Manager – Human Resources (Plant HR Head)

ROLE PURPOSE Morcom runs a 200+ worker factory at Harsana Kalan, Sonipat, making induction cooktops, infrared cookers, electric kettles and OTGs for brand owners. Output, quality and delivery depend on a stable, disciplined and fairly treated workforce — on-roll and contract — and on a plant that stands clean in any labour inspection. The Manager – Human Resources is the single owner of people at the plant: hiring the right workers and staff on time, keeping attendance and discipline tight, preventing and resolving industrial-relations issues before they stop the line, running payroll and statutory compliance through the team, controlling contract labour, and building the policies, records and culture a growing manufacturer needs. KEY RESPONSIBILITIES 1. Manpower Planning & Hiring Manpower plan: Build the monthly manpower plan with Production against the order book — on-roll vs. contract mix, skill mix, shift-wise deployment and seasonal peaks. Workmen hiring: Run volume hiring of operators, helpers and technicians through ITIs, local networks, contractors and portals — with no middlemen charging workers for jobs. Staff hiring: Run staff hiring end-to-end with department heads — JD, sourcing, screening, interview coordination, reference and document checks, offer and joining. Onboarding: Joining formalities, document verification, statutory registrations, induction on rules, safety and quality, and handover to the line. 2. Industrial Relations, Discipline & Grievance Shop-floor presence: Be on the floor every day — know the supervisors, the workforce mood and the issues before they surface. Discipline: Apply standing orders and service rules consistently — warning, show-cause, charge-sheet and a fair domestic enquiry through to a sustainable decision. Dispute prevention: Handle collective issues — wages, bonus, overtime, contractor payments, shift changes — through dialogue, works / grievance committees and early escalation, so the line does not stop. Authority liaison: Represent the company before the Labour Department, conciliation officers and inspectors; maintain relations with the local community and panchayat. 3. Contract Labour & Statutory Compliance Contract labour: Control contractors end-to-end — licences, agreements, headcount verification against attendance, proof of wage payment and PF / ESIC deposit before any bill is cleared — so the principal-employer liability never falls on Morcom. Statutory calendar: Own the plant compliance calendar — factory licence and renewals, PF, ESIC, LWF, bonus, gratuity, minimum wages and VDA revisions, maternity benefit, POSH committee, registers and returns — under the Labour Codes and the Haryana rules as notified. Inspections & audits: Keep the plant inspection-ready; handle labour, factory, PF and ESIC inspections and customer social-compliance audits with nil adverse findings. Payroll oversight: Review and sign off monthly payroll and statutory filings prepared by the Payroll Executive — maker-checker discipline, no self-approval. 4. Attendance, Payroll Control & HR Systems Time office: Biometric attendance, shift rosters, overtime authorisation and leave records — accurate, controlled and reconciled to payroll. Cost control: Monthly manpower-cost MIS — headcount, cost per unit, overtime, absenteeism and attrition by department. HRMS / ERP: Drive digital HR — HRMS / Odoo HR modules, employee self-service and digital personnel files. 5. Retention, Welfare, Safety & Culture Retention: Track absenteeism and attrition by line and supervisor; act on the causes — supervision, wage parity, facilities. Welfare: Drinking water, canteen, rest rooms, first aid, ESIC facilities, uniforms and transport — the basics done well. Safety & health: Work with Production on the safety committee, PPE compliance, accident reporting and investigation, and statutory health checks. Engagement: Recognition, communication meetings, festival events and fair treatment that make Morcom the preferred employe