Executive – HR Payroll & Compliance

ROLE PURPOSE The Executive – HR Payroll & Compliance runs everything between an employee’s attendance punch and the salary credited to their bank account — accurately, on the same date every month, for a workforce of over a thousand across on-roll and contract categories. The role is equally responsible for the statutory side of that payroll — PF, ESIC, professional tax, labour welfare fund, bonus, gratuity, minimum wages, TDS on salary and contractor compliance under CLRA — so that Morcom stands clean in any inspection, audit or notice. This is a hands-on seat: the person processes the payroll themselves rather than reviewing someone else’s work. Morcom expects payroll to be run as a controlled system — driven by the HRMS rather than manual registers, protected by defined access rights and checking discipline, and reported upward as manpower-cost MIS. Payroll is the most sensitive data in the company; the person holding it must be technically strong, procedurally disciplined and personally beyond reproach. KEY RESPONSIBILITIES 1. End-to-End Payroll Processing for a 1,000+ Workforce Monthly payroll cycle: Process the full cycle for on-roll staff, workmen and contract labour — attendance and shift data capture, leave and OT computation, incentives, deductions, advances, arrears, net pay, bank transfer file and payslip release — to a fixed monthly calendar with zero slippage. Attendance to payroll integrity: Run the biometric / time-office to payroll link — reconcile muster, shift roster, OT registers and gate records so that what is paid is exactly what was worked. Multi-category payroll: Handle differing structures — monthly staff, daily-wage and piece-rate workmen, trainees / apprentices (NAPS-NATS), and contractor-billed manpower — each with its own wage rules. Full & final and exits: Process F&F settlements, notice-pay recovery, leave encashment, gratuity computation and relieving documentation within the committed timeline. Structures & revisions: Prepare CTC structures, increment and promotion letters, incentive workings and arrear computations for HR approval; check every structure against the applicable minimum wage. Bank & disbursement: Prepare and validate the salary bank file, coordinate with Accounts and the bank, and confirm credit; resolve failed and returned credits the same day. 2. Statutory Compliance & Labour Law PF & ESIC: Monthly ECR filing, challan generation and payment, UAN generation and KYC, IP registration, transfers, withdrawals, claims and inspection support. Other statutory dues: Professional tax, Labour Welfare Fund, bonus (Payment of Bonus Act), gratuity (Payment of Gratuity Act), maternity benefit and minimum-wages revisions notified by the Haryana Labour Department. Income tax on salary: Employee investment declarations and proof verification, monthly TDS computation, Form 24Q quarterly returns and Form 16 issuance. Contract labour compliance: CLRA licence and registers, verification of contractor PF / ESIC challans against the manpower actually deployed, wage-slip and wage-register checks before contractor bills are passed, and flagging any principal-employer exposure to HR immediately. Registers, returns & inspections: Maintain all statutory registers and records under the Factories Act and applicable Haryana rules; prepare documents and responses for inspections, notices and audits. Policy updates: Track amendments — including the labour codes as they are implemented — and update Morcom’s payroll rules and structures before the effective date, not after. 3. Payroll Technology & Systems HRMS / payroll system: Operate and maintain the payroll and HRMS platform — master data, salary heads, rule configuration, leave and attendance policies, workflows and user roles. Integration: Keep the biometric / access-control devices, the HRMS and the ERP (Odoo) working together, so attendance, payroll cost and accounting entries flow without re-keying. Automation: Move payroll off manual registers and stand