutory registers and records for every entity — employee register, wage register, attendance, overtime, leave, deductions, fines, damages, advances, accident register and inspection book — in the prescribed formats, whether physical or electronic.
- File all periodic returns accurately and before due date, including unified annual returns, half-yearly returns, EPF / ESI monthly filings, Professional Tax and Labour Welfare Fund returns, POSH annual return, Employment Exchange CNV quarterly / biennial returns and apprenticeship returns.
- Ensure all mandatory abstracts, notices, wage-rate boards, working-hour notices and committee notices are displayed at every establishment in the prescribed languages and locations.
- Manage the Employment Exchange notification of vacancies (CNV) obligation for all applicable entities — presently open and to be regularised and thereafter filed on schedule.
- Administer apprenticeship engagement where obligatory — contract registration on the portal, prescribed ratio, stipend payment, training records and returns.
- Maintain a centralised, indexed and inspection-ready compliance document repository with version control, retention periods and defined access rights. F.

Compliance

Governance, Audit &
- Reporting • Maintain a rolling statutory compliance calendar with owners, due dates, escalation triggers and evidence links for every obligation across all 15 entities.
- Conduct planned internal compliance audits of each establishment at defined intervals, issue observation reports with root cause and corrective action, and track closure to completion.
- Publish a monthly compliance dashboard to management showing entity-wise and obligation-wise status (Complied / Pending / Not Applicable), ageing of open items, penalty exposure and risk rating.
- Reconcile inconsistencies between recorded applicability and reported status, and ensure every status entry is supported by verifiable evidence — no item may be reported as complied without a document trail.




- Track amendments to Central and State labour legislation, notifications, minimum wage revisions and the implementation status of the Labour Codes; assess Group impact and drive change implementation. G. Liaison, Inspections &
- Litigation Support • Act as the Group's authorised point of contact with the Labour Department, Factory Inspectorate, EPFO, ESIC, Professional Tax and Labour Welfare Fund authorities, Employment Exchange, Municipal Corporation.
- Manage inspections and visits end-to-end — preparation, representation, submission of records, response to observations and closure of inspection remarks.
- Draft and file replies to show-cause notices, summons, assessment and determination proceedings; represent or coordinate representation before authorities; and maintain a register of notices with status and outcome.
- Support the wider business with compliance certification for customer, statutory and third-party audits, and provide compliance inputs for tenders and client contracts.

Preferred candidate profile

Qualification, Experience &

Skills Educational Qualification • Essential: Graduate in any discipline with a post-graduate qualification in Human Resources / Personnel Management / Labour Welfare (MBA-HR, MHRM, PGDM-HR) or LL.B.

- Preferred: LL.B. with specialisation in labour and industrial law, or a Diploma in Labour Law and Labour Welfare (DLL & LW);

certification in industrial relations or compliance management will be an added advantage.

Experience • Minimum 8 years of post-qualification experience in statutory, labour law and establishment compliance, preferably in a manufacturing, engineering, project or multi-entity group environment.

- Hands-on experience of managing factory-route establishments, contract labour ecosystems and project / construction sites is strongly preferred.
- Proven track record of independently handling departmental inspections, EPFO / ESIC proceedings, showcase notices and conciliation matters.

Technical

Knowledge — Essential • Working command of the Code on Wages, Code on Social Security, Occupational Safety, Health &

Working Conditions Code and Industrial Relations Code, together with the extant Acts and Rules they subsume, and the current implementation position.

- Detailed knowledge of Gujarat Shops & Establishment and Factories Rules; familiarity with Delhi (NCT) and Rajasthan State rules, Skilled Tax and Labour Welfare Fund regimes.
- Practical expertise in EPF, ESI, Gratuity, Bonus, Maternity Benefit, POSH, Contract Labour, BOCW, Inter-State Migrant Workers, Employees' Compensation, Employment Exchange (CNV) and the Apprentices framework.
- Proficiency with statutory portals — EPFO Unified Portal, ESIC, Sharm Suvidha, State labour and PT portals, BOCW and apprenticeship portals.
- Strong command of statutory register and return formats, record retention norms and inspection documentation.
- Advanced MS Excel for compliance trackers and dashboards; working knowledge of HRMS / payroll systems and compliance management software.

Behavioural

Competencies • Ownership and personal accountability — treats a missed statutory date as a non-negotiable failure.
- Meticulous attention to detail and documentary discipline.
- Integrity and courage to report an adverse compliance position accurately and escalate without dilution.
- Ability to influence entity heads and site teams without direct line authority.
- Composure and credibility in dealings with statutory authorities and worker representatives.
- Structured planning, prioritisation and follow-through across a large volume of parallel obligations.
- Fluency in English, Hindi and Gujarati (spoken and written) is strongly preferred for authority liaison and shop-floor communication.

📌 Senior Compliance Officer (Vadodara)
🏢 Z Ventures
📍 Vadodara