Plant HR & IR Executive

Job highlights

• PFJob DescriptionRecruitment Onboarding and induction training: Run joining formalities, documentation, induction, safety orientation and confidentiality acknowledgements for every joiner on-roll and contract. Implementation – very strong [Must have]: This is an execution role. Must convert plans, policies and checklists into things actually running on the floor, without needing to be followed up.Contract labour governance [Must have]: Maintain contractor records, licences and compliance documents, gate register and daily headcount reconciliation
• verify that the contractor's statutory obligations are actually being met and not merely claimed.Factories Act, contract labour requirements, PF, ESIC, minimum wages and POSH — enough to execute correctly and to recognise when the specialist must be called. Local Contractors and other office department - Knows where workmen come from, seasonal availability patterns, why they leave and what brings them back.
• Payroll and statutory processPlan

Recruitment Onboarding and induction training: Run joining formalities, documentation, induction, safety orientation and confidentiality acknowledgements for every joiner on-roll and contract.  Implementation – very strong [Must have]: This is an execution role. Must convert plans, policies and checklists into things actually running on the floor, without needing to be followed up. Contract labour governance [Must have]: Maintain contractor records, licences and compliance documents, gate register and daily headcount reconciliation; verify that the contractor's statutory obligations are actually being met and not merely claimed. Factories Act, contract labour requirements, PF, ESIC, minimum wages and POSH — enough to execute correctly and to recognise when the specialist must be called. Local Contractors and other office department - Knows where workmen come from, seasonal availability patterns, why they leave and what brings them back. • Payroll and statutory process Plant employee engagement: Run shopfloor communication, welfare (transport, canteen, accommodation), grievance handling and engagement activity that reduces early exits.  • Payroll: Collect and verify payroll inputs, reconcile attendance, coordinate salary processing, verify contractor wage payment, and issue payslips accurately and on time Understanding non-performers: Identify early non-performance and attendance problems with evidence, raise them with the reporting manager, and follow the warning and improvement process correctly. • Industry benchmarks of pay: Maintain a working knowledge of wage and salary levels across the Vapi, Sarigam and Silvassa belt; flag when an offer is out of line with the market before it is mad