Human Resource Consultant

Job description

An HR professional working at the intersection of **HR Operations**, **Recruitment (Talent Acquisition)**, and **Onboarding** in heavy process industriessuch as **Manufacturing, Metals, Cement, Chemicals, and FMCG**—operates in a high-volume, shopfloor-heavy, and compliance-strict environment. Unlike pure office or corporate HR, this role requires managing both blue-collar (factory workers, contractual labor, technicians) and white-collar (chemists, plant engineers, supply chain managers) workforces while ensuring zero downtime in production. 1. Recruitment & Talent Acquisition Roles Recruiting in heavy industries requires balancing high-volume blue-collar staffing with specialized technical hiring for plant operations. - **Workforce Planning & Sourcing:** - Partner with Plant Managers and Operations Heads to forecast hiring needs based on production capacity, shift targets, and plant expansions. - Source blue-collar/contractual labor through local vendors, ITIs (Industrial Training Institutes), contractor agencies, and local community outreach. - Source specialized white-collar roles (Chemical Engineers, Metallurgists, Process Engineers, Plant Safety Managers) via job portals, industrial networks, and headhunting. - **Selection & Technical Assessment:** - Organize skill tests, trade tests, and physical fitness assessments for technical and shopfloor roles. - Coordinate multi-round technical interviews with Plant Heads, Quality Assurance, and EHS (Environmental Health and Safety) leaders. - **Offer & Salary Fitment:** - Structure competitive compensation packages according to local labor market rates, industrial wage boards, and statutory wage guidelines. 2. Onboarding & Induction Roles In hazardous and production-critical environments, onboarding goes beyond filling paperwork—it is a critical safety and operational requirement. - **Safety & Compliance Induction:** - Coordinate mandatory **EHS (Environmental Health & Safety) & OHS (Occupational Health & Safety)** training before any worker steps onto the plant floor. - Ensure strict verification of medical fitness clearances, drug tests, and background checks required for high-risk zones (e.g., chemical handling, high-heat blast furnaces). - **Documentation & Verification:** - Manage statutory documentation, identity checks (Aadhaar, national ID), bank account linkage, and provident fund/insurance enrollment. - Maintain strict records for contractor workers to ensure compliance with local labor laws. - **Shopfloor Orientation:** - Conduct plant walk-throughs, introduce new hires to shift supervisors, and assign mentors/buddies for technical roles. - Distribute and log personal protective equipment (PPE) distribution with the safety team. 3. HR Operations Roles HR Operations in manufacturing environments revolves around daily attendance, shift management, payroll coordination, and strict legal compliance. - **Shift & Attendance Management:** - Oversee biometric, RFID, or gate-entry attendance systems for thousands of daily workers across multiple rotating shifts. - Manage overtime (OT) tracking, leave balances, shift rotation rosters, and absenteeism on the production line. - **Payroll & Contract Labor Management:** - Coordinate monthly wage and salary processing, calculating complex shifts, allowances (night shift, hazard pay), and OT. - Manage Third-Party Contract Labor Management Systems (CLMS), verifying contractor invoices and compliance before payout. - **Statutory Compliance & Audit:** - Maintain registers and file returns under key labor laws (e.g., Factories Act, Minimum Wages Act, Contract Labour Act, ESI/PF Acts). - Prepare records for factory inspector visits, client audits, and ISO/OHSAS certifications. - **Employee Relations & Floor Welfare:** - Address worker grievances on the shopfloor to prevent labor unrest or union disputes. - Oversee plant welfare facilities including employee canteens, transport, rest areas, first-aid stations, and occupational health centers (OHC).