HR Generalist – Plant HR, Employee Relations & Compliance

About the Role

Celestix Industries is looking for a hands-on HR Generalist / Plant HR Executive to manage day-to-day HR operations at our manufacturing facility.

This is a factory-based manufacturing HR role, not a corporate HR desk position.

The person joining us will work closely with production employees, supervisors, department heads, contractors and plant management. The role covers recruitment, workforce management, attendance management, payroll coordination, employee relations, industrial relations, contract labour management, statutory compliance and general HR administration.

We are looking for someone who is comfortable being present on the shop floor, speaking directly with employees and supervisors, resolving workforce issues and taking ownership of plant HR operations.

Key Responsibilities

1. Plant HR Operations & HR Administration

• Manage day-to-day HR activities for the manufacturing facility.
• Act as the primary HR contact for employees, supervisors and department heads.
• Maintain accurate employee records and HR documentation.
• Ensure company HR policies and procedures are followed across the plant.
• Maintain discipline and professional workplace practices on the shop floor.
• Handle employee queries and resolve routine HR matters independently.

This position requires practical HR operations experience and an understanding of how HR administration supports production and factory workforce management.

2. Recruitment & Manpower Planning

• Coordinate manpower requirements with Production, Quality, Engineering, Stores, Maintenance and other departments.
• Handle recruitment for operators, technicians, supervisors and staff positions.
• Source candidates through job portals, consultants, referrals, walk-ins and local recruitment channels.
• Conduct initial screening and coordinate interviews with department managers.
• Follow up with selected candidates until joining.
• Manage onboarding, documentation, induction and employee orientation.
• Maintain manpower requirement and recruitment status reports.
• Support bulk and blue-collar hiring when production requirements increase.

Experience with blue-collar recruitment, shop-floor recruitment, manpower planning and worker recruitment is particularly relevant to this role.

3. Attendance, Shift & Payroll Coordination

• Maintain and review employee attendance.
• Monitor:
  • Late coming
  • Absenteeism
  • Leave
  • Overtime
  • Shift attendance
  • Weekly offs
  • Missing punches
  • Unauthorized absence
• Coordinate monthly payroll inputs.
• Verify attendance, overtime, incentives, deductions and leave information before payroll processing.
• Coordinate with payroll/accounts teams for salary-related corrections.
• Resolve employee attendance and payroll queries.

Strong understanding of time and attendance management, leave management, shift attendance, attendance reconciliation and payroll coordination is important.

The position is responsible for accurate payroll inputs and coordination, rather than independently managing the entire payroll function.

4. Employee Relations & Industrial Relations

• Maintain regular interaction with shop-floor employees.
• Handle employee grievances professionally and promptly.
• Work with supervisors and department heads to resolve workforce issues.
• Monitor employee morale and workplace concerns.
• Conduct counselling where required.
• Support disciplinary processes.
• Prepare and maintain documentation including:
  • Warning letters
  • Counselling records
  • Show-cause notices
  • Disciplinary documentation
  • Employee acknowledgements
• Conduct exit interviews and understand reasons for employee turnover.

Practical employee relations and industrial relations experience is important for maintaining a disciplined and productive manufacturing environment.

The candidate should be comfortable with employee grievance handling, shop-floor employee relations, worker relations and employee discipline.

5. Contractor & Contract Labour Management

• Coordinate with labour contractors and manpower agencies.
• Monitor contractor manpower deployment.
• Verify contract employee attendance and working hours.
• Ensure contractor documentation is complete and maintained.
• Monitor compliance requirements relating to contract labour.
• Coordinate replacements when contractor manpower falls below requirements.
• Track contractor performance and manpower availability.

This includes hands-on contract labour management, labour contractor management, contractor workforce coordination and manpower management in a manufacturing environment.

6. Labour Law & HR Statutory Compliance

The candidate should have practical working knowledge of statutory requirements applicable to a manufacturing facility, including:

• PF / EPF
• ESIC
• Bonus
• Gratuity
• Minimum Wages
• Contract Labour requirements
• Factory-related labour requirements
• Leave and working-hour requirements
• Overtime compliance
• Wage and attendance records

The HR Generalist will work with internal teams and external consultants where required but should understand labour law compliance, HR statutory compliance, factory compliance and contract labour compliance well enough to identify issues before they become problems.

7. HR Documentation & Audit Support

• Maintain required HR registers, records and employee files.
• Ensure documentation is audit-ready.
• Support:
  • Internal audits
  • Customer audits
  • ISO audits
  • Statutory inspections
  • Labour compliance audits
• Track corrective actions relating to HR findings.
• Maintain employee documents and statutory records in an organized manner.

Maintaining accurate documentation is essential for effective HR operations, statutory compliance and audit readiness.

8. HR MIS & Reporting

Prepare regular HR MIS reports covering:

• Total manpower
• Department-wise manpower
• Permanent employees
• Contract employees
• Attendance
• Absenteeism
• Overtime
• Attrition
• New joiners
• Employee exits
• Recruitment status
• Open manpower requirements
• Payroll inputs
• Employee turnover
• Contractor manpower
• Training
• Performance management

The candidate should be comfortable working with Microsoft Excel, HR MIS reporting and workforce management data, not only administrative paperwork.

9. Performance Management

• Coordinate the employee performance review process.
• Follow up with managers for timely completion of reviews.
• Maintain performance documentation and records.
• Assist in identifying low performers and improvement requirements.
• Support Performance Improvement Plans where required.
• Track employee confirmation and probation reviews.

10. Employee Engagement & Training

• Conduct new employee orientation and induction.
• Coordinate employee training programs.
• Maintain training records.
• Support employee engagement initiatives.
• Conduct HR awareness sessions when required.
• Help build a professional, disciplined and productive manufacturing culture.

Required Experience

Candidates should have approximately 3–5 years of hands-on HR experience.

Experience in a manufacturing, factory, engineering, automotive, electrical, electronics, industrial or similar environment is strongly preferred.

The candidate should have personally handled several of the following:

• Plant HR
• Factory HR
• HR Operations
• Recruitment
• Blue-Collar Recruitment
• Attendance Management
• Payroll Inputs and Coordination
• Contract Labour Management
• Employee Relations and Grievance Handling
• Industrial Relations
• Labour Law Compliance
• HR MIS
• Employee Onboarding
• Performance Management
• Disciplinary Documentation
• Contractor Management

Required Skills

Strong Plant HR & Manufacturing HR Knowledge

You should understand how HR functions inside a manufacturing facility where manpower availability, attendance, shifts, employee relations and workforce management directly affect production.

Recruitment Capability

You should be comfortable independently sourcing and following up with candidates rather than depending entirely on recruitment consultants.

Experience in blue-collar recruitment and shop-floor manpower requirements is particularly valuable.

Employee Relations & Shop-Floor Workforce Handling

You should be able to confidently communicate with:

• Operators
• Helpers
• Technicians
• Supervisors
• Engineers
• Managers
• Contractors

Strong interpersonal skills, employee grievance handling and the ability to maintain shop-floor discipline are essential.

Labour Law & Statutory Compliance

Practical understanding of statutory compliance related to manufacturing employees and contract labour is required.

Knowledge of PF / EPF, ESIC, factory-related labour requirements and applicable labour law compliance is important.

Excel, HR MIS & Attendance Systems

Candidates should be comfortable preparing and analyzing HR reports using Microsoft Excel.

Experience with HRMS, ERP or attendance management software will be preferred.

Qualification

Bachelor's degree in:

• Human Resources
• Business Administration
• Commerce
• Management
• Similar discipline

MBA / PGDM / Postgraduate Diploma in Human Resources will be preferred but is not mandatory for candidates with strong practical manufacturing HR experience.

Preferred Candidate Profile

We would particularly like to hear from candidates currently working as:

• Plant HR Executive
• HR Executive
• HR Generalist
• Factory HR Executive
• HR & Admin Executive
• Senior HR Executive
• HR Operations Executive
• HR Officer
• Personnel Officer
• Industrial Relations Executive

Candidates from manufacturing industries such as the following are preferred:

• Automotive components
• Wiring harness
• Electrical components
• Electronics
• Engineering products
• Injection molding
• Sheet metal
• Cable manufacturing
• Consumer appliances
• Industrial manufacturing

What Success in This Role Looks Like

A successful HR Generalist in our manufacturing operations will help ensure that:

• Production departments receive manpower when required.
• Attendance and payroll data are accurate.
• Shop-floor employee issues are resolved quickly.
• Recruitment positions do not remain unnecessarily open.
• Contract manpower is properly managed.
• HR records remain audit-ready.
• Statutory compliance requirements are followed.
• Employee absenteeism and attrition are actively monitored.
• Managers receive useful HR data rather than only paperwork.
• HR is visible and active on the factory floor.

Who Should Apply

This role will suit someone who enjoys hands-on plant HR, manufacturing HR operations, employee relations, industrial relations and workforce management and wants responsibility rather than a narrowly defined corporate HR function.

If you are comfortable moving between recruitment, employee relations, attendance management, payroll coordination, contract labour management, statutory compliance and shop-floor HR, we would like to hear from you.