HR Executive

Job Description: HR Generalist / Plant HR Section C – Responsibilities (Detailed list of daily activities required to fulfill job expectations)

• Talent Acquisition & Lifecycle Management
• Recruitment: Manage full-cycle recruitment for workmen and operator-level positions.
• Onboarding: Conduct comprehensive induction programs for all new workmen.
• Offboarding: Conduct exit interviews, analyze feedback, and maintain attrition data/analysis.
• Payroll & Time Office Management
• Time Tracking: Conduct month-end attendance audits for all employees and security personnel.
• Overtime (OT) Management: Track daily OT, share reports with the HR Manager, and resolve any OT payment issues.
• Attendance Control: Monitor daily absenteeism, follow up with employees, and actively work to minimize unauthorized absences.
• Pay Slip Distribution: Ensure accurate and timely generation and distribution of salary slips.
• System Optimization: Assist in the development and implementation of new HR software/tools.
• Performance Management & Skill Development
• Appraisals: * Manage appraisals for B-roll workmen.
• Conduct monthly appraisals for operators and assistant operators.
• Facilitate quarterly (every 3 months) appraisals for on-roll employees.
• Skill Mapping: Maintain worker skill matrices to identify skill gaps and determine specific training needs.
• Checklist Monitoring: Maintain machine-specific "challenging checklists" and monitor daily operator checklists to update HR data.
• Training & Employee Engagement
• Training Execution: Coordinate and execute trainings as per the schedule, inform relevant departments, and maintain strict training compliance records.
• Onboarding Follow-up: Conduct refreshment training and one-month experience-sharing sessions for new joiners.
• Employee Relations: Actively engage with employees on the floor to identify and resolve workplace grievances or problems.
• Engagement Initiatives: * Drive the effectiveness of the Idea Box and the "Mithra" program.
• Organize and celebrate employee birthdays and festive events according to company checklists.
• Compliance & Committee Management
• Record Keeping: Maintain basic statutory compliance records and "IF" (Incident/Injury Forum) records for each unit.
• Committees & Policies: Organize committee meetings, roll out company policies, and conduct policy refreshment training. Section D – Results (The verifiable and measurable outcomes of the job)
• Happy Workplace: Measured via improved daily attendance rates and employee retention/lower attrition.
• Employee Productivity: Measured through successful knowledge transfer, upskilling initiatives, and overall performance metrics.
• Statutory Compliance: 100% adherence to audits, checklist maintenance, and legal/safety record-keeping.
• Talent Acquisition: Meeting recruitment timelines (Time-to-Hire) and ensuring quality onboarding. Section E – Requirements (Basic knowledge and core competencies required for the role)
• Communication Skills: Strong verbal and written communication skills to interact effectively across all levels (from factory floor operators to management).
• Problem-Solving & Influencing: Ability to resolve conflicts, handle grievances, and positively influence workforce behavior.
• Core Emotional Intelligence: High level of compassion, empathy, and active listening skills to build trust with the workforce.