HR Executive.

Job Description: HR Generalist / Plant HR

Section C – Responsibilities

(Detailed list of daily activities required to fulfill job expectations)

1. 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.

2. 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.

3. 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.

4. 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.

5. 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.