Core Roles and Responsibilities1.

Strategic Workforce

Planning &

- Talent Acquisition

- Demand Forecasting: Partner with plant and production heads to project labor requirements based on machine capacity, order volumes, and expansion.

- Skilled Labor Sourcing: Address local and technical skill shortages by recruiting specialized machinists, CNC operators, quality inspectors, and digital/automation-competent staff.

- Onboarding &
- Skill Certification:

Implement structured shop-floor onboarding, technical apprenticeships, and safety orientation programs.

1. Industrial Relations (IR) &
- Labor Management

- Union &
- Collective Bargaining:

Act as the primary liaison between factory management and labor unions, negotiating wage settlements, charters of demands, and working conditions. [1]

- Grievance Redressal: Oversee fair and swift resolution of shop-floor disputes, disciplinary actions, and worker grievances to prevent strikes or lockouts.

- Contract Labor Governance: Ensure compliance with laws governing third-party contract workers, wage disbursements, and statutory benefits.

1. Workplace Safety, Health, &
- Setting (HHS)

- Accident Prevention Policies: Collaborate with operations and safety officers to enforce strict equipment safety protocols, PPE usage, and hazard reduction. [1, 2]

- Emergency &
- Incident Response:

Manage post-incident investigations, worker compensation claims, health check-ups, and wellness programs tailored to physical shop-floor stress.

1. Shift Operations, Payroll, &
- Compensation

- Complex Scheduling: Oversee automated or manual shift rosters,



attendance tracking, and overtime calculations to keep production lines running continuously without burnout. [1]

- Reward &
- Retention:

Design competitive blue-collar and white-collar compensation structures, shift allowances, performance-linked incentives, and retention initiatives to combat high turnover rates.

1. Compliance &
- Statutory Governance

- Labor Law Enforcement: Ensure full adherence to local factory acts, minimum wage laws, working hours regulations, environmental safety standards, and social security contributions (e.g., PF, ESI, or regional equivalents).

- Audit Readiness: Maintain rigorous documentation for labor audits, safety inspections, and internal HR policy compliance.

1. Training, Upskilling, &
- Succession Planning

- Technical &
- Safety Upskilling:

Drive continuous learning programs as parts manufacturing shifts toward CNC automation, robotics, and lean manufacturing principles.

- Leadership &

- Supervisory Training:

Train shift-in-charges and supervisors in conflict management and team leadership.

- Succession Planning: Identify high-potential operators and engineers to build a pipeline for shift leads and plant managers.

1. Performance Management &
- Culture

- KPI Alignment: Establish productivity, quality, and attendance metrics for shop-floor teams.

- Employee Engagement: Run floor-level communication channels, reward-and-recognition programs, and feedback loops to build morale and reduce voluntary attrition.

Pay: ₹1,000,000.00 - ₹1,500,000.00 per year

Work Location: In person

📌 HR Manager (Ludhiana)
🏢 Apex Management Solution
📍 Ludhiana