Key Responsibilities

- Employee Relations: Maintain a harmonious, productive and union-free work climate through strong shop-floor connect, an open-door policy, effective Works Committee and Grievance Redressal Committee, and regular communication forums; identify and address early signs of unrest or external influence.
- Discipline &
- Legal Matters:

Handle misconduct cases end-to-end – show-cause notices, charge-sheets, domestic enquiries and final orders – as per Standing Orders and principles of natural justice; manage conciliation and labour court matters with legal counsel.
- Statutory Compliance: Ensure 100% compliance with the four Labour Codes, state rules and allied laws; manage factory and contract-labour licences, PF, ESI, LWF, bonus, gratuity, registers and returns; handle inspections and run a monthly compliance calendar with quarterly internal audits.
- Contract Labour Governance: Govern contractor empanelment, licence checks, onboarding, wage and PF/ESI verification; ensure principal-employer obligations and prevent sham-contracting risks.
- HR Business Partnering: Partner with the Plant Head and HODs on manpower planning, productivity, manpower cost per tonne, absenteeism and overtime control; lead plant hiring, including apprentices and trainees.
- Talent &
- Capability: Drive performance management, succession for critical roles and the plant training calendar (technical, safety, 5S/TPM and supervisory skills).
- Engagement &
- Welfare: Run engagement and recognition programmes; oversee medical and other statutory welfare facilities; ensure the POSH Internal Committee functions effectively.
- HR Operations &
- MIS: Oversee time office and payroll inputs; drive HRMS digitisation, monthly HR MIS and the plant HR budget.
- Safety &
- Governance:



Partner with EHS on behavioural safety and accident cases; support Code of Conduct and customer social-compliance audits.
- Team Leadership: Lead and develop the plant HR team and build a strong second line.

Statutory Knowledge Required

Solid working knowledge of the Code on Wages, Industrial Relations Code, Code on Social Security and OSH Code with applicable Rajasthan state rules; the Factories Act, CLRA, Standing Orders and other legacy laws where still relevant

- POSH Act, Apprentices Act, LWF and Shops &
- Establishments laws; and domestic enquiry procedure and key labour judgments.

Key Performance Indicators

- No production loss due to employee-relations issues; union-free status maintained
- 100% statutory compliance; zero penalties or major inspection observations
- Contractor compliance and timely closure of audit gaps
- Absenteeism, overtime and manpower cost within budget
- Critical-talent attrition, hiring TAT, training man-days and engagement scores on target

Qualifications &
- Experience

- Education: MBA / PGDM / MA / MSW in HR, Personnel Management, IR or Labour Welfare
- LLB or Diploma in Labour Laws preferred.
- Experience: 12–18 years in HR, including at least 8 years in plant HR / IR in metals, steel, auto, engineering or other heavy manufacturing;

experience of handling a 1,000+ permanent and contract workforce.

- Skills: Hands-on HRMS / payroll systems and Excel-based MIS; fluency in English and Hindi (local language preferred).

Key Competencies
- Functional: Employee relations, labour-law compliance, domestic enquiries, workforce planning and HR analytics.
- Behavioural: Integrity and firmness, conflict resolution, business acumen, stakeholder influence, composure under pressure, approachability and team leadership.

Key Stakeholders
- Internal: Plant Head, HODs, Corporate HR, Legal, employees and supervisors.
- External: Contractors, Labour Department, Factory Inspectorate, PF / ESI offices, local administration, labour courts and legal counsel.

📌 Senior Human Resources Manager (Ahmedabad)
🏢 Agrawal Metal Works Private
📍 Ahmedabad