Job Description
Industry: Manufacturing, Printing, Fabrication, and Packaging. Employee Size: 50-200 employees. JOB DESCRIPTION. Plant HR – Manufacturing Operations. Company: Amitoje India Pvt. Ltd. Location: Sector 63, Noida, Uttar Pradesh. Department: Human Resources. Position: Plant HR / Factory HR. Experience Required: 4–7 Years. Employment Type: Full-Time, Work from Office. (THIS IS AN IMMEDIATE JOINING). About Amitoje India. Amitoje India Pvt. Ltd. is a manufacturing company specializing in innovative retail display solutions, branding, printing, and fabrication. We operate in a fast-paced manufacturing environment where workforce efficiency, operational discipline, and timely execution are critical. We are looking for a proactive, hands-on Plant HR professional who can independently manage HR operations at our Noida manufacturing facility, with a strong focus on blue-collar workforce management, recruitment, statutory compliance, and employee relations. Key Responsibilities. Blue-Collar Recruitment & Workforce Planning: Manage end-to-end recruitment of factory workers, machine operators, helpers, technicians, supervisors, and other production personnel. Develop reliable recruitment channels through contractors, local references, manpower agencies, and direct hiring. Ensure timely availability of manpower according to production requirements. Maintain a database of potential candidates for urgent manpower requirements. Reduce recruitment turnaround time and workforce attrition. Coordinate employee onboarding, documentation, induction, and joining formalities. Attendance, Leave & Payroll Management: Monitor daily attendance, absenteeism, late arrivals, overtime, and shift schedules. Ensure accurate attendance records through biometric systems and HRMS. Coordinate monthly payroll inputs, including attendance, overtime, deductions, incentives, and leave. Maintain employee records and ensure timely resolution of salary-related queries. Track absenteeism and implement corrective measures to improve workforce availability. Coordinate with production supervisors to ensure adequate manpower across shifts. Employee Relations & Grievance Handling: Act as the primary HR point of contact for factory employees. Handle employee grievances, workplace conflicts, disciplinary issues, and worker concerns. Maintain a positive and productive relationship between workers, supervisors, and management. Ensure consistent implementation of company policies and disciplinary procedures. Conduct regular employee engagement and retention initiatives. Address issues related to employee misconduct, absenteeism, and workplace behaviour through fair and documented processes. Statutory Compliance & Labour Laws: Ensure compliance with applicable labour laws and statutory requirements. Maintain accurate records relating to PF, ESIC, gratuity, bonus, minimum wages, overtime, and other statutory obligations. Coordinate with compliance consultants and government authorities whenever required. Maintain statutory registers, employee documentation, and records required for inspections and audits. Ensure labour contractors comply with applicable statutory requirements. Support implementation of applicable occupational health, safety, and welfare requirements. Factory Discipline & HR Administration: Ensure adherence to factory rules, reporting timings, shift schedules, and workplace policies. Conduct regular shop-floor visits to understand workforce concerns and monitor discipline. Coordinate with production managers and supervisors on manpower utilization and productivity. Monitor employee movement, unauthorized absenteeism, and workplace conduct. Maintain employee personal files, appointment letters, warning letters, and other HR documentation. Support smooth employee exits, handovers, and Full & Final Settlements. Contractor & Manpower Vendor Management: Manage relationships with manpower contractors and staffing agencies. Monitor contractual manpower deployment, attendance, and performance. Verify contractor bills against approved attendance and agreed commercial terms. Ensure availability of backup manpower during peak production periods. Monitor contractor compliance with applicable labour laws and company policies. Performance Management & HR Reporting: Coordinate performance reviews for factory employees and supervisors. Identify recurring attendance, productivity, and behavioural concerns. Maintain HR dashboards covering manpower strength, vacancies, attrition, absenteeism, overtime, and recruitment. Share daily and weekly manpower reports with management. Support initiatives to improve employee retention, discipline, and workforce productivity. Candidate Requirements. Education: Graduate in any discipline; MBA / PGDM in HR or a related qualification preferred. Experience: 4–7 years of relevant HR experience, preferably in a manufacturing plant. Strong experience handling blue-collar and contractual workforces. Practical understanding of factory HR operations and labour law compliance. Experience in printing, packaging, fabrication, engineering, or similar manufacturing industries will be preferred. Essential Skills: Strong blue-collar recruitment capabilities. Practical knowledge of PF, ESIC, minimum wages, bonus, gratuity, and labour compliance. Experience managing factory attendance, overtime, and payroll coordination. Strong interpersonal skills and conflict-resolution abilities. Ability to handle employee grievances and disciplinary matters independently. Proficiency in MS Excel, HRMS, and attendance management systems. Good communication skills in Hindi and working knowledge of English. Ability to work independently in a fast-paced manufacturing environment. Ideal Candidate Profile. We are looking for someone who is not limited to desk-based HR operations. The ideal candidate should be comfortable spending significant time on the factory floor, interacting directly with workers, resolving workforce issues, and coordinating closely with production teams. The candidate must be resourceful, firm yet approachable, and capable of maintaining workforce discipline while ensuring fair treatment of employees. Most importantly, the person should take complete ownership of plant-level HR operations rather than depending on constant supervision.
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