Website:
nvistra.com
Job details:
Company Description
Our client is one of India’s leading pharmaceutical machinery manufacturers, headquartered in Ahmedabad, Gujarat. Established in 2004, the company designs, manufactures, and exports a comprehensive range of process equipment for the pharmaceutical, nutraceutical, chemical, and food industries. With over 1,000 machines installed across 65+ countries and a 10,000 m² manufacturing facility, the company serves 800+ global clients with solutions spanning granulation, drying, mixing, milling, tabletting, coating, pelletizing, material conveying, CIP/WIP washing systems, and process automation.
Key Responsibilities
Talent Acquisition & Workforce Planning
- Own the end-to-end recruitment lifecycle for all levels — from shop floor operators, fitters, welders, and CNC machinists to design engineers, quality professionals, sales managers, and C-suite hires.
- Build robust sourcing channels including ITI/polytechnic campus recruitment for skilled trades, engineering college partnerships, Naukri/LinkedIn for professional roles, and headhunting for senior leadership positions.
- Establish and track recruitment KPIs including time-to-fill, cost-per-hire, offer acceptance rate, and quality-of-hire metrics.
Performance Management & Organisational Development
- Design and implement a structured performance management system (PMS) with clear KRAs, KPIs, and competency frameworks tailored to manufacturing, engineering, sales, and support functions.
- Drive the annual appraisal cycle including goal setting, mid-year reviews, annual assessments, and calibration sessions with department heads.
- Develop career progression frameworks and succession plans for critical roles across manufacturing, quality, design, and sales departments.
Compensation, Benefits & Payroll Governance
- Design and benchmark competitive compensation structures (CTC, variable pay, incentive schemes) for both white-collar and blue-collar roles, aligned with Ahmedabad / Gujarat market norms.
- Ensure salary structures comply with the New Labour Codes (wages comprising minimum 50% of CTC), EPF, ESI, professional tax, and gratuity requirements.
- Oversee payroll processing and ensure timely, accurate salary disbursement by the 7th of each month as mandated.
- Manage employee benefits administration including group mediclaim, personal accident insurance, leave encashment, and LTA.
- Conduct annual compensation benchmarking studies and present recommendations to the Managing Director and Board.
Statutory Compliance & Labour Law
- Ensure full compliance with all applicable Indian labour legislation including the Factories Act 1948, Gujarat Factories Rules, Industrial Disputes Act, Payment of Wages Act, Payment of Bonus Act, Minimum Wages Act, and the Contract Labour (Regulation & Abolition) Act.
- Oversee compliance with the four New Labour Codes (Code on Wages, Industrial Relations Code, Social Security Code, and Occupational Safety Code) as implemented from November 2025.
- Manage EPF, ESI, and professional tax registrations, contributions, and filings across all employee categories.
- Maintain all statutory registers, records, and returns required under the Factories Act and Shops & Establishments Act.
- Liaise with the Labour Commissioner, Factory Inspector, ESI Corporation, and EPFO on inspections, audits, and dispute resolution.
- Ensure compliance with the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 — including constitution and functioning of the Internal Complaints Committee (ICC).
Employee Relations & Engagement
- Build and maintain positive employee relations across the manufacturing floor and corporate office, serving as a trusted bridge between management and the workforce.
- Develop and implement employee engagement programmes including recognition schemes, team-building activities, festivals, and milestone celebrations.
- Manage the grievance redressal mechanism, ensuring timely and fair resolution of employee concerns and disputes.
- Handle disciplinary proceedings, domestic enquiries, and termination processes in compliance with standing orders and natural justice principles.
- Monitor and manage contract labour compliance, ensuring principal employer obligations are met under the Contract Labour Act.
Learning & Development
- Design and execute a structured training calendar covering technical skills (welding, CNC, assembly), quality awareness (GMP, ISO), safety protocols, soft skills, and leadership development.
- Manage the apprenticeship programme under the Apprentices Act 1961, including registration with RDAT/BOAT, stipend management, and trade testing coordination.
- Coordinate with external training providers, industry bodies (CII, FICCI, GCCI), and government skill development schemes (PMKVY, Gujarat Skill Development Mission).
- Track training effectiveness through pre/post assessments, on-job application, and impact on productivity and quality metrics.
- Support the Plant Head in building a multi-skilled workforce through cross-training and job rotation programmes on the shop floor.
HR Operations & Administration
- Establish and maintain a comprehensive HR policy manual covering attendance, leave, travel, code of conduct, anti-harassment, whistleblower, and disciplinary policies.
- Implement and manage HRMS/HRIS systems for employee data management, attendance tracking, leave management, and payroll integration.
- Oversee general administration functions including facility management, security, canteen, transport, and housekeeping services for the manufacturing facility.
- Manage the employee lifecycle end-to-end: onboarding, induction, confirmation, transfers, separations, full and final settlement, and exit interviews.
- Ensure compliance with the Digital Personal Data Protection Act, 2023 regarding employee personal data collection, storage, and processing.
Health, Safety & Welfare
- Partner with the Plant Head and Safety Officer to maintain a robust EHS (Environment, Health & Safety) management system compliant with the Factories Act and Gujarat state regulations.
- Ensure statutory welfare amenities are provided as mandated: drinking water, canteen, rest rooms, first aid, creche (if applicable), and safety equipment.
- Coordinate ESI dispensary access, medical check-ups, and occupational health surveillance for factory workers.
- Drive safety culture initiatives including safety committee meetings, toolbox talks, safety week celebrations, and incident reporting mechanisms.
- Maintain records of accidents, dangerous occurrences, and occupational diseases as required under the Factories Act and Workmen’s Compensation Act.
Industrial Relations (IR) & Union Management
- Develop and drive a comprehensive Industrial Relations strategy aligned with organisational objectives, ensuring a stable, productive, and compliant work environment across the manufacturing facility.
- Act as the primary interface between management and labour unions, leading collective bargaining, wage negotiations, and long-term settlements while balancing business sustainability with workforce expectations.
- Manage industrial disputes, grievances, and conflict situations through structured dialogue and negotiation, including handling strikes, lockouts, and work stoppages with minimal operational disruption.
- Advise leadership on IR risk mitigation through proactive workforce engagement, sentiment analysis, and early identification of potential conflicts.
- Ensure adherence to Standing Orders, collective agreements, and disciplinary frameworks, and represent the organisation in conciliation proceedings and statutory forums in coordination with legal counsel.
- Drive initiatives to strengthen shop-floor culture through structured interactions, joint consultative forums, and transparent communication, while maintaining comprehensive documentation of IR matters for legal and audit purposes.
Qualifications & Requirements
Experience
- 15–20 years of progressive HR experience, with at least 7–10 years as HR Head or senior HR Business Partner in a manufacturing environment.
- Mandatory experience in a factory / plant setting managing both white-collar and blue-collar workforces under the Factories Act.
- Strong background in Indian labour law compliance, statutory audit management, and liaison with labour authorities in Gujarat.
- Demonstrated experience in talent acquisition for skilled trades (welders, fitters, machinists, electricians) in the Gujarat / Western India industrial belt.
- Track record of building HR systems and processes in a growing mid-size manufacturing company (200–500 employees).
Technical Skills
- Proficiency in HRMS/HRIS platforms (SAP HCM, greytHR, Keka, Darwinbox, or equivalent).
- Strong working knowledge of Indian payroll, taxation (TDS on salary), EPF/ESI portals, and statutory filing processes.
- Advanced Microsoft Excel and PowerPoint skills for HR analytics, dashboards, and Board-level presentations.
- Familiarity with applicant tracking systems (ATS) and recruitment platforms (Naukri, LinkedIn Recruiter).
- Understanding of ISO 9001 / GMP documentation requirements as they relate to HR training records and competency matrices.
Core Competencies
- Strong leadership presence with the ability to influence and partner with the Managing Director, Board, and department heads as a strategic HR advisor.
- Exceptional interpersonal skills with the ability to connect equally with shop floor workers and senior management.
- Deep empathy, fairness, and integrity in handling sensitive employee matters, disputes, and disciplinary actions.
- Data-driven approach to HR with the ability to translate people metrics into business insights and action plans.
- High energy and hands-on execution orientation — comfortable being on the factory floor as much as in the boardroom.
- Fluency in Gujarati and Hindi is strongly preferred given the workforce composition; English proficiency is mandatory.
Compensation & Benefits
The compensation for this position will be competitive and attractive, commensurate with qualifications, experience, and current compensation.
Email: neethu@nvistra.com
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