JOB DESCRIPTION
Deputy Manager – Human Resources
Company: Somany Ceramics Limited
Division: Waterproofing
Department: Human Resources
Location: Bahadurgarh, Haryana
Designation: Deputy Manager – Human Resources
1. Role Purpose
To independently manage end-to-end HR operations at the manufacturing plant, ensuring effective implementation of HR policies, manpower planning, talent acquisition, payroll, employee engagement, industrial relations and statutory compliance.
The role will act as a key HR business partner to plant operations, driving workforce effectiveness, employee satisfaction, regulatory compliance and smooth execution of day-to-day HR activities.
2. Key Responsibilities
A. Talent Acquisition & Manpower Planning
Manage end-to-end recruitment for blue-collar, staff and managerial positions.
Coordinate with departmental heads for manpower planning, budgeting and timely fulfilment of vacancies.
Drive recruitment through appropriate sourcing channels and ensure timely onboarding and induction.
Monitor manpower requirements and recruitment turnaround time.
B. HR Operations & Payroll Management
Manage end-to-end HR operations, including attendance, leave management, overtime, payroll coordination and employee documentation.
Ensure timely and accurate payroll processing, full and final settlements and maintenance of employee records.
Manage employee lifecycle activities, including joining, confirmation, transfers, separation and exit formalities.
Maintain HRIS and employee databases with accuracy.
C. Employee Engagement & Welfare
Drive employee engagement, welfare initiatives, employee communication and recognition programmes.
Address employee grievances and ensure timely resolution of workplace concerns.
Conduct exit interviews and implement initiatives to improve employee retention.
Promote a positive and productive work environment.
D. Plant HR & Industrial Relations
Independently manage day-to-day HR activities at the manufacturing plant.
Handle workmen-related matters, contractor manpower management and employee relations.
Coordinate with production, operations and other functional departments to ensure smooth workforce management.
Handle disciplinary matters, misconduct cases and grievance redressal in accordance with company policies.
Maintain effective industrial relations and support a harmonious working environment.
E. Statutory Compliance & Labour Laws
Ensure adherence to applicable labour laws, factory regulations, statutory requirements and company policies.
Monitor statutory compliances relating to contract labour, employee benefits, registers, returns and other applicable regulatory requirements.
Coordinate labour inspections, statutory audits and interactions with government authorities.
Ensure timely maintenance and submission of statutory records and documentation.
F. Legal Matters & Case Management
Coordinate and assist in handling labour-related legal cases, notices, disputes and litigation in consultation with the internal legal team and external advocates.
Track case proceedings, maintain legal documentation and ensure timely submission of responses and supporting records.
G. Performance Management, Training & HR MIS
Coordinate performance appraisal, confirmation, promotion and other performance management activities.
Identify training needs and facilitate employee development and skill enhancement initiatives.
Prepare and maintain HR MIS, manpower reports, attrition analysis, recruitment dashboards and other periodic reports.
Support implementation of HR policies, processes and organisational initiatives at the plant.
3. Role Specifications
Function: Plant Human Resources / HR Generalist
Industry: Manufacturing / Industrial / Chemicals / Construction Chemicals / Building Materials
Work Location: Bahadurgarh, Haryana
Role Type: Plant-based HR Generalist
Experience: 5–8 years of relevant experience in HR, preferably in a manufacturing environment.
Qualification: MBA / PGDM in Human Resources or equivalent qualification.
4. Desired Candidate Profile
Proven experience in independently managing end-to-end Plant HR and generalist HR functions.
Strong hands-on exposure to recruitment, payroll, employee engagement, HR operations and statutory compliance.
Practical understanding of labour laws, industrial relations, factory regulations and contract labour management.
Experience in managing both blue-collar and white-collar workforce.
Exposure to handling labour-related legal matters, disputes and coordination with advocates.
Ability to work closely with plant leadership, departmental heads, contractors and external stakeholders.
Strong communication, interpersonal, analytical and problem-solving skills.
Should be comfortable working in a manufacturing plant environment with minimal supervision.
5. Key Competencies
A. Technical Competencies
Payroll Management and HRIS
Labour Laws and Statutory Compliance
Factory Act and Applicable Labour Regulations
HR Documentation and Reporting
Contract Labour Compliance
B. Functional Competencies
End-to-End HR Generalist Operations
Talent Acquisition and Manpower Planning
Plant HR and Industrial Relations
Employee Engagement and Grievance Handling
Performance Management and Training
Legal Case Coordination and Documentation
C. Business Competencies
Workforce Planning and Cost Optimisation
Stakeholder Management
Operational Effectiveness
Risk Management and Regulatory Compliance
HR MIS and Data Analysis
D. Leadership Competencies
Independent Plant HR Management
Decision-Making and Problem-Solving
Cross-Functional Collaboration
Conflict Resolution
Employee Relations Management
E. Behavioural Competencies
Strong Communication and Interpersonal Skills
Ownership and Accountability
Integrity and Confidentiality
Adaptability and Resilience
Proactive Approach
Attention to Detail
6. Success Metrics (Key Performance Indicators)
Timely fulfilment of approved manpower requirements.
Accuracy and timely completion of monthly payroll and employee records.
100% adherence to applicable statutory and labour law compliance requirements.
Timely closure of employee grievances and disciplinary matters.
Effective management of contractor and workforce-related documentation.
Successful coordination and timely response in labour-related legal matters.
Improvement in employee engagement, retention and workforce stability.
Timely submission and accuracy of HR MIS and management reports.
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