Now Hiring · KI/0001
About the Role
Responsibilities Recruitment • Maintain the manpower requisition log; source only against positions you have approved. • Source trades (welders, fitters, grinders, machinists, helpers) through ITIs, referrals and local agencies; office roles through Naukri and agencies. • Screen candidates, then schedule trade tests (run by Production) and welder qualification tests (run by QA/QC); record the results. • Verify documents, references and proof of current pay before any offer; flag gaps to you. • Issue offer and appointment letters from approved templates, after you approve pay and designation. Onboarding, records and exits • Run a joining checklist: documents, registrations as applicable, bank and nomination details, PPE, safety induction with Production, and a first-week plan. • Keep a personnel file and an employee master entry for every employee: designation, joining date, probation due date, trade and qualifications. • Keep a separate record of contract workers on site: contractor, identity, induction and PPE issue. • Handle exits: resignation or termination documents, clearance, full-and-final inputs to Accounts, experience letters and exit interview notes. Attendance and payroll inputs • Reconcile daily attendance from the system in use; send the absentee list to Production each morning. • Record leave and supervisor-approved overtime; no change after the payroll cut-off without your approval. • Send monthly payroll inputs to Accounts by the agreed cut-off, with an exception list: attendance, overtime, leave, joiners, leavers, advances and deductions. • Accounts computes and pays wages. HR never handles wage cash. Statutory compliance (with your consultant) • Keep a compliance calendar of applicable registrations, registers, returns, licences and renewals, prepared with the consultant. • Keep registers and records current and ready for inspection. • Before Accounts clears any contractor bill, verify wage-payment and statutory-contribution proof for the contractor's workers deployed here. • Track changes in labour law through the consultant and official notifications, and update the calendar. Discipline and grievances (process owner, not judge) • Keep company rules, and standing orders where they apply, current and explained to every employee. • On a supervisor's written report, issue warnings or show-cause notices from approved templates, arrange hearings and keep the file. • Suspension and termination are decided only by you, after the process is complete. • Register every grievance, acknowledge it, route it to the right owner and track closure. • Coordinate the workplace harassment complaint mechanism (Internal Committee) as applicable. Reviews, training and administration • Run the probation, KRA and quarterly review calendar in the existing formats; chase overdue reviews. • Keep the training calendar and records: safety induction and refreshers (content from Production), welder qualification schedule (from QA/QC) and skill training. • Maintain a skill matrix of shop-floor staff with Production. • Manage administration: security, housekeeping, canteen or drinking water, uniforms, office supplies, visitors, travel bookings and admin vendors. Records and reports • Daily: absentee list to Production; HR status in the existing daily reporting format. • Weekly: open positions, joiners and leavers, open discipline and grievance cases, overdue reviews. • Monthly: headcount (own and contract), attrition, time to fill, payroll-input corrections, compliance calendar status, training completed. This role is not the payroll processor, the labour-law advisor, the safety owner or the disciplinary authority.
Key Skills Required
Qualification
BBA, MBA (HR & Operations) Optional
Additional Details