JOB DESCRIPTION
HR MANAGER
About the Role
We are looking for an experienced, hands-on HR professional with strong exposure to blue-collar workforce and labour management in a manufacturing environment.
The HR Manager will take ownership of the day-to-day HR function while also helping organization build stronger people practices, develop its workforce and establish HR systems that can support the organisation’s next stage of growth.
This is not a desk-only HR role. The candidate will work closely with management, production teams, supervisors and shop-floor employees and will be expected to understand operational realities and resolve people-related issues practically.
The ideal candidate will be someone who can manage today’s workforce effectively while helping build the HR function for tomorrow.
KEY RESPONSIBILITIES
1. Blue-Collar & Labour Management
- Manage day-to-day HR requirements of the shop-floor workforce.
- Maintain regular interaction with operators, technicians, machinists, helpers, supervisors and other employees.
- Handle employee grievances, absenteeism, discipline and workplace issues effectively.
- Work closely with Production and department supervisors on manpower and employee-related matters.
- Monitor attendance, shifts, overtime and workforce discipline.
- Address recurring employee issues and recommend practical solutions to management.
- Build a healthy and professional relationship between management, supervisors and workers.
- Handle labour-related matters with maturity, fairness and firmness.
2. Recruitment & Manpower Planning
- Understand manpower requirements across Production, Engineering, Maintenance, Quality and other functions.
- Drive recruitment for operators, machinists, technicians, engineers, supervisors and support staff.
- Develop effective sourcing channels through ITIs, diploma institutes, colleges, local networks, job portals and employee referrals.
- Coordinate the recruitment process from sourcing to joining.
- Maintain a talent pipeline for critical technical and shop-floor positions.
- Support management in manpower planning as the organisation grows.
3. Employee Relations & Discipline
- Act as a point of contact for employee concerns and grievances.
- Support supervisors in handling disciplinary and behavioural matters.
- Ensure fair and consistent implementation of company rules and policies.
- Maintain appropriate documentation of grievances and disciplinary actions.
- Promote punctuality, attendance, discipline, accountability and teamwork.
- Help create a workplace where employees feel heard while maintaining organisational standards.
4. HR Administration & Payroll Coordination
- Manage employee records and HR documentation.
- Ensure smooth joining, induction, confirmation, transfer and separation processes.
- Coordinate attendance, leave, overtime and other payroll inputs.
- Coordinate with Finance/payroll partners for timely and accurate salary processing.
- Maintain updated employee master data and HR records.
5. Labour Law & Statutory Compliance
- Ensure day-to-day HR practices are aligned with applicable labour and employment laws.
- Coordinate statutory compliance relating to PF, ESIC, Professional Tax, Bonus, Gratuity and other applicable requirements.
- Maintain required records and documentation.
- Coordinate with external labour-law/compliance consultants wherever required.
- Support management during audits, inspections or other statutory requirements.
6. Performance, Training & Development
- Support implementation of a practical performance appraisal process.
- Work with supervisors to establish clear expectations for employees.
- Identify skill and training requirements, particularly for supervisors and shop-floor employees.
- Coordinate technical, behavioural and supervisory training programmes.
- Support employee development and internal growth opportunities.
- Help build a culture of continuous improvement and professional growth.
7. HR Processes & Management Reporting
- Strengthen and standardise existing HR processes as the organisation grows.
- Maintain HR MIS covering manpower, recruitment, absenteeism, attrition, overtime and other key HR indicators.
- Provide regular HR updates and relevant insights to management.
- Identify people-related risks and suggest practical, business-oriented solutions.
- Maintain confidentiality of employee and organisational information.
CANDIDATE PROFILE
Education
- Graduate in any discipline.
- MBA/PGDM in HR or equivalent qualification will be an advantage.
Experience
- 5–10 years of HR experience, preferably in manufacturing, engineering, machine tools or a similar industrial environment.
- Strong hands-on experience in blue-collar workforce and labour management is essential.
- Experience managing a mixed workforce of blue-collar and white-collar employees will be preferred.
Required Competencies
- Strong practical understanding of industrial HR and labour management.
- Experience handling shop-floor employees and supervisors.
- Good understanding of attendance, shifts, overtime and workforce discipline.
- Experience handling employee grievances and disciplinary matters.
- Working knowledge of labour laws and statutory compliance.
- Strong recruitment experience, particularly for technical and blue-collar manpower.
- Good communication and interpersonal skills.
- Ability to handle difficult conversations professionally.
- Strong ownership and problem-solving ability.
- Good command of MS Office/Excel and HR systems.
Personal Attributes
Hands-on | Fair | Firm | Approachable | Mature | Practical | Responsible | People-oriented
The ideal candidate should be comfortable walking onto the shop floor, talking to workers and supervisors, understanding the real issue and taking it to resolution.
KEY SUCCESS AREAS
Success in this role will be measured by:
- Effective management of the shop-floor workforce.
- Improved workforce discipline and attendance.
- Timely recruitment and availability of manpower.
- Effective handling of employee grievances and labour-related matters.
- Smooth HR administration and payroll coordination.
- Strong labour-law and statutory compliance.
- Better communication between management, supervisors and employees.
- Implementation of practical and consistent HR processes.
- Reliable HR information and reporting to management.
- Development of a stronger and more capable workforce.
THE GROWTH OPPORTUNITY
As the business expands its operations, workforce and capabilities, the HR function will become increasingly important in supporting that growth. The HR Manager will have the opportunity to grow with the organisation and progressively take greater responsibility for workforce development, HR systems, performance culture and organisational effectiveness.
This role is particularly suited to an HR professional who enjoys being hands-on today while building for tomorrow , someone who can manage the realities of a manufacturing workforce while also helping create a stronger, more structured and scalable HR function.
The journey will be:
Today:
Strong workforce management • Employee connect • Discipline • Reliable HR processes
We are looking for someone who wants to grow along with organization , not simply manage the HR function as it exists today.
