General Manager – HR & Administration

JOB DESCRIPTION – GENERAL MANAGER – HR \& ADMINISTRATION

Department

Human Resources \& Administration

Designation

General Manager – HR \& Administration

Department

HR \& Administration

Location

Head Office / All Units

Reporting To

Managing Director / Chief Executive Officer

Job Level

Senior Management

Experience

15–20 Years (Preferred)

Employment Type

Full-Time

Job Purpose

To lead and manage the overall Human Resources and Administration functions across the organization, ensuring effective manpower planning, recruitment, employee engagement, performance management, statutory compliance, industrial relations, employee welfare, and administrative operations. The role is responsible for developing HR strategies aligned with the company's business objectives and improving overall workforce productivity.

Key Roles \& Responsibilities

A. HR Strategy \& Management

• Develop and implement HR policies, procedures, and strategic plans.
• Align HR activities with the company's business goals and objectives.
• Prepare annual HR budgets and manpower plans.
• Advise management on HR matters and organizational development.
• Establish effective HR systems and processes across all units.

B. Recruitment \& Manpower Planning

• Identify manpower requirements in coordination with department heads.
• Develop effective recruitment and selection strategies.
• Monitor recruitment, onboarding, and induction processes.
• Ensure timely recruitment for critical and senior-level positions.
• Develop employee retention and succession planning strategies.

C. Employee Relations \& Engagement

• Maintain healthy employee relations across all departments and units.
• Handle employee grievances, disciplinary issues, and workplace conflicts.
• Conduct employee engagement and welfare activities.
• Develop effective communication between management and employees.
• Monitor employee absenteeism, attrition, and retention.

D. Performance Management \& Development

• Implement KPI-based performance appraisal systems.
• Monitor departmental and individual employee performance.
• Coordinate annual appraisals, promotions, increments, and transfers.
• Identify training needs and implement employee development programmes.
• Develop leadership and talent management initiatives.

E. Payroll \& Compensation Management

• Supervise monthly payroll processing and salary administration.
• Review salary structures, increments, incentives, and benefits.
• Ensure proper attendance, leave, overtime, and wage administration.
• Monitor payroll accuracy and timely salary disbursement.
• Ensure compliance with applicable wage and compensation requirements.

F. Statutory \& Legal Compliance

• Ensure compliance with applicable labour laws and statutory requirements.
• Supervise PF, ESI, gratuity, bonus, and other statutory benefits.
• Coordinate with Labour Department, Inspector of Factories, EPFO, and ESIC authorities.
• Ensure maintenance of statutory registers, returns, licences, and records.
• Coordinate statutory inspections, audits, and legal matters.
• Monitor factory compliance and labour-law developments.

G. Administration \& Facility Management

• Supervise overall administration activities at Head Office and factory units.
• Monitor housekeeping, security, transport, canteen, and hostel facilities.
• Ensure maintenance of buildings, infrastructure, and workplace facilities.
• Monitor employee safety, hygiene, and welfare facilities.
• Ensure effective utilization of administrative resources and expenses.

H. Training \& Organizational Development

• Develop annual training calendars for employees and managers.
• Conduct leadership development and managerial training.
• Improve employee skills, productivity, and work efficiency.
• Develop HR teams and establish departmental responsibilities.
• Promote a positive organizational culture and professional work environment.

I. Audit \& Compliance Management

• Coordinate buyer compliance audits and social compliance audits.
• Ensure closure of audit observations within the specified timelines.
• Monitor factory safety, health, welfare, and working conditions.
• Coordinate internal HR audits and administrative inspections.
• Maintain documentation and compliance records.

Key Performance Indicators (KPIs)

S.No.

KPI / Performance Area

1

Manpower planning and recruitment efficiency

2

Employee retention and attrition control

3

Payroll accuracy and timely salary processing

4

Statutory compliance and zero major violations

5

Employee grievance resolution

6

Training and employee development

7

Performance appraisal completion

8

Buyer audit and statutory audit compliance

9

Administration cost control

10

Employee welfare and satisfaction

11

HR team performance and development

12

Overall HR operational efficiency

Educational Qualification \& Experience

• MBA / Postgraduate Degree in Human Resource Management.
• 15–20 years of experience in HR \& Administration.
• Experience in the Garment / Textile / Manufacturing Industry is preferred.
• Strong knowledge of Indian labour laws and statutory compliance.
• Experience in handling multi-unit HR operations and large workforces.

Required Skills \& Competencies

• Strong leadership and decision-making skills.
• Excellent communication and interpersonal skills.
• Strategic HR planning and execution.
• Strong knowledge of labour laws and industrial relations.
• Conflict management and problem-solving skills.
• Payroll and HRMS knowledge.
• Analytical and reporting skills.
• Team management and coordination.
• Ability to handle management-level discussions.

Management Reporting \& Review

The General Manager – HR \& Administration shall submit the following reports to the Managing Director / CEO

• Monthly manpower and vacancy status.
• Monthly employee attrition and retention report.
• Monthly sa