Executive – HR Payroll & Compliance Corporate / Human Resources 1 position View role

Morcom Induction Private Limited; Sonipat; On-site; INR 700,000 - 1,000,000; Full time

Job summary

Morcom Induction Private Limited is seeking an Executive – HR Payroll & Compliance to run end-to-end payroll for 1,000+ workforce, ensuring accuracy, timeliness, and statutory compliance. The role emphasizes hands-on processing, HRMS/ERP integration, and strict data security.

The ideal candidate has 5+ years in payroll, with exposure to PF/ESIC, PT, LWF, minimum wages, and TDS. Based at Morcom Factory, Sonipat, the position is on-site with a focus on accuracy and compliance.

Qualifications

• Minimum 5 years in payroll with 2+ years handling 1,000+ workforce (on-roll + contract).
• Hands-on with payroll technology and data security in payroll operations.
• Solid command of statutory compliance: PF, ESIC, PT, LWF, bonus, gratuity, minimum wages, TDS, CLRA.

Responsibilities

• End-to-end payroll processing for 1,000+ workforce across on-roll and contract labour.
• Maintain payroll integrity: attendance linkage, muster reconciliation and OT calculations.
• Manage bank file preparation, payslips, and MIS reporting.
• Oversee statutory compliance and contractor-related requirements.
• Drive HRMS/ERP integration and ensure data security controls.

Skills

Payroll processing

HRMS / payroll software

PF / ESIC knowledge

TDS / tax knowledge

Data security & access control

Advanced Excel

Attendance integration

ERP integration (Odoo)

Audit readiness

Deadline discipline

Education

Graduate

MBA-HR / PGDM-HR

MSW / Labour Law Diploma

Tools

GreytHR

Keka

Darwinbox

ADP

Zoho People

Odoo HR

Job description

# Executive – HR Payroll & ComplianceCorporate / Human Resources · Harsana Kalan, Sonipat, HaryanaApply for this roleYou apply directly to Morcom — no consultant, no fee.## At a glanceCompany: Morcom Induction Private LimitedPosition: Executive – HR Payroll & ComplianceDepartment: Human ResourcesLocation: Morcom Factory, Harsana Kalan, Sonipat (Haryana)Reports To: Head – Human Resources / DirectorWorks With: Time-office & attendance staff, HR-Operations team, Accounts, and labour contractorsExperience: Minimum 5 years in payroll, of which at least 2 years running end-to-end payroll for a workforce of 1,000+ (on-roll + contract)Qualification: Graduate (any discipline); MBA-HR / PGDM-HR / MSW / PG Diploma in Labour Law preferredMust Have: Hands-on payroll technology (HRMS / payroll software / ERP) and a working understanding of payroll data security and access controlNature of Role: Individual contributor — this is a hands-on processing and compliance seat, not a team-management positionCTC Range: Competitive — commensurate with experience and last drawn; discussed during the interview process.## ROLE PURPOSEThe 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-alone spreadsheets — automate recurring computations, statutory workings, payslip distribution and MIS generation.* Advanced Excel & data handling: Build and maintain reconciliation workbooks and validation checks (lookups, pivots, conditional checks) that catch an error before payroll is released, not after.* Implementation & testing: Support any payroll-module implementation or upgrade — requirement inputs, parallel run, test-case validation and user training for the HR team.* ESS adoption: Drive employee self-service — digital payslips, leave and attendance requests, tax declarations, helpdesk tickets — and reduce over-the-counter HR queries.### 4. Payroll Data Security, Controls & Confidentiality* Access control: Maintain and enforce role-based access in the HRMS — who can view, edit and approve payroll data — with unique logins, password discipline and immediate revocation on exit or role change.* Checking discipline: Ensure no salary, master-data or bank-detail change goes live on one person’s action alone; route every change for approval and keep the trail.* Fraud prevention: Run periodic checks for ghost employees, duplicate bank accounts, duplicate PAN / Aadhaar / UAN, inflated OT and unauthorised master changes — and report exceptions upward the same day.* Data protection: Secure payroll files, bank transfer files and statutory data — restricted storage, controlled sharing, no payroll data on personal devices, WhatsApp or personal e-mail; follow the Digital Personal Data Protection Act requirements and Morcom’s IT policy.* Backup & continuity: Keep verified backups of payroll data and a documented process so payroll can still be run if a system, vendor or person becomes unavailable.* Confidentiality: Salary information is disclosed to no one outside the defined approval chain — a breach is a termination matter.* Audit trail: Keep every payroll cycle audit-ready — input, computation, approval, disbursement and statutory payment traceable end-to-end.### 5. MIS, Cost Reporting & Audit* Manpower-cost MIS: Prepare monthly MIS — department-wise and cost-centre-wise wage cost, OT cost, contract-labour cost, cost per unit produced, headcount movement, attrition and absenteeism.* Budget support: Provide data and workings for annual manpower budgeting; report actual-versus-budget variance with reasons.* Audit support: Provide schedules, reconciliations and evidence to statutory, internal and customer / social audits; close observations within the agreed timeline.* Reconciliation: Reconcile payroll to the general ledger, statutory payable accounts and bank statements every month with Accounts.### 6. Employee Interface & Grievance* Query resolution: Run the payroll helpdesk with a defined response time for payslip, deduction, PF, ESIC and tax queries — in Hindi on the shop floor and in English for staff.* Employee communication: Explain salary structure, statutory deductions and benefits clearly at induction and at every revision, so payroll questions reduce at source.* Claims support: Assist employees with PF withdrawal / transfer, ESIC benefits, insurance and gratuity claims and track them to closure.* Records: Maintain personnel files, attendance discipline records and warning / show-cause documentation in coordination with the HR and IR function.## CANDIDATE PROFILE### Must-Have* Scale: Independently processed monthly payroll for 1,000+ employees, including contract labour — not as a data-entry support to an outsourced vendor.* Statutory depth: Genuine working command of PF, ESIC, PT, LWF, bonus, gratuity, minimum wages, TDS on salary and CLRA contractor compliance; has personally filed returns and faced at least one inspection or audit.* Technology: Hands-on with a payroll / HRMS platform (e.g. GreytHR, Keka, Darwinbox, ADP, Zoho People, SAP-HR, Odoo HR or an equivalent), biometric attendance integration and advanced Excel.* Data security awareness: Understands access control, approval trails, audit trail and confidentiality obligations on payroll data — and has applied them, not merely heard of them.* Accuracy under a deadline: A track record of releasing payroll on the same date every month with a negligible error rate.* Experience: Minimum 5 years in payroll; manufacturing / factory payroll strongly preferred.* Hands-on attitude: Comfortable being the person who does the work — this is an individual-contributor seat reporting into HR, not a supervisory position.### Preferred* Manufacturing / multi-unit: Payroll for a factory with shifts, OT, piece-rate or incentive wages, and a contractor workforce.* Qualification: MBA-HR / MSW / PG Diploma in Labour Law; certification in payroll or labour law is an advantage.* ERP: Exposure to Odoo or a comparable ERP and to HR–Finance integration.* Language & location: Fluent Hindi for shop-floor communication and professional English for management reporting; based in Sonipat / Panipat / North Delhi-NCR or willing to relocate.### Key Performance Indicators* Payroll accuracy: Error rate and number of post-payroll corrections per cycle — target near zero.* On-time disbursement: Salary credited on the committed date, every month, without exception.* Statutory timeliness: 100% of PF / ESIC / PT / TDS challans and returns filed before due date; zero penalty or interest.* Compliance outcomes: Nil adverse findings in statutory, internal and customer audits; notices closed within timeline.* Automation: Reduction in manual payroll steps and in over-the-counter payroll queries through ESS adoption.* Data security: Zero unauthorised access or disclosure incidents; access review completed every quarter.* FIRST 90 DAYS — WHAT SUCCESS LOOKS LIKE* Day 1 – 30: Complete payroll cycle taken over and processed independently; employee master, wage structures and statutory registers checked and gaps listed with a correction plan.* Day 31 – 60: Attendance-to-payroll flow tightened, contractor compliance checklist enforced before bill release, HRMS access rights reviewed, and the first manpower-cost MIS delivered.* Day 61 – 90: Payroll running to a published calendar with proper checking discipline, statutory dues filed ahead of due dates, an automation / ESS plan under implementation, and payroll fully audit-ready.### How To Apply* Interested candidates may share their updated CV at [e-mail] with the subject line “Application – Executive, HR Payroll & Compliance”, mentioning the payroll headcount handled and the payroll / HRMS software used. Shortlisted candidates will be invited for a Face-to-Face interview at the Morcom factory, Harsana Kalan, Sonipat.