Job Description
Industry Food and Beverage Manufacturing and FMCG
Employee Size 501-1,000 employees
About the Organization
Crax is one of India most beloved snack brands with a rich 25-year heritage in the packaged food and savory snacks industry. The flagship brand is owned by DFM Foods Limited, which was acquired by global private equity firm Advent International in 2019. Following the acquisition, the entire company has undergone a comprehensive operational and digital transformation, backed by substantial investments in brand equity, manufacturing capabilities, and sales infrastructure to scale its footprint nationwide. DFM Foods manufactures and markets iconic consumer favorites including Crax Corn Rings and Natkhat Wheat Puffs, which have achieved deep consumer loyalty. In addition, the organization offers an expansive traditional namkeen portfolio consisting of 12 distinct variants such as bhujiyas, daals, mixtures, and nut-mixes packaged for both immediate impulse snacking and family home consumption.
Role Overview and Strategic Focus
The Plant HR Manager is a critical manufacturing leadership role based on-site at the Ghaziabad production facility. The position leads industrial relations, factory human resources operations, payroll management, statutory labor compliances, and shop-floor employee welfare. Partnering directly with the Plant Manager and the corporate Chief Human Resources Officer (CHRO), this role is accountable for sustaining factory harmony, ensuring high plant safety and environmental standards, optimizing contract labor procurement, managing workforce budgets, and driving structured capability programs for both blue-collar workmen and white-collar plant staff.
Key Responsibilities and Core Focus Areas
Industrial Relations, Security, and Shop-Floor Welfare
Maintain constructive, peaceful, and productive industrial relations with all factory staff, contract associates, and blue-collar workmen.
Ensure comprehensive occupational safety and physical plant security by implementing and enforcing all statutory safety protocols under the Factories Act.
Train workforce members on Good Manufacturing Practices (GMP) to consistently maximize plant productivity, personal safety, and product hygiene.
Enforce certified standing orders strictly, initiating disciplinary procedures when required in full compliance with the principles of natural justice and with approvals from the Plant Manager and CHRO.
Formulate the plant employee welfare budget, ensuring mandatory amenities, medical facilities, and engagement programs are benchmarked to best industry practices.
Conduct periodic regional wage surveys to ensure factory compensation and productivity-linked incentive structures remain competitive.
Oversee emergency preparedness, first-aid readiness, and ambulance operations to manage shop-floor incidents and medical emergencies tactfully.
Direct the strategic daily sourcing of contract labor based on production and dispatch targets, ensuring minimum wage adherence and mitigating local industrial relations militancy risks.
Payroll Governance, Statutory Deductions, and Compliances
Ensure the timely collation of attendance and payroll inputs to facilitate 100 percent accurate salary disbursements on the 1st of every month.
Manage the timely calculation, deposit, and statutory reporting of remittances including Provident Fund (PF), Employee State Insurance (ESI), Gratuity, and Professional Tax across applicable jurisdictions.
Audit contract staffing agencies to guarantee prompt wage disbursements, accurate statutory deductions, and compliant challan submissions.
Maintain and update all establishment licenses, factory registrations, labor inspection records, and regulatory permissions as required by state and central labor laws.
Employee Communication and Query Management
Act as the primary contact point for plant personnel, handling staff and workmen queries to achieve high first-time resolution rates and boost workplace engagement.
Communicate revisions in company HR policies, compensation structures, insurance benefits, and labor legislation clearly and transparently.
Manage exit workflows for resigning employees, ensuring prompt query handling and timely delivery of full and final settlements as per defined SLA timelines.
Time Office Operations, EHS, and Vendor Audits
Administer workmen and staff attendance, biometric entries, shift schedules, overtime, and leave management via the enterprise HRMS tool.
Oversee statutory filings, notice board displays, statutory registers, and periodic returns related to labor laws and Environmental Health and Safety (EHS) mandates.
Conduct periodic on-site compliance audits of labor contractors and service vendors to eliminate legal liabilities.
Report workplace accidents to relevant factory inspectorates and statutory authorities within stipulated timelines while ensuring immediate medical attention and compensation support for injured workers.
HR Budgeting, Annual Operating Plans, and HRMIS Reporting
Prepare and submit regular HRMIS dashboards and plant HR scorecards approved by the CHRO.
Analyze workforce data, overtime costs, absenteeism trends, and headcount metrics to provide actionable intelligence for proactive workforce planning.
Develop the annual operating plan (AOP) and departmental budget for the factory HR function in coordination with key operational stakeholders and executive HR leadership.
Policy Design, Deployment, and Capability Building
Design localized plant welfare, shift, and employee benefit policies covering everyday working conditions and code of conduct.
Implement transparent communication campaigns to ensure all shop-floor associates understand employment terms and workplace safety standards.
Continuously benchmark employee policies against statutory developments and consumer manufacturing industry best practices.
Team Leadership and People Management
Supervise, guide, and develop direct reportees within the plant HR and time office team.
Assign clear daily process accountabilities, review operational output, and troubleshoot operational hurdles on the floor.
Mentor team members to foster leadership capability and strong execution rigor.
Candidate Profile and Qualifications
Graduate degree, preferably with a Master of Social Work (MSW) or Master of Business Administration (MBA) specializing in Industrial Relations and Labor Welfare.
8 to 10 years of proven hands-on HR experience in manufacturing plants, specifically within FMCG, food processing, or related consumer production environments.
In-depth working knowledge of the Factories Act, certified standing orders, industrial dispute mechanisms, and contract labor management.
Demonstrated competence in payroll governance, time office tools, statutory remittances, and factory compliance audits.
Strong interpersonal and crisis management skills with demonstrated ability to interface effectively with labor authorities, factory inspectors, and union representatives.
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Success Stories from Candidates Placed in this Field
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