Manager – Human Resources (Plant HR Head)

Morcom Induction Private Limited; Harsana Kalan; On-site; INR 800,000 - 1,400,000; Full time

Job summary

Morcom Induction Private Limited is seeking a Manager – Human Resources to lead manpower planning, hiring and onboarding for a 200+ workforce at the Harsana Kalan facility. The role drives industrial relations, disciplinary actions, and statutory compliance to ensure smooth production and regulatory adherence.

You will manage payroll, attendance, and HR systems, while overseeing contract labour and welfare initiatives, safety programs and employee engagement to build a fair, productive workplace.

Qualifications

• Time office: Biometric attendance, shift rosters, overtime authorisation and leave records — accurate, controlled and reconciled to payroll.
• 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.

Responsibilities

• Manpower planning & hiring: Build monthly manpower plan and manage on-roll vs. contract mix; JD, sourcing, screening, offer and joining; onboarding.
• Industrial Relations, Discipline & Grievance: Maintain shop-floor presence, apply rules consistently, and handle disputes.
• Contract Labour & Statutory Compliance: Manage contractors, licences, wage payments and statutory filings.
• Attendance, Payroll Control & HR Systems: Oversee biometric attendance, payroll sign-off and HRMS/ERP usage.
• Retention, Welfare, Safety & Culture: Monitor attrition, welfare facilities, safety committees and engagement.

Skills

Labour relations

Payroll

Statutory compliance

HR systems

Attendance management

Tools

Odoo HR

Job description

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