• Job Title: HR Manager.
• Company: Plastemart Jobs
• Job Type: Permanent
• Min. Education: Graduate - Degree
• Age:
• Work Experience: 8 to 10 Years
• Salary: INR 1,000,000 - INR 1,300,000 / Annum
• Job Location: Silvasa
• Contact Details: Plastemart Jobs
  K Shah
  Mumbai
  400093
  Maharashtra
  9920934783
  recruiter@plastemart.com
  www.jobsforplastics.com

Job Description

HR systems architecture — primary mandate
Design, document, implement and continuously improve the group’s HR systems in sequence: onboarding & induction; performance management; training & competency matrix; policies, grievance & disciplinary; and HR compliance. Each system is delivered with a defined process, a named owner, forms, records and a measurable adoption standard — a policy document alone is not a delivered system.

Recruitment
Own group-wide talent acquisition. Reduce agency dependence by building an owned candidate pipeline. Maintain the Hiring Tracker and the JD and scorecard library, and hold hiring managers to structured, scored interviews. Accountable for time-to-fill, fill-rate on time, offer acceptance and probation pass-through.

Training & competency
Build and maintain the group competency matrix by role and by unit. Establish skill-gap identification, the training calendar, delivery, effectiveness evaluation and record-keeping to a standard that satisfies BRCGS requirements.

Performance & talent
Implement a group performance management system aligned to the single January increment cycle and the 31 December six-month service cutoff. Own the process, calibration discipline and documentation quality. Compensation quantum decisions remain with the Managing Director.

HR compliance — statutory and BRCGS people-side
Full ownership of people-side compliance across both legal entities and all six units: labour-law registers and returns, contract-labour compliance, statutory registrations, POSH, and BRCGS people-side requirements including training records, hygiene and induction documentation, and audit readiness. Manages the retained labour-law consultant and escalates material statutory risk directly to the Managing Director.

Team leadership
Lead, structure and develop the HR team. Establish clear role definition, service standards and review cadence. Convert HR from a personality-dependent operation into a process-dependent one that runs without reliance on any individual.

HR data & reporting
Establish a single set of HR metrics reported monthly to the Managing Director: headcount and attrition by unit, cost per hire, time-to-fill, training completion, probation confirmation, and disciplinary and grievance trends.

Boundaries and guardrailsERP alignment is mandatory. IT and ERP sit with Business Transformation. HR systems that overlap ERP scope — payroll, attendance and employee master data — are Phase 2 and are not to be built independently. No workflow-automation tooling may be deployed against any process whose ERP scope is not yet locked. HR requirements are submitted to Business Transformation; they are not solved with parallel tools.
No shadow systems. Spreadsheets or standalone applications built as workarounds are not acceptable deliverables where an ERP module is planned.
Decision rights. Compensation quantum, structural organisation decisions and final approvals rest with the Managing Director. The Head of HR designs, recommends and implements; the Managing Director decides.
Documentation is group property. All systems, templates and records are held in the group repository, never in individual accounts or personal drives.

About Company

We are specializing in disposable plastic food packaging and service ware