HR Manager

Manpowergroup Services India; Nashik District; On-site; INR 900,000 - 1,500,000; Full time

Job summary

Manpowergroup Services India is seeking an experienced HR Manager to oversee end-to-end HR operations at the plant, including recruitment, employee relations, compliance, performance management, and engagement.

You will coordinate payroll, leave and attendance, training, IR, audits, and HRIS data accuracy to support production goals.

This role requires strong labour-law knowledge, unions liaison, and stakeholder management to ensure a stable, productive workforce.

Responsibilities

• Manage end-to-end HR operations for the plant, including recruitment, onboarding, and staffing.
• Maintain industrial relations and liaison with unions and committees.
• Ensure compliance with applicable labor laws and audits.
• Oversee payroll coordination and attendance/leave management.
• Drive performance management, appraisal, and succession planning.
• Organize training, safety, and ISO/IATF-related programs.

Job description

Job Purpose

To manage end-to-end HR operations for the plant, including recruitment, employee relations, statutory compliance, performance management, and engagement, ensuring a stable, compliant, and productive workforce aligned with production and business goals.

Key Responsibilities

1. Recruitment & Staffing

• Manage manpower planning for shop floor (workmen/contract labor), staff, and management cadres
• Drive end-to-end recruitment sourcing, screening, interviews, offer, and onboarding
• Coordinate with contract labor agencies for temporary/seasonal workforce requirements

2. Industrial Relations (IR) & Compliance

• Maintain harmonious industrial relations with unions/workmen committees
• Handle grievance redressal, disciplinary actions, and domestic enquiries
• Ensure compliance with Factories Act, Industrial Disputes Act, Contract Labour (R&A) Act, Payment of Wages Act, Minimum Wages Act, ESI, PF, and other applicable labor laws
• Liaise with labor department, ESI/PF authorities, and government offices for inspections and audits

3. Payroll & Compensation

• Oversee attendance, leave management, and payroll processing coordination with Finance
• Administer wage settlements, increments, and statutory bonus/gratuity
• Support salary benchmarking and compensation structuring

4. Performance Management

• Drive the performance appraisal cycle (goal-setting, mid-year review, annual appraisal)
• Support managers in performance improvement plans and succession planning
• Coordinate skill-matrix and competency mapping for shop floor and staff

5. Training & Development

• Identify training needs (technical, safety, behavioral) in coordination with department heads
• Plan and execute induction programs, on-the-job training, and certification programs (IATF/ISO related training)
• Maintain training calendars and effectiveness records for audits

6. Employee Engagement & Welfare

• Drive engagement initiatives events, rewards & recognition, suggestion schemes
• Manage employee welfare facilities (canteen, transport, uniforms) in coordination with Admin
• Address employee concerns and conduct regular floor engagement/connect sessions

7. HR Operations & MIS

• Maintain HR records, personnel files, and HRIS/ERP data accuracy
• Prepare HR MIS — attrition, headcount, absenteeism, manpower cost reports
• Ensure timely documentation for joining, confirmation, transfers, and separation (F&F settlement)

8. Audits & Documentation

• Ensure HR documentation readiness for IATF 16949, ISO 9001, and customer audits
• Maintain statutory registers and records for labor law compliance audits
• Support internal and external audits related to HR processes

9. Exit Management

• Conduct exit interviews and analyze attrition trends
• Ensure smooth full & final settlement and compliance with notice period/exit formalities

Key Result Areas (KRAs)

• Recruitment TAT (time-to-fill) vs. plan
• Attrition rate (staff & workmen)
• IR incidents / man-days lost due to unrest
• Statutory compliance adherence (zero non-conformances)
• Training man-hours per employee
• Employee engagement score / survey participation
• Audit findings closure (HR scope)