Manager – Human Resource & IR
M/S. Hi-Tech Enterprises Bawal
Started journey in 1996 , hailing from Sohna – Gurgaon. From the beginning with a mindset to support auto industry .
- Serving industry from last 25 years with quality, commitment and ethics.
Specialized in Barrel Zinc, Acid Zinc, Alkaline Zinc ,Zinc Iron , CED coating , Powder coating , hard Anodizing , Soft
- Anodizing , Cromotizing, Phosphating & Bond Rising.
Overall Role & Responsibility:
EMPLOYEE RELATION/ INDUSTRIAL RELATION:
- Proactive IR Management through collaboration and maintaining flawless communication with the employees through IR Meetings and sharing the concerns with countermeasures to Management on monthly basis
- Ensure timely resolution of employee’s grievances through investigation, handle each ‘n’ every case carefully, talk to the employee, managing internal environment for maintaining harmonious work culture.
- Closely works on LTS by understand demand of Management and Workers.
- Preparing and issuing Unauthorized Absent, Warning Letters, Show Cause Letter, Charge Sheet & Domestic enquiry etc.
- To conduct a domestic inquiry, prepare a statement by coordinating with the legal advisor, (collecting evidence, briefing witnesses), and appearing before the relevant committees for the suspended employees.
- Be the first point of contact for all employee grievances and conducting necessary investigation.
- Monitoring, counselling of habitual absentees and initiate necessary disciplinary action.
- Formation, announcement and conducting meetings of several committees to ensure team members involvement and their satisfaction like as Grievance Redressal Committee, Transport committee, Canteen Committee, Safety Committee and Sports committee. Sharing Key points of the same with management.
- Employee Connect Initiatives - where the employees can speak out any issues with HR for building culture of Trust, Fairness and Transparency in the organization and giving a feeling to employees that they are valued members of the organization.
STATUTORY COMPLIANCE’S:
- On line return Submission under the Factory Act & Labour Welfare Fund.
- Returns of HSPCB (Annual Return Form 4-Hazardous Waste & From 5 Environmental Statement) Returns on Sexual Harassment, Employment Exchange (ER-1) Quarterly Online Submission.
- Haryana State Employment of Local Candidate Act 2020 Registration and data updating work.
- Renewal the Factory License-online, Online Renewal of Registration Certificate under contract Labour. Online amendment if require in Factory license & registration Certificate. Contract Labour Act 1970. (Contract Labour Mgmt.),Revised Building Plan Approval, Factory License Amendment and renewal, Registration Certificate amendment and renewal,
- Statutory Compliance related EPF, ESIC, HSPCB, Various Labour Law, Fire NOC, Electricity Board, Police station, etc.
- HSPCB- CTE &CTO, Renewal Consent to Operate and HWM.
- Correspondence & Liaison with Govt. Labour Administration as ESIC, PF, Employment Exchange, Pollution Control Board, Fire Office etc. Maintaining various registers as Health Register, Register of over Time. Fine Register, Advance Register, Lime-washing Register, Bonus Register, Tight cloth Register, Inspection book etc.
- Implemented online mechanism and adherence to 100% statutory Labour Law compliance, maintained zero non-compliance under various Labour Laws and Environmental/Pollution Laws.
- Coordinated and make liaison with Govt. officials and regulatory bodies of Labour Office, Industrial Safety & Health, Pollution Control Board Authority, Fire office, HSIIDC for timely obtain necessary Govt. approvals.
- Hire Manpower through Fixed term employment agreement and through Contractor.
EMPLOYEE RETENTION & MANPOWER PLANNING:-
- Beginning of Financial Year circulating Manpower requisition to all HOD's for their new manpower requirement along with Business expansion.
- Responsible for developing a cost effective Manpower Planning, ensuring optimization of resources for all functions in all units.
- Guide and design retention strategies and ensure strategies are implemented in all functions and locations to ensure attrition rate is at the minimum.
EMPLOYEE COMPENSATION & BENIFITS:-
- Responsible for proactive approach with senior Management on the performance of the employee and development of reward structure in association with top Management.
- A competitive structure and policy guidelines on Employee Compensations & Benefits has been developed to adhere systematic approach in employee compensation management for employees.
TRAINING & ORGANIZATION DEVELOPMENT AND SUCCESSION PLANNING:
- Conducting Employee Orientation/ Induction program of new joinees at unit level.
- Preparation of Annual training budget (Training Cost & Administrative Expenses)
- Identifying Training Need Identification from HOD/ HOS at the starting of FY.
- Preparation of Annual Training Calendar.
- Coordinating with internal & external training faculty for the training programs (Soft Skill, Behaviour &Technical).
- Evaluation of effectiveness of training's/ workshops along with their 30 days & 90 days feedback.
- Maintain Individual & consolidate training record of employee’s.
- Quarterly Review of all Senior Management Positions for Job Rotation & Succession Planning by using Seven Key Elements (Identify Key Positions, Identify High Potential Employee, Design JD, Analysis the Gaps, Identify Training & development Plan, Implement Individual Development plan and Monitor & Evaluate performance)
- Formulation of Individual Development Plans (IDPs)
- Data collation of all recommendations suggested by CMD & HR Head.
- Culture Building Activities – Enhancing Employee Engagement for HIPO’s by conducting Outbound Training (OBT)
PERFORMANCE MANAGEMENT SYSTEM:
- Prepare JD’s, Organization Structure & KRA planning through Success Factor in the beginning of the FY, Mid-Year Review & Year - end assessment.
- Coordinate with the HOD/ HOS for implementation of Online PMS through Success Factor with ensuring that each & every employee’s KRA & KPI’s should be measurable & purely dependent upon individual performance.
- Fixation of roles& responsibilities, Competency mapping with help of HOD/ HOS.
- Increments, promotions, Annual Appraisal through on-line process.
- Launch and co-ordinate Annual Performance appraisal process.
EMPLOYEE ENGAGEMENT & WELFARE ACTIVITIES:
- Enhance to increase employee engagement activities like organizing Rewards & Recognition programs, Annual get together, birthday celebration, and Annual cricket league, uniforms & other Railways and Customs protocol.
- Securing provision of welfare amenities such as canteen, adequate rest room facilities, Drinking water facilities etc.
- Coordination of various committees-e.g. safety, Health &Environment Committee, Canteen Committee, Suggestion Committee, Sports Committee.
PAYROLL MANAGEMENT SYSTEM:
- Ensuring Biometric attendance compilation, for further regularization sending mails to employee’s who having miss or no punch during particular month, ensuring timely upload of Inputs for Wages & salary, over time administration & leave record through attendance & payroll through Savior.
- Hiring in Savior (Employee code, mail id, portal id, seating arrangement), meeting the incumbents & explaining them the joining kit, Induction Plan, Welcome message & awareness about Mentor-ship policy.
HR MIS & BUDGET:
- Maintaining monthly HR MIS and dashboard Budget V/s Actual pertaining to Talent Acquisition, Training and Development, HR activities & Manpower cost (per hire).
- Manpower & cost budget planning at the beginning of FY and ensure to get upload in BPC (Business Planning & Consolidation) template as well.
GENERAL ADMINISTRATION:
- Overall Administration of the office and plant – Vendor management likes as Transportation, Securities, Canteen, Housekeeping and Horticulture, Travel desk and ensures their agreements for fair business relation. Proper follow-up and coordinate to release the requisition and PO for all HR & Admin requirements.
- Manage building repair and maintenance, General Civil work, Assets management, facility management, Ensure timely invoice processing of vendors etc..
- Deciding structure for designing Mediclaim Policy and Group Term Life Insurance Policy.
- Empaneling vendors for payroll administration, labour and statutory compliance
- Grievance handling mechanism with ensuring zero failure in Admin Services.
- Booking of Vendor invoices which are pertaining to HR & Admin in CMC through generating PR & SES with ensuring timely transferring of payment.
- Expat Management/Responsible for Visa & FRRO Processing: - Sound Knowledge of the documents to get the Visa for different countries (Japan & China) from the Consulate or Embassy.