Manager Human Resources Operations

Role & responsibilities

HR Operations & Administration

• Manage end-to-end HR operations including onboarding, exit management, employee database management, time & attendance, and leave administration.

• Ensure smooth functioning of HR systems and timely update of employee records for blue-collar and white-collar workers.

• Oversee documentation related to contractors, apprentices, and third-party workforce.

Compliance & Statutory Management

• Ensure adherence to all labour laws applicable to manufacturing (e.g., Factories Act, ESI, PF, Gratuity, etc.).

• Maintain statutory records, file returns, and coordinate with government labour authorities during inspections/audits.

• Liaise with contractors to ensure compliance with CLRA and other applicable laws.

Workforce Management & Payroll Coordination

• Supervise attendance and shift scheduling systems for workers and staff.

• Coordinate with the payroll team to ensure accurate wage/salary processing for permanent and contract workforce.

• Handle wage settlements, incentives, and overtime management in coordination with finance and line managers.

Employee Relations & Engagement

• Support the HR Head in managing union relations, grievance redressal, and disciplinary proceedings.

• Implement employee welfare programs and engagement initiatives at the shop-floor level.

• Act as an employee advocate while ensuring alignment with organizational policies.

HR Systems & Reporting

• Understand and study the workflows and req

• Manage HRMS/ERP system data accuracy and workflows related to HR operations.

• Generate and share MIS reports, HR metrics (turnover, absenteeism, headcount), and dashboards for leadership.

• Identify opportunities to digitize and automate repetitive HR tasks

Implementation of HRIS

Requirements Gathering & Analysis

• System Evaluation & Selection Support

• Process Mapping & Standardization

• Help map current HR processes and align them with system capabilities.

• Recommend process improvements where necessary.

• Ensure standardization across departments and locations for consistency in HR data.

• Data Preparation & Migration

• Testing (UAT User Acceptance Testing)

• Training & Change Management

• Go-Live & Post-Go-Live Support

• Continuous Improvement & Maintenance