Junior Manager / Assistant Manager - Industrial Relations

TM International Logistics; Jajpur; Vor Ort; INR 600.000 - 900.000; Vollzeit

Zusammenfassung

TM International Logistics LTD. in Odisha is seeking an HR and Compliance professional to manage labour-law compliance, contractor oversight, and workforce administration for contract staff across sites.

You will coordinate with contractors, ensure timely registrations and renewals, handle employee relations and grievances, and support audits. The role requires strong knowledge of labour laws, regulatory filings, and engagement with internal teams to ensure smooth operations.

Aufgaben

• Ensure compliance with applicable labour laws, statutory requirements, licences, registrations, returns, notices, displays, and procedural obligations.
• Maintain updated knowledge of central and state labour-law requirements relevant to operational and industrial establishments.
• Monitor contractor compliance including Provident Fund, Employee State Insurance, Minimum Wages, Payment of Wages, Payment of Bonus, Gratuity, Leave and leave encashment, Overtime, Maternity benefits, and other social-security provisions.
• Verify contractor wage records, muster rolls, attendance, wage slips, bank-payment records, PF challans, ECRs, ESIC contributions, bonus records, and statutory registers.
• Ensure timely renewal of labour licences, registrations, and statutory approvals; coordinate periodic compliance reviews with contractors and internal stakeholders.
• Support labour-law audits, inspections, compliance assessments, and due-diligence exercises; track observations and ensure closure with evidence.
• Maintain a compliance calendar and provide periodic updates to management; escalate potential non-compliance to reporting manager.
• Maintain contractor-wise and location-wise databases of deployed manpower; monitor attendance, overtime, and shifts.
• Coordinate with contractors for timely payment of wages, statutory benefits, bonus, leave encashment, reimbursements, and final settlements.
• Support performance evaluation, workforce rationalisation, contractor review, and contract-renewal processes; monitor service levels and highlight issues.

Jobbeschreibung

Role & responsibilities

1. HR and Industrial Relations Compliance

• Ensure compliance with applicable labour laws, statutory requirements, licences, registrations, returns, notices, displays, and procedural obligations.
• Maintain updated knowledge of central and state labour-law requirements relevant to operational and industrial establishments.
• Monitor contractor compliance relating to:
• Contract Labour Regulation and Abolition requirements
• Provident Fund
• Employee State Insurance
• Minimum Wages
• Payment of Wages
• Payment of Bonus
• Gratuity
• Leave and leave encashment
• Overtime
• Maternity benefits
• Employee compensation
• Other applicable labour and social-security provisions
• Verify contractor wage records, muster rolls, attendance, wage slips, bank-payment records, PF challans, ECRs, ESIC contributions, bonus records, and statutory registers.
• Ensure timely renewal of labour licences, registrations, and statutory approvals.
• Coordinate periodic compliance reviews with contractors, vendors, operational teams, and internal stakeholders.
• Support labour-law audits, inspections, compliance assessments, and due-diligence exercises.
• Track audit and inspection observations and ensure timely closure with appropriate documentary evidence.
• Maintain a compliance calendar and provide periodic updates to management.
• Escalate potential non-compliance, delays, or high-risk observations to the reporting manager.

2. Contractual Workforce Management

• Manage the end-to-end lifecycle of contractual manpower based on approved workforce requirements.
• Coordinate with business and operational teams to understand manpower requirements, deployment plans, skill requirements, and timelines.
• Work with contractors and staffing vendors for sourcing, onboarding, deployment, attendance, and workforce administration.
• Verify employee documentation, identity records, age proof, medical fitness, statutory enrolment, safety induction, and deployment approvals.
• Ensure that contractual manpower is deployed only after completion of applicable documentation and statutory requirements.
• Maintain contractor-wise and location-wise databases of deployed manpower.
• Monitor attendance, absenteeism, overtime, shift deployment, transfers, replacements, and separations.
• Coordinate with contractors for timely payment of wages, statutory benefits, bonus, leave encashment, reimbursements, and final settlements.
• Ensure timely settlement of dues for separated contractual employees.
• Support performance evaluation, workforce rationalisation, contractor review, and contract-renewal processes.
• Monitor contractor service levels and highlight performance or compliance concerns.

3. Recruitment and Workforce Planning

• Support manpower planning for contractual and site-based workforce requirements.
• Coordinate sourcing, screening, selection, documentation, and deployment of contractual employees.
• Ensure timely deployment against approved requirements and operational plans.
• Maintain workforce demand and deployment trackers.
• Coordinate with contractors, vendors, hiring managers, and operational teams for closure of manpower requirements.
• Support skill mapping and identification of capability gaps within the contractual workforce.
• Coordinate trade tests, technical assessments, medical examinations, background verification, and safety induction, wherever applicable.
• Monitor manpower availability and proactively address workforce shortages or deployment risks.

4. Contractor Commercial Coordination

• Facilitate purchase requisition, service request, work-order, and contract-renewal processes in coordination with Commercial, Procurement, Finance, and user departments.
• Provide accurate scope, manpower, rate, compliance, and deployment information for contractor work orders.
• Verify contractor invoices against:
• Approved manpower deployment
• Attendance and wage records
• Agreed rates
• Statutory payments
• Supporting documents
• Work-order terms
• Identify discrepancies relating to attendance, deployment, rates, deductions, statutory compliance, or supporting documentation.
• Coordinate resolution of invoice discrepancies with contractors and internal stakeholders.
• Track invoice submission, approval, payment status, and pending actions.
• Maintain contractor-invoice, work-order, compliance, and payment trackers.
• Ensure that invoices are processed only after satisfactory verification of applicable HR and statutory requirements.

5. Employee Relations and Grievance Management

• Maintain regular engagement with employees, contractual workforce, supervisors, contractors, and operational teams.
• Facilitate timely resolution of employee grievances, workplace concerns, attendance issues, wage queries, benefit matters, and employment-related complaints.
• Maintain a structured grievance register and track cases through closure.
• Conduct preliminary fact-finding for employee-relations and disciplinary matters.
• Support the implementation of disciplinary processes in accordance with organisational policies, applicable laws, and principles of natural justice.
• Coordinate with contractors and business stakeholders for resolution of workforce disputes.
• Identify recurring workforce concerns and recommend preventive or corrective interventions.
• Maintain confidentiality while handling employee grievances and sensitive cases.
• Promote positive employee relations and a harmonious work environment.

6. Industrial Relations and Government Liaison

• Maintain effective working relationships with contractors, employees, operational teams, client representatives, local communities, and external agencies.
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