Hr Executive And Recruiter

Role & responsibilities

1. Workforce Planning

• Assess manpower requirements in coordination with operations/production teams.
• Forecast labor needs based on seasonal demand, projects, or attrition.
  

2. Sourcing Candidates

• Build partnerships with local manpower agencies, ITIs (Industrial Training Institutes), and labor contractors.
• Post jobs on local job portals, WhatsApp groups, employment exchanges, and community boards.
• Participate in job fairs and conduct walk-in interviews in rural and semi-urban areas.
  

3. Screening and Selection

• Conduct initial screening interviews to evaluate basic skills, experience, and work eligibility.
• Perform basic aptitude or trade-specific skill tests when needed.
• Shortlist candidates based on job role, reliability, and physical fitness.
  

4. Compliance and Documentation

• Verify and collect necessary documents (ID proof, address proof, educational/trade certificates, police verification).
• Ensure compliance with labor laws such as
• Minimum Wages Act
• ESI & PF regulations
• Contract Labor (Regulation & Abolition) Act
  

5. Onboarding and Induction

• Conduct joining formalities and brief workers on company policies.
• Provide induction on safety rules, workplace conduct, and operational procedures.
• Issue ID cards, uniforms, and PPE (personal protective equipment) as applicable.
  

6. Contractor Coordination

• Coordinate with third-party labor contractors for supply and quality of manpower.
• Monitor contractor performance and compliance with legal and wage norms.
  

7. Retention and Welfare

• Address grievances and resolve issues related to wages, attendance, or working conditions.
• Coordinate welfare activities (canteen, transport, medical camps).
• Monitor absenteeism and turnover and take proactive steps to reduce them.
  

8. Training & Development

• Organize basic skill training or upskilling programs.
• Conduct workshops on safety, hygiene, and productivity improvement.
  

9. HR MIS and Reporting

• Maintain up-to-date records of blue-collar employees.
• Track attendance, overtime, wages, and contract labor usage.
• Generate reports for internal review and audits.
  

10. Disciplinary Management

• Assist in handling misconduct or disciplinary issues following company policies and labor law.

Preferred candidate profile

Experience: 2-3 yrs.

Industry: Manufacturing

Gender: Male

Educational Qualification: MSW/MA/MBA/MLM HR