JOB SUMMARY

- Independently lead the complete HR function for a 3040 employee manufacturing setup.

- Own HR operations, manpower, labor compliance, payroll, employee relations, POSH, performance, training, welfare, administration and ISO-related HR systems.

- Partner with the CEO and functional heads on people, compliance, workforce and organizational matters.

KEY RESPONSIBILITIES

1. HR MANAGEMENT

- Manpower planning, recruitment and workforce management.

- Joining, onboarding, confirmation, transfers, promotions and exits.

- Attendance, leave, HR records and employee lifecycle management.

- HR policies, SOPs, systems and process improvement.

- Employee communication and HR support to management.

2. LABOUR & STATUTORY COMPLIANCE

- Factory, labor, wage, employment and social-security compliance.

- PF, ESI, minimum wages, DA/VDA, overtime, working hours, leave and holidays.

- Bonus, gratuity, statutory deductions and applicable employment compliances.

- Statutory registers, returns, licenses, renewals and compliance calendar.

- Contractor/contract-labor compliance and documentation.

- Labor/factory inspections, notices, submissions and corrective actions.

- Track regulatory changes and implement applicable requirements.

3. PAYROLL, CALCULATION & COMPENSATION

- Monthly payroll governance and salary processing.

- Wage, allowance, OT, incentive, deduction, arrear and recovery calculations.

- PF, ESI, TDS and other applicable payroll calculations/reconciliations.

- Bonus, gratuity, leave encashment, notice pay and F&F; calculations.

- Increment, incentive and performance-linked compensation.

- Payroll reconciliation with attendance, HRMS and Finance.

- Payroll approvals, change controls, pay slips and audit trails.

4. POSH & EMPLOYEE RELATIONS

- POSH compliance and Internal Committee governance.

- POSH awareness, training, records and reporting.





- Employee grievances, investigations and disciplinary matters.

- Fair, confidential and legally compliant case handling.

- Workplace conduct, discipline, ethics and employee relations.

5. OSH, FACTORY & WELFARE

- Coordinate employee-related OSH requirements with EHS/Factory.

- Medical fitness, health checks, safety training and PPE coordination.

- Support accident/incident documentation and corrective actions.

- Employee welfare and statutory facility requirements.

- Canteen, housekeeping, security, transport, uniforms and welfare services.

6. CONTRACTOR COMPLIANCE

- Contractor licenses, registrations, attendance and wage compliance.

- PF, ESI and statutory-document verification.

- Periodic contractor compliance reviews.

- Identify, escalate and close contractor compliance gaps.

7. PERFORMANCE & TALENT

- KRA/KPI setting and performance-review process.

- Ratings, increments, promotions, incentives and PIPs.

- Objective and consistent performance evaluation.

- Critical hiring, retention and manpower development.

8. TRAINING & COMPETENCY

- Annual training and competency planning.

- Statutory, POSH, safety, quality, GMP/GDP and technical training.

- Training matrix, competency, qualification and authorization records.

- Training effectiveness and competency-gap closure.

9. ISO & AUDIT

- HR compliance for ISO 9001, ISO 13485, ISO 45001 and ISO 14001, as applicable.

- HR SOPs, forms, records and document control.

- Internal, external, customer and regulatory audit support.





- Audit findings, CAPA, corrective actions and risk assessments.

- Maintain complete and audit-ready HR records.

10. ADMINISTRATION & MIS

- HR administration and employee welfare management.

- HR vendors, consultants, contracts and service providers.

- Monthly HR MIS covering manpower, payroll, attendance, attrition, overtime, training, performance and compliance.

- Provide HR risks, trends and recommendations to the CEO.

KEY ACCOUNTABILITIES

- Statutory and labor compliance.

- Payroll and calculation accuracy.

- Workforce and manpower management.

- Employee relations and workplace discipline.

- POSH and employee welfare.

- Contractor compliance.

- Performance and competency management.

- ISO and audit readiness.

- HR documentation, controls and MIS.

QUALIFICATION & EXPERIENCE

- MBA/PGDM in HR preferred.

- Master’s in HR, Labor Studies, Industrial Relations or related discipline; relevant Bachelor’s degree with strong experience may be considered.

- 5–8 years’ progressive HR experience, preferably 2–3 years in an HR Manager/HR Lead or independent HR role.

- Strong manufacturing experience covering HR operations, labor compliance, payroll, employee relations and statutory management.

- Practical exposure to PF, ESI, wages, DA/VDA, OT, bonus, gratuity, F&F;, contractor compliance and inspections.

- Experience in POSH, disciplinary matters, ISO/audits and regulated manufacturing preferred.

- Medical-device, pharmaceutical, healthcare or diagnostics experience will be an advantage.

IDEAL PROFILE

- Hands-on and independently capable of managing the complete HR function.

- Solid compliance, payroll, employee-relations and HR governance capability.

- High integrity, confidentiality, fairness, accountability and attention to detail.

📌 Human Resource Manager (New Delhi)
🏢 Talent Corner HR Services
📍 New Delhi