The Corporate Personnel Manager is responsible for overseeing and strengthening personnel governance, workforce administration, labor compliance, and employee documentation practices across all business units, operational locations, project sites, and group companies within the Pagaria Group.
The role acts as the central corporate authority for personnel process standardization, compliance oversight, workforce governance, audit coordination, escalation management, and policy implementation across diversified business sectors including infrastructure, construction, agri/FMCG, healthcare, hospitality, technology, services, and related operations.
The position works closely with Corporate HR, business leadership, finance, legal, compliance, administration, and operational teams to ensure consistent, compliant, and disciplined personnel practices across the organization.
Key Responsibilities
1. Corporate Personnel Governance & Workforce Administration
- Oversee personnel administration practices across all group companies, business units, corporate offices, operational locations, and project sites
- Ensure organization-wide implementation of approved personnel policies, workforce administration procedures, employee documentation standards, and SOPs
- Review employee lifecycle documentation including onboarding, confirmations, transfers, promotions, disciplinary records, employee movement, and separations
- Establish standardized systems for employee records management, workforce reporting, personnel documentation, and employee data governance across all entities
- Ensure accuracy, completeness, confidentiality, and statutory readiness of employee records maintained across locations and business units
- Strengthen workforce administration controls related to onboarding documentation, attendance governance, employee database management, and ID/access management
- Coordinate with HR, payroll, finance, administration, operations, and business teams to ensure alignment of workforce data and personnel processes
- Support implementation and optimization of ERP/HRMS-based personnel management systems and process standardization initiatives
- Guide business unit personnel teams on policy interpretation, documentation controls, workforce administration issues, and operational escalations
2. Labor & Employment Compliance Governance
- Oversee compliance with applicable labor laws, employment regulations, statutory requirements, and workforce-related obligations across all business verticals
- Establish and strengthen compliance governance frameworks for statutory records, employee documentation, contractor compliance, wage and attendance records, and workforce-related filings
- Conduct periodic compliance reviews and coordinate internal audits across locations to ensure statutory adherence and process discipline
- Review contractor compliance including licenses, agreements, statutory remittances, workforce documentation, and attendance controls
- Ensure timely closure of compliance gaps, audit observations, and statutory corrective actions in coordination with business unit teams
- Support corporate management during labor inspections, statutory audits, legal reviews, and interactions with government and regulatory authorities
- Standardize compliance SOPs, documentation practices, and workforce governance controls across group entities
- Identify compliance risks, workforce governance gaps, and potential legal exposure areas, and recommend corrective actions
- Review and consolidate statutory reports, notices, returns, and compliance submissions received from business units and locations
3. Employee Relations, Workforce Discipline & Escalation Management
- Support a professional, compliant, and stable employee relations environment across all business operations
- Guide business unit teams on grievance handling, disciplinary processes, inquiry procedures, warning documentation, and workforce conduct matters
- Ensure consistent implementation of employee conduct policies, disciplinary frameworks, workplace governance standards, and code of conduct practices
- Handle escalated employee relations matters including grievances, workforce disputes, absenteeism concerns, misconduct cases, and sensitive personnel issues requiring corporate intervention
- Coordinate with HR leadership, business heads, and operational teams on workforce stability and employee relations matters
- Monitor workforce discipline indicators including absenteeism trends, manpower irregularities, overtime concerns, and grievance patterns
- Review disciplinary documentation, inquiry proceedings, settlements, and employee relations records for process and compliance adequacy
- Support employee welfare and workforce engagement initiatives across business units
4. Attendance Governance, Payroll Coordination & Workforce Controls
- Establish organization-wide controls related to attendance management, leave administration, overtime governance, workforce reporting, and employee movement tracking
- Review attendance systems, biometric controls, contractor attendance mechanisms, and workforce reporting practices across locations
- Ensure accuracy and compliance of payroll-related personnel inputs including attendance records, overtime approvals, leave records, statutory deductions, and contractor workforce data
- Coordinate with HR, payroll, finance, and business teams for workforce data validation and payroll input reconciliation
- Ensure adherence to applicable regulations related to working hours, overtime, leave administration, and workforce welfare provisions
- Review attendance irregularities, absenteeism trends, workforce reporting gaps, and related escalations requiring corporate intervention
- Support process automation, system strengthening, and internal control improvements in workforce management and attendance governance practices
5. Corporate Reporting, Audit Coordination & Process Improvement
- Review and consolidate MIS reports related to manpower, compliance status, contractor workforce, employee relations matters, absenteeism, and personnel operations across all business units
- Analyze workforce trends, compliance observations, manpower utilization patterns, and operational personnel risks for management review
- Drive implementation of standardized personnel governance frameworks, workforce administration controls, and documentation systems across the organization
- Ensure adherence to corporate policies, internal controls, audit requirements, compliance timelines, and governance standards
- Coordinate personnel audits and compliance reviews across operational locations and business entities
- Support Corporate HR leadership in workforce governance, compliance strengthening, organizational risk management, and personnel administration strategy
- Ensure timely reporting, policy implementation, compliance closure, and process alignment across business units
- Identify opportunities for digitization, process improvement, operational efficiency enhancement, and governance strengthening across personnel operations
- Drive continuous improvement initiatives focused on compliance readiness, reporting accuracy, documentation discipline, and workforce administration effectiveness
Qualifications
- Bachelor’s degree in Human Resources, Personnel Management, Commerce, Business Administration, Labor Relations, or related discipline (Mandatory)
- MBA HR / MSW / PGDM HR / Diploma in Labor Laws or Personnel Management (Mandatory)
Skills & Competencies
- Strong knowledge of labor laws, employment regulations, workforce administration, and personnel governance practices
- Strong understanding of multi-location workforce administration within diversified business environments
- Expertise in compliance governance, employee documentation systems, contractor workforce monitoring, and personnel process controls
- Strong capability in audit coordination, policy implementation, escalation management, and cross-functional stakeholder coordination
- Good understanding of payroll input governance, attendance systems, workforce reporting, and employee lifecycle administration
- Strong analytical, reporting, process improvement, and organizational governance capabilities
- Ability to drive standardized personnel practices across multiple business verticals through centralized corporate oversight
- Strong communication, leadership, stakeholder management, and problem-solving skills
- Proficiency in Keka HRMS for workforce administration, employee lifecycle Management, and HR operations
Experience
- 8–12 years of experience in Personnel Management, Workforce Administration, Labor Compliance, Employee Relations, or Industrial Relations within diversified or multi-location organizations
- Experience across sectors such as infrastructure, construction, agri/FMCG, healthcare, hospitality, technology, manufacturing, services, or related industries preferred
- Proven experience in workforce governance, labor compliance, personnel audits, contractor workforce management, employee relations coordination, and multi-location personnel operations
Interested candidates can share their resumes at [email protected]
Pay: ₹900,000.00 per year
Benefits:
- Cell phone reimbursement
- Flexible schedule
- Paid sick time
- Paid time off
- Provident Fund
Ability to commute/relocate:
- Nagpur, Maharashtra (Nagpur, 440001): Reliably commute or planning to relocate before starting work (Preferred)
Application Question(s):
- Where are you currently from?
- How many total years of experience you have?
- What is your current salary?
- what is your notice period
Education:
Experience:
- Personnel Management: 8 years (Required)
Location:
- Nagpur, Maharashtra (Nagpur, 440001) (Preferred)
Work Location: In person
