1327 Labour Laws Jobs - Page 13

You should have handled - HR Statutory Compliances - Contractual Vendor Management - Should have Independently handled Liasoning - Time Office,

With thousands of hotels in over 100 countries and territories, Hilton offers countless opportunities to delight. From an open door to a welcoming smile and an exceptional experience, we offer the millions of travellers who stay with us every year a welcome they will never forget. In addition to our flagship brand, Hilton Hotels & Resorts, the family of brands includes Waldorf Astoria, LXR, Conrad, Canopy, Curio Collection, DoubleTree, Hilton Garden Inn, Hampton and many others. If you appreciate the impact global travel can have on the world, you may be just the person we are looking for to work as a Hilton Team Member. Because it s with Hilton where we never forget the reason were here: to delight our guests, Team Members, and owners alike. The Assistant Human Resources Manager assists the Director of Human Resources to deal with daily operations, provide resources for management and coaching of team members to be effective managers of Human Resources within their area of responsibility. This role manages the Human Resources data for the hotel, and tracks the effectiveness of systems and programs, advising the Director of Human Resources on strategic issues related to the department. What will I be doing As the Assistant Human Resources Manager, you will be responsible for performing the following tasks to the highest standards: Supervise team members in the HR office, ensuring the department s daily operation is running smoothly and team members adhere to set disciplines. Liaise with local government authorities regarding labour law, labour relations and arbitration cases. Prepare procedures released concerning labour contracts for team members. Develop and maintain the team member relations programs, including social and sports activities, service award programs, and employee counseling to increase team members satisfaction. Take charge of recruitment according to hotel business requirements and the manning situation. Handle the check in / out for Level 8 and above team members. Supervise and check all records on sick leave, medical expenses, misconduct and the personnel action form. Supervise and support the HR Supervisor to manage the team member facilities. Maintain safety and cleanliness of work areas and team member areas, including but not limited to the team member restaurant and locker rooms. Supervise and support the HR Supervisor to maintain the smooth operations of Compensation & Benefits. Strictly adhere to and ensure the security and confidentiality of the HR department. Initiate any new and improved systems / procedures to be implemented in order to upgrade all personnel filing systems and records. Handle arbitration cases to protect the hotel s benefits. Handle team members complaints and communicate with other departments. Be in charge of HR audits and standardize HR operations. Build HR policies and procedures to increase the efficiency of the department. Build an environment of support with other departments. Carry out manning analyses, exit interviews and turnover analyses. Ensure that team members maintain a high standard of personal appearance and hygiene, adhering to the hotel and department s grooming standards. Conduct HR related market surveys to promptly adjust strategy. Handle foreigner work permits and visa application. Discipline team members. Assume the duty of the Director of HR during his / her absence. Adhere to the hotel s security and emergency policies and procedures. Ensure that all team members have a complete understanding of and adhere to the hotel s team member rules and regulations. Carry out any other reasonable duties and responsibilities as assigned. The Management reserves the right to make changes to this job description at its sole discretion and without advance notice. What are we looking for? An Assistant Human Resources Manager, serving Hilton Brands is always working on behalf of our Guests and working with other Team Members. To successfully fill this role, you should maintain the atti

Role & responsibilities End-to-end Recruitment & Selection Smooth Onboarding & Induction Payroll and Attendance management Compliance with labour laws and HR policies Employee Relations , engagement & grievance handling Performance management & support in appraisals Maintain HR documentation , records, and MIS Plan and execute training & development initiatives Preferred candidate profile Graduate/Postgraduate in HR or Business Administration (MBA HR preferred) 15 years of relevant experience in HR generalist role Strong communication & interpersonal skills Working knowledge of payroll tools and labor regulations Ability to work independently and manage multiple responsibilities

Manager Employee Relations will serve as a strategic advisor to business units, focusing on organizational development and training. This role involves driving HR initiatives that support business transformation and employee development. Manager Employee Relations will serve as a strategic liaison between the HR department and designated business units, aligning HR strategies with business objectives. This role emphasizes Learning & Development (L&D), focusing on identifying training needs, designing programs, and fostering a culture of continuous learning to support organizational growth. Key Responsibilities: Strategic HR Partnership: Collaborate with business leaders to understand objectives and develop HR strategies that support business goals. Provide guidance on organizational design, workforce planning, and succession planning. Analyze HR metrics to inform decision-making and identify areas for improvement. Lead organizational development initiatives to enhance efficiency and effectiveness. Learning & Development: Conduct training needs assessments to identify skill gaps and development opportunities. Design, implement, and evaluate training programs that enhance employee skills and performance. Collaborate with department heads to ensure training initiatives align with business needs. Oversee the design and delivery of training programs. Implement leadership development initiatives. Measure the impact of training on performance and productivity. Employee Engagement & Culture: Develop and implement initiatives to enhance employee engagement and promote a positive work environment. Facilitate feedback mechanisms to gather employee insights and address concerns. Champion diversity, equity, and inclusion efforts within the organization. Performance Management: Support managers in setting performance goals and conducting evaluations. Provide coaching and development plans for employees to achieve performance objectives. Ensure consistency and fairness in performance appraisal processes. Change Management: Support business transformation efforts through effective change management strategies. Facilitate communication and engagement during organizational changes. Talent Management: Develop succession planning and talent development strategies. Identify high-potential employees and create growth opportunities. Qualifications: Master s degree in human resources, Organizational Development, or related field. 3 to 5 years of HR experience, with a focus on organizational development and training. Proven experience in leading HR initiatives in large organizations. Strong analytical and problem-solving skills. Strong knowledge of HR practices, labour laws, and compliance requirements in India. Excellent interpersonal, communication, and organizational skills. Proficiency in HRIS systems (preferably BambooHR) and Microsoft Office Suite. Preferred Skills: Experience with e-learning platforms and digital training tools. Certification in HR or L&D (e.g., SHRM, ATD) is a plus. Ability to work in a fast-paced, dynamic environment and manage multiple priorities. What We Offer: Opportunity to work with a leading IT product company driving innovation. Collaborative and inclusive work culture. Professional development and growth opportunities. Competitive compensation and benefits package.

Handling day to day ER Operations Ensuring shopfloor discipline Statutory Compliance under various labour laws Time Office & Payroll Handle PU Level Union Committees Handle blue collar unionised workforce Managing plant level Welfare & Engagement activities Preferred Industries Manufacturing Auto Components Automotive Industry Education Qualification Master degree in Labour Management General Experience 15-20 Years Critical Skills Labour Management Uptodate knowledge of latest amendments in labour laws Knowledge of SAP preferred Exposure to Positive discipline Liasioning skill Knowledge of various VDA schemes General Competencies Customer Focus Leveraging Human Capital Result Orientation with Execution Excellence Weaving Passion and Energy at Work Good communicator Extrovert Excellent drafting skill Accountability and integrity Building effective teams Change and resilience Collaboration and teamwork Conflict management Customer focus Developing employees Hiring and staffing Information and technology Innovation and creativity Interpersonal savvy Managing and measuring work Organizational acumen Planning and prioritization Problem solving and decision making Process and project management Race, equity, and difference Self-awareness Speaking and presenting Strategic ability UW policies and systems Written communications System Generated Core Skills System Generated Secondary Skills

Should have knowledge of HR Generalist activities managing all aspects within an organization, including recruitment, employee relations, training, and statutory compliance with all labor laws. Performance Management & Administration. Required Candidate profile Good knowledge of Statutory compliance Recruitment skill Performance Management Systems Experience of HR Activities Ability to build relation with employee Good communication skill Perks and benefits Best in the Industry,

The Assistant Legal Manager (ALM) is a part of the HUL South Regional Legal Team. The ALM shall be primarily engaged in litigation management, brand protection strategy and implementation, and providing legal support for business in the region. Job Responsibilities include and are not limited to: Strategizing, drafting, filing, counsel management and providing necessary legal support with respect to litigations of the Company. Providing legal support on potential legal issues, disputes, regulatory issues, etc. of the Company. Providing legal support and advisory on intellectual property and brand protection activities. Providing corporate legal advisory on any legal issue pertaining to the Company. Providing legal advisory on compliances, identifying legal non-compliances and advising on ensuring compliances by the Company. Providing legal support and risk advisory to the Company. Provide legal support to Legal and/or Business Projects assigned by the Company. Awareness sessions and cascades for Legal and business and compliances with internal and external stakeholders. External advocacy with regulators and government authorities concerning legal/regulatory aspects concerning the company Travel, including but not limited for litigation, regulatory and government engagement, issue and dispute management, etc. Crisis Management and Support, key stakeholder management Such other tasks or activities as HUL deems necessary for the full and complete delivery of the tasks listed hereinabove. Essential requirements for the role: Bachelors/Masters degree in law At least 7 to 8 years experience as an in-house counsel in a comparable environment along with experience at a top tier law firm Complete and in-depth understanding of litigation at all forums Complete understanding of Indian law and legal requirements, including but not limited to contracts, intellectual property, labour laws and compliance Comfort with travel for stakeholder interactions or other official purposes. The position is full-time and based in Chennai, Tamil Nadu. Remote working is not an option for this role. Fluency or proficiency in Tamil/ Kannada/ Telugu/ Malayalam.

The HR Operations Coordinator will report to the HIH HR Operations Manager and will be responsible for supporting various HR operations processes for Evernorth Hyderabad Innovation Hub ensuring that data quality and metrics are key deliverable for all transactions with timely delivery. Coordinate/work closely with various stake holders and cross functional HR teams in to provide a seamless Employees experience. Job Overview: The ideal candidate will have a strong understanding of the end-to-end HR Operations process, excellent communication skills, and the ability to build and maintain relationships with various stakeholders. This role involves handling various HR operations processes Hire to Retire, HR systems administration and compliance with local labour laws & regulations in India. Data Management: Employee Data Management: Ensure and maintain accurate employee records, including personnel files, employment history, and personal data. Workday Data Management: Administer and maintain Workday for data entry, reporting and systems integration. Processing employee data transactions in Workday (Onboarding, HCM, Absence, & Time) Performing ongoing validation, reconciliation and audit of employee data and data management processes, implementing data governance framework Responsible for day-to-day administration of all data changes or correction requests Maintain high level of accuracy on all transactions/reporting/analysis Create and append process SOP s Work as SME and mentor other team members on the processes Consulting with technology team on system integration issues and resolution Proactively identify data gaps and help solution, mitigate risks, and highlight areas of opportunity to streamline and automate Support UAT testing for systems and reporting enhancement process and system upgrades Monitor and maintain the process SLA s and metrics Responsible for the maintenance and updates to organization structures, data changes and corrections Education: Bachelor s degree in the Human Resources, Business Administration, or a related field. Experience: Minimum of 6 to 9 years of experience in end-to-end activities for data management in HR Organization. Skills: Solid understanding of employee life cycle hire to retire specifically supporting the Indian market & working experience in processing various HR related transactions in HR Systems. Strong working knowledge of Workday Attention to detail, accuracy handling HR tasks, demonstrates sense of urgency and can prioritize task to meet deadlines Experienced in working with cross country and cross functional teams Excellent organizational and time management skills Ability to work independently and as part of a team Other Requirements: Excellent communication skills and interpersonal skills. Ability to build relationships with various stakeholders. Strong problem-solving and analytical skills. Proficiency in Microsoft Office Suite Ability to handle sensitive and confidential information with discretion Excellent process management skills

Responsibilities & Key Deliverables Responsible for harmonious Industrial ( Human) relations for the plant including IR and Long Term Settlements with Union. Responsible for Disciplinary actions and Grievance Redressal. Responsible for Statutory Compliance, Legal and Contract Labour Management. Responsible for Plant Safety and security. Responsible for Plant administrationand Transport. Responsible for creating manpower plan keeping in view the right ratio mix and cost of structure in line with long term organizational plan. Responsible for Educating workmen on advanced technology, change in the process for better productivity and safe practices. Develop and execute strategies to create a transformative work culture which espouses team work, continual improvement and first time right, every-thing right focus. To design and roll out Employee Engagement initiatives in the Plants to create a Great Place to Work environment. To craft and execute a well-defined capability/ skill building plan for blue collared which helps achieve organizational goals in the areas of PQCDSM. Build effective leadership in the Union members and the informal leadership in the blue collared to ensure fair, healthy and harmonious negotiations during LTS and otherwise. Assess risks of IR decisions accurately, build strong external/ internal relationships (with government, union agencies, communities and political opinion makers), to proactively read the labor related external/ internal trends and act accordingly. Constantly evaluate the effectiveness and efficiency of current CSR systems/ Communication processes, improve them continuously and leverage on best practices. Approach internal and external stakeholders with a service and partnering mindset and display a high degree of ownership to all the services provided. Promote a culture of openness to feedback, responsiveness, employee care and empathy wherein every stakeholder complaint is studied and addressed. Empower, motivate, coach and build capability in the team members to effectively perform their roles Preferred Industries Education Qualification Post Graduate Dip in Personnel Mgmt; Masters in Social Work; Master of Labour Studies General Experience 15 years.Multi locations, multi states exposure will be preferred Critical Experience Previous Experience as Head - Industrial Relation (for a Small/Medium size unionised plant.Experience of signing at-least 5-6 Long term Settlements , in Small/Medium unionized plants.Should have an experience of developing and implementing ER Strategy at Plant Level.Should be good at Partnership building with local industry and industry associations, labour authorities, local government bodies System Generated Core Skills Communication Skills Labour Laws Liasoning Negotiation Employee Engagement Trade Union Management Disciplinary Proceeding Disciplinary & Grievance Procedures Statutory Compliance Labour Management Safety Management Productivity Improvement Strategic Planning Organizational Development Continuous Improvement Six Sigma Capability Building Training & Development PQCDSM Long Term Wage Settlement Risk Analysis Trend Analysis Corporate Social Responsibility (CSR) Team Management System Generated Secondary Skills

1. ER Planning and Budgeting: Develop and manage budgets to align with organizational goals and ensure efficient resource allocation. 2. Analytical approach: Budget planning & management and ensure the cost according to budget. 3. Statutory Compliance and Legal Liaison: Ensure compliance with labor laws, liaise with government authorities, and stay updated with legislative changes. 4. Training and Development: Conduct skill-enhancing programs to ensure workmens safety, compliance, and operational efficiency. 5. Manpower Management: Oversee contract labor, non-permanent manpower, and ensure smooth staffing to meet production requirements. 6. Industrial Relations (IR): Address IR issues, negotiate Long Term Settlements (LTS), and provide guidance on grievance handling and employee relations. 7. Employee Welfare and Engagement: Organize welfare activities, promote inclusion, and enhance employee satisfaction and engagement. 8. Operational Oversight: Manage canteen, transportation, time-office, and ensure legal compliance in day-to-day operations. 9. Safety and Absenteeism Management: Implement safety measures and strategies to reduce absenteeism and maintain workforce efficiency. 10. Government and External Relations: Build strong relationships with government bodies, law enforcement agencies, and external stakeholders. 11. Cost and Policy Analysis: Evaluate data to assess cost implications and policy impacts on negotiations and organizational strategies. 12. Long Term Settlements (LTS): Negotiate and facilitate agreements with unions and employee groups to ensure harmony and productivity. 13. TPM and E&T Initiatives: Drive Total Productive Maintenance (TPM) and Education & Training (E&T) programs to support operational excellence. 14. Business acumen to extend the ER support proactively by managing Plant IR. 15. Wellverse with labour laws and disciplinary processes. 16. Intelligence and networking within and outside the organization for proactive ER. Education Qualification Post Graduate Dip in Personnel Mgmt; Masters in Social Work; Master of Labour Studies General Experience 15 years of experience in employee relations from large size manufacturing organizations. Critical Experience Previous Experience as Head - Industrial Relation (for a Small/Medium size unionised plant.Experience of signing at-least 5-6 Long term Settlements , in Small/Medium unionized plants.Should have an experience of developing and implementing ER Strategy at Plant Level.Should be good at Partnership building with local industry and industry associations, labour authorities, local government bodies System Generated Core Skills Labour Laws Liasoning Negotiation Trade Union Management Disciplinary Proceeding Disciplinary & Grievance Procedures Statutory Compliance Labour Management Capability Building Long Term Wage Settlement Risk Analysis

Interact with different clients Knowledge/understanding of FEMA capital account transactions and of filing of FC-GPR, FC-TRS, DI, FLA, APR under FEMA Basic knowledge of Listed and Public Limited Companies Able to handle all secretarial works such as issue of shares, increase in authorised capital, transfer of shares, charge satisfaction, charge creation, modification, etc. Understanding of compliances under issuance of securities (rights/private placement) including obtaining ISIN, completion of corporate actions, etc. Handles Compliances and Advisory under the Companies Act, 2013, SEBI Regulations, Foreign Exchange Management Act, 1999, Stamp Act, Stock Exchanges, IBC, and other related secretarial work Well versed in regular compliances such as filing of Form AOC 4, MGT 7, DIR 12, PAS 3, MGT 14, MGT 6, BEN 2, etc. Assisting in implementing various legal and corporate action Filling of forms and returns with the Ministry of Corporate Affairs, Stock Exchanges, and Reserve Bank of India Ensuring that the client company complies with standard legal practice and maintains standards of corporate governance Notices minutes of Annual General Meeting, Extraordinary General Meeting, Board Meetings, and Shareholder Meetings Maintenance of statutory registers and records of the client companies as per the requirements of Companies Act 2013 Drafting of agreements for takeover, franchisee, and business restructuring Drafting of NCLT Petitions for various dispute matters under Companies Act Other basic works in DGFT, Taxation, GST, etc. What technical skills, experience, and qualifications do you need Required Qualifications: Should possess interpersonal skills Excellent organisation and time management skills are required Meticulous attention to detail Should possess skills pertaining to drafting different agreements or legal documents Knowledge of Companies Act, FEMA, Import-Export, Labour laws etc. Strong administrative skills and an aptitude for using IT software Preferred Qualifications: Minimum CS qualified Fresher to 2 years of experience Experience in the financial services industry would be preferred Excellent fluency in English, both verbal and in writing

Handling day to day ER Operations Ensuring shopfloor discipline Statutory Compliance under various labour laws Time Office & Payroll Handle PU Level Union Committees Handle blue collar unionised workforce Managing plant level Welfare & Engagement activities Preferred Industries Manufacturing Auto Components Automotive Industry Education Qualification Master degree in Labour Management General Experience 15-20 Years Critical Skills Labour Management Uptodate knowledge of latest amendments in labour laws Knowledge of SAP preferred Exposure to Positive discipline Liasioning skill Knowledge of various VDA schemes General Competencies Customer Focus Leveraging Human Capital Result Orientation with Execution Excellence Weaving Passion and Energy at Work Good communicator Extrovert Excellent drafting skill Accountability and integrity Building effective teams Change and resilience Collaboration and teamwork Conflict management Customer focus Developing employees Hiring and staffing Information and technology Innovation and creativity Interpersonal savvy Managing and measuring work Organizational acumen Planning and prioritization Problem solving and decision making Process and project management Race, equity, and difference Self-awareness Speaking and presenting Strategic ability UW policies and systems Written communications

Key Responsibilities: 1. Attendance , Payroll Managment 2.Complince Management (Epf, Esic,Lwf, Etc.) 3. Onboarding & Exit Process 4. Sourcing, End to End Recruitment 5. Training & Development Support 6. HRMS User 7. Good Commination Skills

HR is responsible for attracting, sourcing, recruiting, and selecting qualified candidates to fill open positions within the organization. This includes creating job descriptions, posting job advertisements, conducting interviews.

Role & responsibilities Ensure timely compliance with PF, ESI, PT, LWF, Gratuity, Bonus, and Maternity Acts File monthly ECRs and ESIC challans before due dates Maintain and update statutory registers (muster roll, wage register, attendance) Handle Shops & Establishment Act registrations and renewals Ensure salary structure aligns with Minimum Wages Act (as per state rules) Coordinate with finance for professional tax deductions and filings Ensure POSH compliance and Internal Committee formation Assist in contractor compliance under CLRA Act Submit returns via EPFO, ESIC, and Shram Suvidha portals Keep records audit-ready and ensure labor law adherence

HR Manager req reputed brand & large inner garments Co @ Attur nr Salem. Male/Female. Age: 25-40 Yrs. 5+ Yrs exp in General HR, 2 units, HR Records, Inspection, Payroll, Compliance. Willing to Relocate/Work@ Attur. Free single stay. Good emp benefits Required Candidate profile Any Degree. 5+ Yrs exp in HR in garments industry preferred. Manage Unit HR role & report to GM. Reputed Brand. Big Co. Good emp benefits: PF, Insurance, Bonus. Relocate/Work @ Attur. Immediate Joiner Perks and benefits PF, Insurance, Gratuity, Paid Leaves, Bonus

developing & maintaining strong relationships with key regulatory and statutory bodies such as the FDCA Gujarat, GPCB, CPCB, Industrial Development Corporations, Local Municipal Authorities, Labour Department, etc. Required Candidate profile Regulatory Liaisoning & Representation License & Approval Management Compliance Tracking Relationship Management Support to Projects and Operations Documentation & Reporting

The Human Resource Head plays a crucial role in shaping the companys people strategy by overseeing all HR functions, ensuring employee engagement, compliance, and talent development. This role is responsible for creating a positive workplace culture, driving organizational efficiency, and ensuring that HR policies align with the companys overall business objectives. The Human Resource Head is responsible for leading HR strategies that create a motivated, productive, and engaged workforce. This role focuses on building a work culture where employees feel valued, ensuring compliance with labor laws, and implementing talent management initiatives that support business success. 2. Key Focus Areas: Financial Responsibilities: Manage the HR budget efficiently while optimizing workforce costs. Maintain a strong employee retention rate (>90%) to reduce hiring costs. Enhance workforce productivity and ensure cost-effectiveness per employee. Continuous Improvement: Implement at least 10% more HR process improvements annually to enhance efficiency. Increase employee satisfaction scores to above 85% through engagement programs. Ensure 100% on-time completion of compliance training and HR documentation. 3. Key Responsibilities: HR Strategy & Vision: Align HR objectives with the companys long-term business goals. Continuously innovate and improve HR processes to maintain high service standards. Develop employee engagement, communication, and talent development strategies. HR Compliance & Organizational Development: Promote a culture of integrity, transparency, and accountability across the company. Implement proactive HR policies to address workforce challenges before they escalate. Regularly review HR practices against industry benchmarks to stay competitive. Ensure full compliance with labor laws and statutory regulations . Cost Management & Efficiency: Optimize HR operational costs while ensuring employees receive competitive benefits. Reduce employee turnover and hiring costs by improving retention strategies. Integrate HR technology solutions to streamline workflows and enhance efficiency. Team Development & Performance Management: Lead, mentor, and support the HR team to achieve peak performance. Foster a culture of teamwork, continuous learning, and accountability . Conduct monthly performance reviews to ensure employee growth and skill development. Key Responsibilities: Develop and implement HR strategies that support business growth and employee well-being. Manage recruitment, onboarding, and performance management processes to attract and retain top talent. Track key HR metrics like employee retention, workforce productivity, and attrition rates to ensure a high-performing organization. Focus on manpower cost and develop a plan to strategically decrease it. Identify workforce challenges, take corrective measures, and prevent future compliance issues. Work closely with department heads to improve HR processes and enhance employee satisfaction. Foster a positive and engaging work environment by implementing employee development and recognition programs. Collaborate with the training and talent acquisition teams to improve hiring quality and employee skill enhancement. Analyze employee feedback, engagement surveys, and performance data to drive continuous improvement.

1. Recruitment & Staffing Develop job descriptions and specifications Manage the hiring process from job posting to onboarding Collaborate with department heads to forecast staffing needs 2. Employee Relations Act as a point of contact for employee concerns or conflicts Handle workplace disputes and disciplinary procedures Foster a positive and inclusive work environment 3. Performance Management Implement and monitor performance appraisal systems Guide managers on giving effective feedback and setting goals Identify training and development needs 4. Training & Development Plan and execute training programs Support career development and succession planning Promote continuous learning initiatives 5. Compensation & Benefits Develop competitive compensation and benefits packages Oversee payroll systems and ensure timely disbursement Ensure compliance with labor laws and benefit regulations 6. Policy Development & Compliance Create and update HR policies and procedures Ensure compliance with labor laws and company regulations Prepare for audits and manage HR documentation 7. HR Strategy & Planning Contribute to business strategy from an HR perspective Support organizational change initiatives Analyze HR metrics and trends to guide decision-making Core Competencies Required Strong interpersonal and communication skills In-depth knowledge of employment law and HR best practices Leadership and decision-making abilities Proficiency in HR software and systems (e.g., HRIS, ATS) Reports To Typically reports to the Director of HR , Chief HR Officer (CHRO) , or CEO , depending on the company size.

Responsibilities: * Manage payroll processing, administration & compliance with labour laws. * Ensure accurate HR policies implementation & policy formulation. * Oversee labour welfare initiatives & relations management. Provident fund

Industry :Solar power energy Company location: Anandapur, Kolkata -700107 Experience : 5- 6yrs. Qualification: Any Graduate. Salary :35k-45k Age:42-45yr Required Candidate profile Maintain employee records, contracts, and statutory compliance documentation (PF, ESI, gratuity) Manage end-to-end recruitment Handle office administration including vendor contracts and supplies

Role & responsibilities Develop and mature the site operations through a lean and role based functional organizational structure Develop proactive mechanisms to manage employee relations, grievance handling, and dispute resolution situations Establish a robust workforce engagement mechanism that minimizes grievances, promotes open communication, and provides timely resolutions of grievances and concerns Effectively manage and mitigate labour disputes, strikes, or other industrial actions to maintain disruption free business operations environment; proactively collaborate with relevant stakeholders and external authorities to resolve conflicts and maintain productive work climate Proactively analyze historic and industry trends and build cost negotiation plans to optimize outsourced workforce supply costs Lead discussions and negotiations with people & stakeholder groups to ensure agreements are fair, consistent with applicable laws and balance the interests of concerned parties Facilitate in the development of capability and engagement map and customized action plans for diverse workforce groups Sustain high retention and motivation levels for key talent segments by planning and campaigning on culture building themes for teams and groups Drive programs and initiatives that sustainably improve the performance orientation in the business facility; leverage coaching, mentoring and other learning & developmental tools to engage with stakeholder groups Develop and drive workforce plans to proactively build succession on critical positions and resourcing plans for critical skill gaps Prepare reports and presentations for audits, management review and regulatory authorities; maintains accurate documentation related to employment and industrial relations activities, including inquires and investigations Preferred candidate profile MBA in HR or equivalent in Human Resources and Industrial Relations Experience in HR partnering in a manufacturing setup, with ability to manage Industrial Relations through effective negotiations and stakeholder management Ability to plan and take prudent actions based on labour and industrial law fundamentals Strong communication, facilitation and influencing skills to engage with a diverse mix of stakeholders Systems thinking ability to diagnose and design solutions to address business needs Authenticity in personality to generate trust-based relations with diverse stakeholder group Genuine interest to advocate for and deliver on development of people, culture and community

A Legal Manager is a senior legal professional responsible for overseeing an organization's legal affairs, ensuring compliance with laws and regulations, and managing legal risks. Key responsibilities Providing legal counsel and guidance : Advising senior management and other departments on various legal matters, including corporate law, contract law, labour laws, intellectual property, and compliance with regulations. Contract drafting, review, and negotiation : Preparing, examining, and negotiating a wide range of legal documents and agreements, such as vendor contracts, partnership agreements, and licensing agreements. Ensuring compliance : Developing and implementing policies, procedures, and training programs to ensure the organization's adherence to all relevant laws, regulations, and internal policies. This includes staying up-to-date with changes in legislation and advising on their impact. Managing litigation and disputes : Overseeing legal disputes, coordinating with external legal counsel, and representing the organization in legal proceedings when necessary. Risk management : Identifying and assessing potential legal risks, developing and implementing strategies to mitigate them, and proactively managing the organization's exposure to legal challenges. Liaison with external counsel and regulatory authorities : Maintaining relationships with external legal advisors, law firms, and regulatory bodies as needed for legal matters and ensuring effective management of legal services. Required skills and qualifications Education : A law degree (LLB/JD) from an accredited institution is generally required. Some organizations may prefer candidates with advanced degrees like a Master of Laws (LLM). Licensing : May require a valid license to practice law in the relevant jurisdiction. Experience : Several years of experience (typically 5+ years) in a legal role, preferably in corporate law, contract law, or a relevant specialization is often expected. Legal knowledge : Strong understanding of legal principles, procedures, and regulatory frameworks applicable to the industry and jurisdiction. Analytical and problem-solving skills : Ability to analyze complex legal issues, identify potential risks, and develop effective solutions. Communication skills : Excellent written and verbal communication skills for advising management, drafting documents, and negotiating with various stakeholders. Leadership and management skills : Ability to manage legal projects, prioritize workloads, and, in some cases, oversee a team of legal professionals. Ethical standards : High level of integrity and professional ethics are essential for this role. In essence, a Legal Manager acts as a crucial safeguard for an organization's legal interests, ensuring compliance, mitigating risks, and providing strategic guidance to support business objectives. Salary: As per Industry Standard (Commensurate with experience and qualifications) Interested Candidate Mail there resume- hr@orientjewellers.co.in or call - 8373099924

Looking for a Candidate In HR & IT Manufacturing Industry Responsible for managing both HR & IR functions within an organisation Experience in Recruitment and Admin Managing contract labour relations, resolving disputes, and statutory compliance. Required Candidate profile Experienced in HR & IR Functions Good Communication in English Statutory Compliance experience in Green Field Project

Role & responsibilities: 1. Recruitment, Joining Formalities & Induction Formalities 2. Planning & Deploying of Contract Labours in Different Sites 3. Attendance Preparation & verification on daily bases through HRMS software 4. Local Sourcing 5. Legal Compliences 6. Contarct Labour Welfare 7. Travel Expense Bill Verification 8. Maintaining HR Records Including Joining Forms, attendnace records and Payroll Information 9. Contract Labour Welfare 10.Log Sheet Collection From Site Supervisours and from Individual persons Preferred candidate profile For Executive - Any graduate / MBA with One to Two years of Experience in Construction Industry