Trimax, a growing umbrella manufacturing company, is seeking an experienced and highly people-oriented HR Manager to lead the complete Human Resources function at our manufacturing facility in Tenkasi.
This is not purely an office-based HR position. We are looking for a hands-on HR professional who can actively work with employees, supervisors, management, villages, local communities and recruitment sources to build a stable, motivated and productive workforce.
The HR Manager will be responsible for worker recruitment, employee retention, employee happiness and welfare, training, culture development, discipline, HR compliance and overall people management.
The ideal candidate should be comfortable spending time on the factory floor as well as travelling to nearby villages, meeting workers, families, community representatives and other local contacts to build a strong recruitment network and improve Trimax's image as a good place to work.
Key Responsibilities:
1. Worker Recruitment & Village Outreach
The HR Manager will take ownership of manpower availability for the factory.
This includes developing continuous recruitment channels for operators, helpers, tailors, supervisors and other factory positions.
The HR Manager must:
- Regularly visit nearby villages and communities for worker recruitment.
- Build relationships with village representatives, local leaders, women's groups, training centres, institutions and other recruitment sources.
- Conduct village meetings, recruitment camps and awareness programmes.
- Explain employment opportunities, salary structures, benefits, working conditions and career opportunities to potential workers and their families.
- Develop a reliable database and pipeline of potential workers.
- Reduce manpower shortages by continuously planning recruitment in advance.
- Understand why people join, why they do not join and why workers leave, and take corrective action.
- Work closely with production and department heads to forecast manpower requirements.
This position requires a person who is willing to go into the field and meet people rather than depending only on advertisements, consultants or office-based recruitment.
2. Employee Engagement, Happiness & Retention
The HR Manager will take responsibility for creating a positive working environment where employees feel respected, valued and comfortable working with the company.
Responsibilities include:
- Regular interaction with workers on the factory floor.
- Conducting employee meetings and listening sessions.
- Understanding employee concerns before they become major problems.
- Monitoring absenteeism, attrition and employee dissatisfaction.
- Identifying the reasons for workers leaving the company and implementing corrective actions.
- Developing employee welfare and recognition programmes.
- Celebrating achievements, festivals, milestones and employee contributions appropriately.
- Improving communication between workers, supervisors, HODs and management.
- Creating a culture where employees feel comfortable approaching HR.
- Building trust between management and employees.
The HR Manager should continuously work towards making Trimax a preferred employer in the surrounding villages.
3. Training & Employee Development
The HR Manager will develop a structured training culture across the organisation.
This includes:
- Proper induction and orientation for every new employee.
- Training workers on company rules, discipline, safety, quality, productivity, housekeeping and workplace behaviour.
- Training supervisors on people management, communication and leadership.
- Identifying skill gaps and coordinating appropriate training programmes.
- Developing employees with potential for higher responsibilities.
- Maintaining training records and measuring the effectiveness of training.
- Conducting regular awareness programmes on company values, policies and expected workplace culture.
The HR Manager should work towards changing the culture from simply "coming to work" to one of responsibility, teamwork, productivity, cleanliness, discipline and pride in the organisation.
4. Company Culture & Workplace Behaviour
One of the major responsibilities of the HR Manager will be to help management build the desired culture within Trimax.
The HR Manager will:
- Promote mutual respect between workers, supervisors and management.
- Improve workplace discipline without creating unnecessary fear among employees.
- Encourage supervisors to manage workers professionally and respectfully.
- Improve punctuality, attendance, housekeeping and workplace behaviour.
- Reduce conflicts, internal politics, favouritism and unnecessary negativity.
- Develop a culture of accountability where employees understand their responsibilities.
- Encourage employees to communicate problems early.
- Reinforce the company's values through training, communication and management practices.
- Work closely with senior management to continuously improve the employee experience.
5. HR Operations, ERP & Employee Records
Trimax operates through an ERP system and the HR Manager will be responsible for ensuring that HR information in the system is complete, accurate and regularly updated.
Responsibilities include:
- Employee master data.
- Attendance and leave monitoring.
- Joining and exit information.
- Salary and wage-related employee information.
- Training records.
- Employee documentation.
- Manpower reports.
- Attrition and absenteeism analysis.
- Recruitment status.
- HR MIS and management reporting.
The HR Manager should use ERP data for analysing manpower trends and taking decisions rather than treating HR as only an administrative function.
6. HR Policies, Labour Compliance & Employee Relations
The HR Manager will ensure that all HR practices comply with applicable labour laws and company policies.
Responsibilities include:
- PF, ESI, gratuity and statutory HR requirements.
- Employee documentation and records.
- Appointment letters and employment documentation.
- Standing instructions, HR policies and procedures.
- Grievance handling.
- Disciplinary procedures.
- Domestic enquiries whenever required.
- Coordination with auditors, consultants and government authorities when necessary.
- Supporting social-compliance and customer audits.
- Ensuring that workers understand their rights, responsibilities and company policies.
7. Attendance, Absenteeism & Workforce Stability
The HR Manager must actively monitor workforce stability.
Responsibilities include:
- Daily attendance monitoring.
- Analysing absenteeism department-wise and supervisor-wise.
- Personally following up on unusual or repeated absenteeism.
- Understanding genuine worker difficulties.
- Developing programmes to improve attendance.
- Monitoring new-worker retention during the first few months.
- Identifying high-attrition departments and finding the root cause.
- Working with supervisors and HODs to improve employee retention.
8. Employee Welfare & Grievance Management
The HR Manager must ensure that employee welfare facilities and working conditions are properly maintained.
This includes monitoring:
- Canteen/mess facilities.
- Drinking water.
- Toilets and hygiene.
- Rest areas.
- Employee transportation arrangements, where applicable.
- Medical and first-aid requirements.
- Women's welfare requirements.
- Workplace safety and security.
- Employee complaints and suggestions.
Employee grievances should be handled professionally, confidentially and quickly.
9. Performance, Discipline & Accountability
The HR Manager will work with department heads to develop a fair and consistent performance and discipline system.
The HR Manager should:
- Support supervisors in handling worker performance issues.
- Ensure disciplinary actions are fair and properly documented.
- Counsel employees before problems become serious.
- Recognise and reward good performance.
- Ensure company rules are applied consistently.
- Develop a balanced workplace culture combining discipline with employee respect and welfare.
10. HR Reporting to Management
The HR Manager will provide regular reports to management covering:
- Total manpower.
- Vacancies.
- Recruitment pipeline.
- New joiners.
- Employee exits.
- Attrition.
- Absenteeism.
- Department-wise manpower shortages.
- Employee grievances.
- Training programmes.
- Worker engagement activities.
- Village recruitment activities.
- Statutory compliance status.
- Major HR risks and recommended corrective actions.
The HR Manager should not merely report numbers but should analyse problems and recommend solutions.
Key Requirements:
- Bachelor's/Master's degree in HR, Business Administration, Social Work or a related field.
- Preferably 7–12 years of HR experience, with substantial experience in a manufacturing environment.
- Strong experience in worker recruitment and workforce retention.
- Experience recruiting blue-collar/workshop/factory employees will be highly preferred.
- Willingness to regularly travel to surrounding villages and communities for recruitment and employee-related activities.
- Strong understanding of employee engagement, worker welfare and industrial relations.
- Good knowledge of labour laws, PF, ESI, gratuity and statutory compliance.
- Experience working with ERP/HRMS systems.
- Ability to communicate comfortably with workers at all levels.
- Tamil communication skills are essential.
- Good leadership, counselling, negotiation and problem-solving abilities.
- Should be approachable, energetic and comfortable working directly with employees on the factory floor.
- Must be capable of independently taking ownership of the HR department.
Preferred Candidate Profile:
We are particularly looking for a candidate who believes that HR is not only about payroll, attendance and documentation.
The right candidate should enjoy meeting people, understanding workers, visiting villages, solving employee problems, developing people and building a positive organisational culture.
A candidate who prefers to remain mainly inside the HR office may not be suitable for this position.
Pay: Up to ₹30,000.00 per month
Work Location: In person
