JOB DESCRIPTION

Manager Workforce

Prorack Storage Solutions Ltd.

Website - https://www.prorackstorage.com/

Industry Racking & Storage Solutions

Department Projects / Operations

Location Pan-India (base location to be confirmed; frequent site travel)

Reports to Head – Projects

Team Scope 500–2000+ installation manpower (company and agency) across multiple project sites

Role Summary

The Manager – Workforce owns the end-to-end planning, deployment and governance of installation manpower for a pan-India racking and storage solutions business. The role ensures the right number of skilled, compliant and safe workers are available at the right site at the right time, while controlling labour cost, improving productivity and keeping contractor operations audit-ready.

This is a field-facing, operations-heavy leadership role. It is not an administrative HR position. The incumbent will be accountable for manpower availability and labour productivity across simultaneous projects.

Key Responsibilities

1. Workforce Planning & Forecasting

- Build rolling 30/60/90-day manpower forecasts aligned to project schedules, order book and pipeline.
- Identify shortages and surpluses early and put corrective plans in place before project timelines are affected.
- Balance competing manpower demands across projects using transparent prioritisation criteria agreed with Project Managers.
- Plan manpower by skill category: installers, captains/supervisors, riggers, equipment operators and work-at-height personnel.

2. Multi-Site Deployment & Mobilisation

- Deploy and redeploy crews across sites with minimal disruption to ongoing work.
- Mobilise large crews at short notice (for example, 100 installers across 10 locations within a week).
- Arrange travel, accommodation, food and local logistics for outstation crews.
- Maintain contingency plans for urgent additional manpower requirements (48-hour and 7-day scenarios).
- Track manpower movement between sites in real time.

3. Workforce Roster & Visibility

- Maintain a single, accurate workforce database covering company and agency manpower, including skills, certifications, location, availability, rate and compliance status.
- Provide daily visibility of crew availability, deployment and bench strength.
- Implement and drive adoption of manpower tracking and deployment planning tools (ERP/HRMS/Excel/Power BI or equivalent).

4. Labour Contractor & Agency Management

- Identify, evaluate and onboard labour contractors and manpower agencies, including financial, statutory and capability checks.
- Negotiate labour rates, commercial terms and replacement commitments.
- Rate agencies on defined metrics: fulfilment of committed manpower, attendance reliability, skill quality, compliance, safety record and responsiveness.
- Manage underperformance, including escalation, penalties and exit of non-performing contractors.




- Build a bench of backup agencies to cover peak periods.

5. Attendance, Payroll Coordination & Cost Control

- Validate attendance and overtime before payroll processing; ensure accuracy and prevent leakage.
- Verify agency wage sheets and statutory records before approving invoices.
- Track workforce cost project-wise and location-wise against budget; flag overruns early and drive corrective action.
- Establish controls and audit checks to prevent payroll errors and duplicate or ghost payments.

6. Labour Law & Statutory Compliance

- Ensure compliance for company and contract manpower under applicable labour laws, including PF, ESI, minimum wages, bonus, gratuity, and the Contract Labour framework and labour codes as applicable.
- Verify contractor licences, registrations, returns, challans and wage payment proofs before invoice approval.
- Lead labour inspections and statutory/compliance audits; close findings within agreed timelines.
- Monitor contractor compliance risk and report exposure to senior management.

7. Skills Matrix & Capability Building

- Maintain a skills matrix for installers, captains, riggers, operators and work-at-height personnel.
- Verify worker qualification before deployment on specialised installation projects.
- Track training validity and certification renewals; plan refresher and upskilling programmes.
- Identify skill gaps and work with Training/Safety teams to close them.

8. Productivity Management

- Define and monitor productivity metrics for racking installation, including tonnes installed per man-day, bays/pallet positions per crew-day and rework rate.
- Analyse variance between planned and actual productivity; recommend crew composition and process improvements.
- Improve output per man-day without increasing manpower cost.

9. Safety & Site Readiness

- Ensure pre-deployment checks are completed: ID and KYC, medical fitness, induction, PPE, training and work-at-height authorisation.
- Coordinate with the Safety team so that manpower deployment meets site safety requirements.
- Factor safety constraints into workforce planning and escalate readiness gaps.

10. Employee Relations & Retention

- Reduce attrition among installers and crew leaders through retention initiatives, fair practices and career pathways.
- Resolve worker grievances at remote sites promptly and fairly.
- Maintain discipline and a positive working culture across diverse, field-based teams.

11. Stakeholder Management & Reporting

- Partner with Project Managers, Site Heads, Safety, Finance,



HR and Procurement on manpower planning and issue resolution.
- Present a weekly workforce dashboard to the Projects Head covering demand vs supply, utilisation, absenteeism, productivity, cost vs budget, compliance status and agency performance.
- Communicate workforce risks and mitigation plans clearly to senior management.

Key Performance Indicators

- Manpower fulfilment vs project demand (%)
- Workforce utilisation (%) and bench cost
- Forecast accuracy (30/60/90 days)
- Labour cost vs budget, by project and location
- Productivity: tonnes installed per man-day
- Absenteeism and attrition rates
- Agency fulfilment, quality and compliance scores
- Statutory compliance and audit closure rate
- Payroll accuracy (error rate)
- Time to mobilise additional manpower
- Safety incidents linked to manpower readiness

Qualifications & Experience

Education

- Graduate in any discipline; MBA/PGDM in HR, Operations or Industrial Relations preferred.
- Diploma or degree in Engineering or Industrial Relations is an advantage.

Experience

- 12–18 years in workforce, labour or industrial relations management in racking, warehousing, MEP, construction, infrastructure, EPC or similar project-driven field industries.
- Proven experience managing 500+ field manpower (company and contract) across multiple sites in India.
- Hands-on experience with labour contractor management, rate negotiation and statutory compliance.
- Prior exposure to work-at-height and installation environments strongly preferred.

Skills & Competencies

- Workforce planning and forecasting
- Multi-site manpower deployment
- Contractor and agency management
- Labour law knowledge and compliance management
- Payroll validation and labour cost control
- Installation productivity analysis
- Resource optimisation
- Workforce analytics and dashboards (advanced Excel; Power BI or similar preferred)
- Safety and site-readiness orientation
- Leadership, negotiation and stakeholder management
- Working knowledge of Hindi and English; knowledge of regional languages is an advantage

Working Conditions

- Frequent travel to project sites across India (estimated 30–40% of time).
- Availability for urgent mobilisation needs, including outside normal working hours.
- Field-based, high-pressure environment with changing priorities.

What Success Looks Like

- First 90 days: Consolidated company and agency workforce database live; baseline of utilisation, productivity and compliance established; agency scorecard introduced.
- First 6 months: Reliable 30/60/90-day forecasting in place; compliance gaps closed; measurable improvement in manpower fulfilment and cost control.
- First 12 months: Scalable workforce model supporting 500–2000+ installers nationwide, with improved productivity, lower attrition and an audit-ready contractor ecosystem.

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