Manager – Human Resources (Plant HR Head) Corporate / Human Resources 1 position View role

Morcom Induction Private Limited; Sonipat; On-site; INR 1,200,000 - 2,000,000; Full time

Job summary

Morcom Induction Private Limited is seeking a Manager for Human Resources (Plant HR Head) at the Sonipat factory. The role leads on‑floor HR, hiring, payroll, and statutory compliance for 200+ workers including contract labour, ensuring discipline and a productive, fair workplace.

The candidate will oversee industrial relations, compliance calendars, and HR policies, while collaborating with production to sustain output and quality.

Qualifications

• Must have 8–12 years in HR, incl. 4+ years as HR lead of a 200+ worker plant.
• Experience with shop-floor IR, discipline, domestic enquiries, and labour law.
• Strong payroll, statutory compliance, and contract labour management.

Responsibilities

• Be the on-floor owner of HR in the plant and lead hiring, onboarding and payroll.
• Manage industrial relations, grievance handling and disciplinary actions on the shop floor.
• Ensure statutory compliance for PF/ESIC, licences, and labour-code requirements.
• Oversee contract labour and capex for payroll and attendance controls.
• Develop and implement plant HR policies, attendance, leaves and audits.
• Lead HRIS/ERP adoption and HRMIS for accurate MIS and reporting.

Skills

Plant HR lead

Industrial relations

Discipline

Labour law

Payroll & compliance

Hindi fluency

English proficiency

Education

MSW / PM&IR or Law qualification

Tools

HRMS / Payroll software

MS Excel

Job description

# Manager – Human Resources (Plant HR Head)Corporate / Human Resources · Harsana Kalan, Sonipat, HaryanaApply for this roleYou apply directly to Morcom — no consultant, no fee.## At a glancePosition: Manager – Human Resources (Plant HR Head)Department: Human Resources & AdministrationLocation: Morcom Factory, Harsana Kalan, Sonipat (Haryana)Reports To: Director Team HR Payroll & Compliance Executive, HR Executive / Recruiter, time-office staff; functional oversight of security, housekeeping and canteenEmployment: Full-time, permanent, on-site · Monday to Saturday · 9:00 AM – 7:00 PM; available for shift and emergency situationsExperience: 8 – 12 years in HR, of which at least 4 years as the HR lead of a manufacturing plant with 200+ workmen including contract labourQualification: MBA-HR / PGDM-HR / MSW / MA (Personnel Management & Industrial Relations); LLB or PG Diploma in Labour Law is a strong plusMust Have: Shop-floor industrial relations, discipline and domestic-enquiry experience; command of factory labour law, contract labour and statutory complianceNature of Role: Head of the HR function at the plant — a hands-on manager who is visible on the shop floor, not a desk-based generalistCTC: Competitive — commensurate with experience and last drawn; discussed during the interview process.## ROLE PURPOSEMorcom 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 employer in the area.### 6. Policies, Performance & Team* Policies: Draft and implement HR policies — leave, attendance, overtime, code of conduct, travel, grievance, POSH — and keep the employee handbook current.* Performance & skills: Run the annual appraisal and increment cycle, the worker skill matrix and training with the technical trainer.* Team leadership: Lead the HR team, set its monthly calendar and hold it to accuracy, confidentiality and integrity.* Administration: Functional oversight of security, housekeeping, canteen and transport contracts.## CANDIDATE PROFILE### Must-Have* Plant HR: At least 4 years as the HR lead of a factory with 200+ workmen, including contract labour.* IR & discipline: Has personally conducted charge-sheets and domestic enquiries and handled collective issues on the shop floor.* Labour law: Working command of factory labour law, contract labour, wages, bonus, PF / ESIC and Haryana-specific requirements, and of the Labour Codes as notified.* Payroll & compliance: Can review a payroll and a contractor bill and catch what is wrong.* Systems: HRMS / payroll software and strong MS Excel for MIS.* Personal: Firm, fair and approachable; fluent Hindi (Haryanvi an advantage) and good English; comfortable being on the floor at any hour an issue needs him or her.### Preferred* Industry: Consumer durables, electronics / electrical assembly, auto components or any labour-intensive assembly plant in the NCR / Haryana belt.* Qualification: MSW / PM&IR or a law qualification.* Scale: Experience of growing a plant’s workforce and setting up HR systems from scratch.* Location: Based in or willing to relocate to Sonipat / north Delhi / Panipat belt.## KEY PERFORMANCE INDICATORS* Manpower availability: Requisitions filled within agreed time; line-wise manpower fulfilment against the plan.* IR stability: Zero production loss due to strikes, go-slows or collective disputes.* Compliance: 100% statutory filings on time; nil adverse findings in inspections and customer audits; contractor compliance verified every month.* Absenteeism & attrition: Worker absenteeism and attrition trending down month on month.* Payroll control: Zero payroll errors or disputes escalated to management; manpower-cost MIS on time.## FIRST 90 DAYS — WHAT SUCCESS LOOKS LIKE* Day 1 – 30: Walk every line and meet every supervisor; audit compliance, contractor files, personnel files and payroll; present a gap list and risk ranking to the Director.* Day 31 – 60: Contractor verification system live; statutory calendar and registers in order; manpower plan and hiring pipeline running; standing orders / service rules reviewed.* Day 61 – 90: HR MIS on a fixed monthly calendar; grievance mechanism and works committee functioning; attrition and absenteeism action plan under way; HR policy manual draft submitted.## HOW TO APPLYInterested candidates may share their updated CV at [e-mail] with the subject line “Application – Manager, Human Resources (Plant)”, mentioning the plant headcount handled (on-roll and contract) and their IR experience. Shortlisted candidates will be invited for a Face-to-Face interview at the Morcom factory, Harsana Kalan, Sonipat. MORCOM | Hired right. Floor steady. Compliance clean.