Role & responsibilities

1. HR and Industrial Relations Compliance

- Ensure compliance with applicable labour laws, statutory requirements, licences, registrations, returns, notices, displays, and procedural obligations.
- Maintain updated knowledge of central and state labour-law requirements relevant to operational and industrial establishments.
- Monitor contractor compliance relating to:
- Contract Labour Regulation and Abolition requirements
- Provident Fund
- Employee State Insurance
- Minimum Wages
- Payment of Wages
- Payment of Bonus
- Gratuity
- Leave and leave encashment
- Overtime
- Maternity benefits
- Employee compensation
- Other applicable labour and social-security provisions
- Verify contractor wage records, muster rolls, attendance, wage slips, bank-payment records, PF challans, ECRs, ESIC contributions, bonus records, and statutory registers.
- Ensure timely renewal of labour licences, registrations, and statutory approvals.
- Coordinate periodic compliance reviews with contractors, vendors, operational teams, and internal stakeholders.
- Support labour-law audits, inspections, compliance assessments, and due-diligence exercises.
- Track audit and inspection observations and ensure timely closure with appropriate documentary evidence.
- Maintain a compliance calendar and provide periodic updates to management.
- Escalate potential non-compliance, delays, or high-risk observations to the reporting manager.

2. Contractual Workforce Management

- Manage the end-to-end lifecycle of contractual manpower based on approved workforce requirements.
- Coordinate with business and operational teams to understand manpower requirements, deployment plans, skill requirements, and timelines.
- Work with contractors and staffing vendors for sourcing, onboarding, deployment, attendance, and workforce administration.
- Verify employee documentation, identity records, age proof, medical fitness, statutory enrolment, safety induction, and deployment approvals.
- Ensure that contractual manpower is deployed only after completion of applicable documentation and statutory requirements.
- Maintain contractor-wise and location-wise databases of deployed manpower.
- Monitor attendance, absenteeism, overtime, shift deployment, transfers, replacements, and separations.
- Coordinate with contractors for timely payment of wages, statutory benefits, bonus, leave encashment, reimbursements, and final settlements.
- Ensure timely settlement of dues for separated contractual employees.
- Support performance evaluation, workforce rationalisation, contractor review, and contract-renewal processes.
- Monitor contractor service levels and highlight performance or compliance concerns.

3. Recruitment and Workforce Planning

- Support manpower planning for contractual and site-based workforce requirements.
- Coordinate sourcing, screening, selection, documentation, and deployment of contractual employees.
- Ensure timely deployment against approved requirements and operational plans.
- Maintain workforce demand and deployment trackers.
- Coordinate with contractors, vendors, hiring managers, and operational teams for closure of manpower requirements.
- Support skill mapping and identification of capability gaps within the contractual workforce.
- Coordinate trade tests, technical assessments, medical examinations, background verification, and safety induction, wherever applicable.
- Monitor manpower availability and proactively address workforce shortages or deployment risks.

4. Contractor Commercial Coordination

- Facilitate purchase requisition, service request, work-order, and contract-renewal processes in coordination with Commercial, Procurement, Finance, and user departments.
- Provide accurate scope, manpower, rate, compliance, and deployment information for contractor work orders.
- Verify contractor invoices against:
- Approved manpower deployment
- Attendance and wage records
- Agreed rates
- Statutory payments
- Supporting documents
- Work-order terms
- Identify discrepancies relating to attendance, deployment, rates, deductions, statutory compliance, or supporting documentation.
- Coordinate resolution of invoice discrepancies with contractors and internal stakeholders.
- Track invoice submission, approval, payment status, and pending actions.
- Maintain contractor-invoice, work-order, compliance, and payment trackers.
- Ensure that invoices are processed only after satisfactory verification of applicable HR and statutory requirements.

5. Employee Relations and Grievance Management

- Maintain regular engagement with employees, contractual workforce, supervisors, contractors, and operational teams.
- Facilitate timely resolution of employee grievances, workplace concerns, attendance issues, wage queries, benefit matters,



and employment-related complaints.
- Maintain a structured grievance register and track cases through closure.
- Conduct preliminary fact-finding for employee-relations and disciplinary matters.
- Support the implementation of disciplinary processes in accordance with organisational policies, applicable laws, and principles of natural justice.
- Coordinate with contractors and business stakeholders for resolution of workforce disputes.
- Identify recurring workforce concerns and recommend preventive or corrective interventions.
- Maintain confidentiality while handling employee grievances and sensitive cases.
- Promote positive employee relations and a harmonious work environment.

6. Industrial Relations and Government Liaison

- Maintain effective working relationships with contractors, employees, operational teams, client representatives, local communities, and external agencies.
- Liaise with Labour Department officials, statutory authorities, district administration, local authorities, and other government agencies.
- Support inspections, hearings, licence applications, statutory submissions, and official correspondence.
- Coordinate responses to notices, queries, observations, and information requests received from government authorities.
- Maintain records of statutory correspondence, inspections, meetings, and action points.
- Monitor local industrial-relations developments that may affect business continuity or workforce stability.
- Proactively identify and escalate potential workforce, community, contractor, or industrial-relations risks.
- Support management in maintaining uninterrupted operations through effective stakeholder engagement.

7. Employee Engagement and Welfare

- Plan and execute employee-engagement, welfare, recognition, and communication initiatives.
- Support the preparation and implementation of the annual employee-engagement calendar.
- Coordinate welfare programmes, celebrations, communication forums, health initiatives, and workforce-recognition activities.
- Conduct employee-connect sessions, open-house meetings, and workforce communication forums.
- Organise awareness programmes relating to:
- Prevention of Sexual Harassment
- Ethics and Code of Conduct
- Health and well-being
- Safety awareness
- Social-security benefits
- Financial and legal awareness
- Track employee participation, feedback, and programme outcomes.
- Support settlement of employee-benefit claims, including Mediclaim and ESIC-related matters.
- Coordinate with insurers, hospitals, ESIC authorities, contractors, employees, and internal stakeholders for claim resolution.
- Maintain records relating to employee welfare and engagement initiatives.

8. HR Operations and Employee Lifecycle Administration

- Support employee joining, induction, deployment, transfer, confirmation, separation, and final-settlement processes.
- Maintain employee and contractual-workforce records in HR systems, databases, and physical files.
- Ensure timely updates to employee master data and manpower records.
- Coordinate preparation of employee letters, declarations, certificates, and HR documentation.
- Maintain accurate records relating to attendance, leave, employment status, location, reporting relationships, and separation.
- Support payroll-input validation and resolution of wage or attendance discrepancies.
- Coordinate with Finance, Payroll, IT, Administration, and operational teams for employee-lifecycle activities.
- Ensure secure and confidential handling of employee information.

9. HR MIS and Reporting

- Prepare and maintain HR and IR dashboards covering:
- Manpower strength
- Contractor-wise deployment
- Manpower requirements
- Attendance and absenteeism
- Overtime
- Wage and statutory compliance
- Labour licences and registrations
- Grievances and disciplinary cases
- Employee engagement
- Welfare initiatives
- Employee claims
- Contractor invoices
- Audit and inspection observations
- Provide accurate and timely reports to HR leadership and operational management.
- Analyse workforce trends and highlight exceptions, delays, emerging risks, and pending actions.
- Ensure consistency and reconciliation of data across contractor records, HR systems, payroll inputs, invoices, and statutory reports.
- Support data required for management reviews, audits, client reporting, and statutory submissions.

10. HR Digitalisation and Process Improvement





- Support implementation and enhancement of contractor workforce-management systems, HRIS, attendance systems, compliance portals, and digital dashboards.
- Promote adoption of digital tools among contractors, site HR teams, employees, and operational stakeholders.
- Identify manual, repetitive, or control-sensitive processes suitable for digitisation or automation.
- Support development of digital workflows for contractor onboarding, attendance, compliance, wage verification, invoice processing, and management reporting.
- Participate in system testing, user-acceptance testing, data validation, and user training.
- Identify process gaps and recommend improvements in HR and IR operations.
- Standardise templates, trackers, checklists, and operating procedures.
- Monitor process-improvement outcomes such as reduced errors, faster turnaround, better compliance, and improved workforce visibility.

11. Skill Development and Capability Building

- Identify skill-development needs for contractual employees based on operational and safety requirements.
- Coordinate technical, behavioural, safety, statutory, and compliance training programmes.
- Work with internal trainers, contractors, external institutions, and operational teams to deliver training.
- Maintain training calendars, nominations, attendance, assessments, certifications, and completion records.
- Monitor training effectiveness and recommend follow-up interventions.
- Support capability-building initiatives that improve workforce productivity, quality, safety, and employability.

12. CSR and Sustainability

- Coordinate implementation of approved CSR and sustainability initiatives at assigned locations.
- Support community-development programmes relating to education, health, livelihood, skill development, workplace, and social welfare.
- Coordinate with community representatives, implementation partners, government agencies, NGOs, and internal stakeholders.
- Monitor project activities, participation, utilisation of resources, outcomes, and documentation.
- Maintain programme records, photographs, beneficiary data, expenditure information, and progress reports.
- Support employee volunteering and community-engagement initiatives.
- Identify community concerns that may affect business operations and coordinate suitable interventions.
- Ensure that CSR activities are implemented in accordance with approved plans, budgets, organisational standards, and statutory requirements.

Preferred candidate profile

- Degree, diploma, or certification in Labour Laws or Industrial Relations.
- Candidate knowing Odia Language will be preferred.
- Practical knowledge of labour-law compliance, statutory administration, and contract labour management.
- Exposure to HRIS, contractor workforce-management systems, compliance portals, and HR analytics.

Experience Requirements

- Approximately 5-15 years of relevant experience in HR and Industrial Relations.
- Experience in one or more of the following sectors will be preferred:
- Manufacturing
- Logistics
- Steel
- Mining
- Infrastructure
- Warehousing
- Engineering
- Construction
- Other industrial or operational environments
- Proven experience in managing contractual workforce and contractor compliance.
- Hands-on exposure to labour laws, statutory registers, licences, inspections, audits, wage verification, PF, ESIC, bonus, and minimum wages.
- Experience in employee-relations, grievance-management, workforce deployment, government liaison, and site HR operations.
- Experience coordinating contractor invoices, work orders, or commercial processes will be advantageous.

Technical Competencies

- Labour-law compliance
- Industrial relations
- Contract labour management
- Contractor compliance
- CLRA administration
- EPF and ESIC compliance
- Minimum-wage and payment-of-wages compliance
- Bonus, gratuity, overtime, and leave administration
- Recruitment and workforce planning
- Employee relations and grievance handling
- Disciplinary-process coordination
- Payroll-input verification
- Contractor invoice validation
- Government and statutory liaison
- Employee engagement and welfare
- HR operations and employee lifecycle management
- HR MIS and workforce analytics
- Compliance audits and inspections
- HR digitalisation and process improvement
- CSR and community engagement

Behavioural Competencies

- Stakeholder management
- Communication and influencing
- Negotiation skills
- Conflict resolution
- Problem-solving ability
- Execution excellence
- Attention to detail
- Confidentiality and integrity
- Team collaboration
- Customer orientation
- Planning and organising
- Follow-up discipline
- Ability to operate effectively in an industrial environment
- Ability to manage sensitive workforce situations calmly and professionally

📌 Junior Manager / Assistant Manager - Industrial Relations (Jajpur)
🏢 TM International Logistics
📍 Jajpur