Plant Human Resource Manager

G K N Chemical; Gandhidham; On-site; INR 1,800,000 - 3,200,000; Full time

Job summary

G K N Chemical in Gandhidham, Gujarat seeks an HR Manager Factory Legal & Statutory Compliance with 10–15 years of Factory HR experience to oversee labour law compliance, statutory filings, contractor governance, and workforce welfare across the chemical plant.

The role requires coordinating with factory management and labour authorities, maintaining records, and driving a zero-non-compliance culture through audits and training. Email [e-mail] for applications.

Qualifications

• 10–15 years of Factory HR experience is essential.

Responsibilities

• Labour Law Compliance: Ensure end-to-end compliance with all applicable Central and State labour laws, rules, notifications, and statutory requirements for the chemical manufacturing plant.
• Factory Compliance Coordination: Coordinate with Factory Management, Administration, and Operations to ensure compliance with the Factories Act/OSH framework, factory rules, working hours, employment conditions, welfare, health and safety requirements.
• Statutory Registers & Records: Maintain, review, and update all mandatory HR and labour statutory registers, notices, returns, and employee documentation in physical and digital formats.
• Contract Labour Compliance: Ensure compliance for contract workmen, including licensing/registration, wage payments, attendance, PF/ESIC, bonus, leave, and welfare facilities.
• Contractor Audit & Governance: Establish contractor compliance audit mechanisms and conduct periodic audits for wage, social-security, labour, and statutory obligations.
• Wages & Payroll Compliance: Ensure timely compliance with minimum wages, wage structures, overtime, deductions, and salary payments.
• PF, ESIC & Social Security: Monitor EPFO, ESIC, gratuity, bonus, welfare fund, maternity benefits, and other social-security obligations.
• Statutory Returns & Government Filings: Ensure timely submission of labour, factory, employment, and statutory returns and online filings.
• Labour Department Liaison: Act as HR coordinator with Labour Department, Factory Inspectorate, PF, ESIC, Labour Welfare and other authorities for inspections and notices.
• Statutory Inspection Management: Prepare plant for government inspections and maintain required records, licenses, and documents.
• Licences & Renewals: Track validity and renewal of HR-related registrations, licences, permissions, certificates, and statutory approvals.
• Compliance Risk Assessment: Conduct periodic gaps assessments and implement corrective and preventive actions.
• Internal & External Audits: Lead HR statutory compliance audits with internal/external auditors during audits.
• Employee Relations & Industrial Relations: Handle grievances, disciplinary matters, and industrial-relations issues in line with law and policy.
• Disciplinary & Legal Documentation: Prepare show-cause notices, charge sheets, suspension, warnings, termination, and related documentation.
• Chemical Plant Workforce Compliance: Ensure compliance for hazardous processes, shifts, overtime, night work, apprentices, and women/young workers.
• Compliance MIS & Management Reporting: Develop monthly compliance dashboards covering status, audits, notices, penalties, and renewals.
• Legal Updates & Implementation: Monitor changes in Labour Codes and Gujarat rules; translate into plant-level requirements.
• Training & Compliance Awareness: Conduct regular awareness sessions on labour-law requirements and compliance controls.
• Zero-Non-Compliance Culture: Establish governance focused on zero major statutory violations and timely filings.
• Qualification: Graduation / Post Graduation in Human Resource

Education

Graduation / Post Graduation in Human Resource

Job description

• Job Position: HR Manager Factory Legal & Statutory Compliance
• Job Location: Gandhidham-Gujarat
• Experience: 10-15 years as Factory HR only

• Email: [e-mail]

1. Labour Law Compliance: Ensure end-to-end compliance with all applicable Central and State labour laws, rules, notifications, and statutory requirements applicable to the chemical manufacturing plant.
2. Factory Compliance Coordination: Coordinate with Factory Management, Administration, and Operations to ensure compliance with applicable provisions of the Factories Act/OSH framework, factory rules, working hours, employment conditions, welfare, health, and safety requirements.
3. Statutory Registers & Records: Maintain, review, and periodically update all mandatory HR and labour statutory registers, records, notices, returns, registers, and employee documentation in physical and digital formats.
4. Contract Labour Compliance: Ensure comprehensive compliance for contract workmen, including contractor licensing/registration, wage payments, attendance, statutory deductions, PF, ESIC, bonus, leave, welfare facilities, and deployment records.
5. Contractor Audit & Governance: Establish a robust contractor compliance audit mechanism and conduct periodic audits to verify compliance with wage, social-security, labour, and statutory obligations.
6. Wages & Payroll Compliance: Ensure timely and accurate compliance with minimum wages, wage structures, overtime, deductions, working hours, salary payments, equal remuneration, and applicable provisions under prevailing wage legislation.
7. PF, ESIC & Social Security: Monitor end-to-end compliance relating to EPFO, ESIC, gratuity, bonus, labour welfare fund, maternity benefits, employee compensation, and other applicable social-security obligations.
8. Statutory Returns & Government Filings: Ensure timely submission of all applicable labour, factory, employment, and statutory returns, challans, registers, and online filings to concerned government authorities.
9. Labour Department Liaison: Act as the primary HR coordinator with Labour Department, Factory Inspectorate, PF, ESIC, Labour Welfare, and other statutory authorities for inspections, notices, queries, submissions, and compliance matters.
10. Statutory Inspection Management: Prepare the plant for government inspections and ensure that required records, registers, licenses, certificates, displays, and supporting documents are readily available and properly maintained.
11. Licences & Renewals: Track validity and renewal requirements of all HR-related registrations, licences, permissions, certificates, and statutory approvals applicable to the plant and its workforce.
12. Compliance Risk Assessment: Conduct periodic legal-compliance gap assessments, identify potential non-compliances and financial/legal exposures, and implement corrective and preventive action plans.
13. Internal & External Audits: Lead HR statutory compliance audits and coordinate with internal auditors, external consultants, customers, certification bodies, and corporate compliance teams during audits.
14. Employee Relations & Industrial Relations: Handle employee grievances, disciplinary matters, misconduct cases, domestic enquiries, standing-order-related matters, and industrial-relations issues in accordance with applicable law and company policies.
15. Disciplinary & Legal Documentation: Ensure legally appropriate documentation for show-cause notices, charge sheets, suspension, domestic enquiries, warning letters, termination, separation, and other employee-relations actions.
16. Chemical Plant Workforce Compliance: Ensure legal compliance for employees working in hazardous processes, shifts, overtime, night work, apprentices, trainees, women employees, young workers, and other workforce categories, wherever applicable.
17. Compliance MIS & Management Reporting: Develop monthly HR compliance dashboards covering statutory status, contractor compliance, audit observations, notices, penalties, litigation, renewals, and pending corrective actions.
18. Legal Updates & Implementation: Continuously monitor changes in labour legislation, Labour Codes, Gujarat-specific rules/notifications, government circulars, and judicial developments and translate them into actionable plant-level compliance requirements.
19. Training & Compliance Awareness: Conduct regular awareness sessions for HR personnel, contractors, supervisors, and HODs on labour-law requirements, statutory responsibilities, documentation, workplace conduct, and compliance controls.
20. Zero-Non-Compliance Culture: Establish a proactive compliance governance system focused on zero major statutory violations, timely renewals and filings, audit readiness, contractor compliance, strong documentation, and prevention of legal/financial exposure to the organisation.
21. Qualification: Graduation / Post Graduation in Human Resource