Compliance and HR General Manager Job
Compliance and HR General Manager Job Responsibility -Preparation and implementation of deferent policies as require by the local law of the country and buyers’ COC such as company policy, worker’s hand book, leave policy, maternity benefit, disciplinary, procedures, grievance procedure, Salary/wages, safety employment policy, working hour etc...
Scope of HR General Manager Job
Detailed Task and Duties of HR General Manager
May kindly find attached draft of Organization Chart, Functional Job
Description with corresponding Job Specification, Manpower Plan and over
all Set–Up of HRM Department for your review and approval please. This draft
set-up has been initiated from your office based upon all basic facets of Human
Resources Management need to be operated in a labor intensive organization
specially of garments / textile manufacturing sector; having been practiced and
experienced by the undersigned during working in previous Companies.
- Recruitment, Identifying factory wise and office needs and staffing.Preparation and implementation of all policies related to Labour Law/ Compliance and buyers’ Code of Conduct.
- Commercial Manager will report GM
- Looking after all HR issues efficiently industry including recruitment and discharge of all employees
- Leave monitoring. Looking after all administrative matters timely and efficiently.
- Proper and efficient handling of all stores & equipment
- Ensure low production cost by planning appropriate manpower & salary structure, reducing overhead and other expenditures.
- Make healthy working environment in factory ensuring occupational safety and right to employees.
- Proximity card systemizing & monitoring and follow up.Other miscellaneous jobs as necessary.
- Note: Detailed Tasks and Duties are given separately.
- Design, implement and monitor different HP programs (Like Manpower planning, Recruitment & Selection, Re-sourcing & Development, Performance Management, Succession Planning etc) Required to plan, design, develop and implement annual training calendar for employees of for effective manpower development with an objective to updating individual knowledge & skill to meet short and long term requirements of the factory. HR General Manager maintain HRMIS ( Human Resource Management Information).
- To prepare & review the job descriptions of all employees of the factory
- Preparation & maintenance of personal records/file for all employees.
- Required to design, implement and update compensation and benefit structure of the employees as per law and policy of management.
- Lobour Law/Compliance and buyers’ Code of Conduct(COC)
- Strictly maintain & follow up the compliance policy & procedure and ensure that compliance is the regular practice of the factory. Creation of better environment as per buyers’ compliance observations. Responsible for detecting breach of Compliance in the factory and ensure immediate corrective actions.
- Participation committee meeting and follow up.To ensure fair labour law practice by the factory and dealing with the labour and administrative matters accordingly.
- To prepare and review social audit & technical audit cheek list on the basis of labour law and buyers COC.
- To discuss and negotiate with top management regarding non-compliance issues found during internal/external social audit. TO bring the attention of the top management regarding non-compliance isseus, if any, which needs attention and approval of higher authority to implement.
- Maintain liaison with all different buyers’ local audit team & third party auditors, know their contact phone numbers and maintain rapport.
- Prepare the Corrective Action Plan (CAP) on the basis of buyers’/third party’s Audit and ensure all corrective action in time as per submitted CAP/CAPAR. Must pursue and get the job done with in given time.
- Display all instructions in Notice Board as required by law and buyers’ COC.
- To maintain all resisters required by Law of the land, buyers’ and the Management.
- To ensure that manufacturing and management practices fully comply with the compliance requirement of customers as well as industrial statutory bodies.
- Maintain machine-man ratio as given by the management and try to reduce more gradually. Selection of manpower as per required skill by a committee and fix salary accordingly. Take approval of cases where necessary as per company policy.
- Talking to workers regularly while going round the floor to find out about their well being and any difficulties that they might be facing.
- All new workers enrolled must be interviewed before he/she is employed. She/he must be told about the duties to be performed, about the right/obligations, salary, working hours & overtime, leave, etc.
- Periodic interview of workers must be routinely done to find out about any difficulties of workers regarding their salary/dues /factory timings/toilet problems/dining area problems/family problems, etc.
- Ensure no ghost workers exist in factory and workers who work in factory and duly pain in time.
- To facilitate knowledge and skill development of the subordinates in order to improve their job effectiveness.
- Identifying weak areas in respect of administration liaison with Managing Director / Executive Director.To set measurable performance objectives for all employees and monitor tem accordingly. Introduce Appraisal System.
Administrative Issues
This set-up is of a central HR
department with its individual HR Section in the Units / Factories including
Corporate Head Office. The Central HR department need to be set up with little
re-structure. Unit wise HR Section also need to be re-structured with certain
new hires / transfer / re-location of job (being carried out by the concerned
persons presently working in Admin & Compliance department / Finance &
Accounts department / Medical section of Head Office or Factory. The factory HR
section might also require some new hires.
- Cost / expenditure follow up of factories.To ensure timely actions of all the administrative including the disciplinary actions and legal matters in relation to manufacturing operation.
- Ensure all types of licences / /permission ffro0m various authorities are always updated.
- Ensure discipline and grievance handling properly.
- Job description preparation for staffs. To monitor the activities of welfare team, fire team & medical team etc and ensure necessary support to these teams.
- Attend monthly Workers Welfare Committee meting regularly and bring the points to the notice of higher authority which cannot be ensured by factory lavel.
- Ensure to maintain good relationship between management and workers, To ensure cordial industrial relation which promoting a productive and disciplined work environment. To develop proper sense of responsibility and excellent work-ethics among the subordinate officers and workers, thereby reducing absenteeism and turnover rate.
- Welfare activities monitoring.To control absenteeism& late attendance.
- Proper house keeping of factory premises, dining rooms, canteen etc.
- Evolve system to avoid pilferages and wastages.
- Ensure leave to all concerned as admissible o\and maintain proper register
- Visit store regularly to find out state of fabric & accessories, ledger in out record, occasional checking of store balance of any particular item with ledger balance etc.
- Promotion and increment policy.To prepare monthly store consumption by store
- Maintain close supervision of Store and ensure efficient store management. Efforts must be taken to prepare Computerized Store accounting. Besides ,occasional random checking a periodic stock taking of stores must be carried out by a board in vary quarter in a year.
- Responsible for the timely repair & maintenance of all vehicles equipment, machinery and other appliances held by the unit. To plan and implement cost effective spares, accessories and consumables replacement. To establish appropriate corrective and preventive maintenance practices and procedures for improving plant availability, functional reliability and useful equipment life.
- Training: (a) Designing system and implementation. Ensure proper use & maintenance of Electronic Attendance System, where applicable and preparation of Salary using the same.
- End of HR General Manager
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