HR Manager

WE ARE HIRING – HRCompany: Prasad Multi Services Pvt. Ltd. (PMS India) / TCLIFT

Department: Human Resources

Role: HR – Corporate, Project & Field Operations

Location: Ahmedabad, Gujarat / Project & Site Coordination as required

Employment Type: Full-Time

About the RolePMS India / TCLIFT is looking for a responsible and proactive HR professional who can manage the complete employee lifecycle while supporting corporate offices, workshops, project sites, service operations and field manpower.

The role requires close coordination with Management, Operations, Project/Site Teams, Accounts, Safety/EHS, Administration and IT to ensure that the right manpower, with the right skills and documentation, is available at the right location at the right time.

The HR professional will be responsible for manpower planning, recruitment, employee administration, attendance, leave, payroll inputs, compliance, site manpower coordination, employee relations, performance management, training, HR documentation, MIS and digital HR processes.

• Key Roles & Responsibilities1. Manpower Planning & RecruitmentUnderstand manpower requirements from Management, Department Heads, Project Managers and Site Teams.
• Prepare manpower plans for office, workshop, project sites and field operations.
• Recruit suitable manpower for engineering, service, technical, operator, supervisor, safety, driver, helper, administrative, commercial and other positions.
• Maintain a recruitment pipeline for frequently required field and technical positions.
• Conduct preliminary screening of candidates.
• Coordinate technical and final interviews with concerned departments.
• Verify candidate qualifications, work experience, certifications and previous employment details.
• Maintain candidate databases and recruitment records.
• Coordinate preparation and issuance of offer letters and appointment letters after approval.
• Track open vacancies and recruitment status.
• 2. Employee Joining & OnboardingManage complete joining formalities for new employees.
• Collect and verify Aadhaar, PAN, bank details, educational certificates, experience certificates, photographs, emergency contact details and other required documents.
• Verify role-specific licences and certifications wherever applicable.
• Create employee records in HR/ORECS.
• Allocate employee code, department, designation, reporting manager and work location.
• Conduct employee induction covering company policies, attendance, leave, reporting structure and employee responsibilities.
• Coordinate issuance of employee ID cards, uniforms, PPE, SIM/mobile/device, laptops and other company assets wherever applicable.
• Ensure site and field employees receive project-specific instructions before deployment.
• 3. Employee Master Data ManagementMaintain complete and accurate employee master data.
• Maintain employee code, designation, department, reporting manager, joining date and work location.
• Maintain current project/site allocation and employee contact information.
• Maintain bank information, salary structure and employment status.
• Maintain active and inactive employee records separately.
• Ensure joining, transfer, promotion and separation information is updated promptly in HR/ORECS.
• 4. Attendance ManagementMonitor employee attendance through the approved attendance system.
• Track IN/OUT attendance, late coming, early departure and missing attendance.
• Monitor office, project and site attendance.
• Maintain weekly-off and holiday attendance records.
• Coordinate correction of attendance discrepancies with employees and Reporting Managers.
• Monitor employees working across multiple sites and locations.
• Finalise monthly attendance before payroll processing.
• Maintain proper records and approvals for attendance adjustments.
• 5. Leave ManagementMaintain employee leave balances.
• Manage applicable leave categories including PL, CL, SL, Leave Without Pay and Compensatory Off.
• Verify leave applications and approval status.
• Ensure leave balances are credited and debited correctly.
• Maintain opening, accrued, utilised and closing leave balances.
• Apply sandwich leave, holiday and weekly-off rules according to company policy.
• Generate employee-wise and department-wise leave reports.
• Coordinate with Reporting Managers regarding excessive absenteeism and unauthorised leave.
• 6. Payroll CoordinationPrepare and verify monthly payroll inputs.
• Coordinate attendance, paid days, leave and Loss of Pay data.
• Compile overtime, incentives, allowances and reimbursements.
• Maintain records of employee advances, loans and deductions.
• Coordinate salary changes, increments and revisions after Management approval.
• Verify salary sheets before processing.
• Coordinate with Accounts for salary payments.
• Maintain employee salary revision history.
• Provide payslips and salary-related information to employees.
• 7. Statutory & Labour ComplianceCoordinate statutory compliance applicable to employees and manpower deployed at projects.
• Maintain required employee documentation related to PF and ESIC.
• Coordinate Professional Tax and Labour Welfare requirements.
• Maintain necessary information relating to Bonus, Gratuity and Minimum Wages.
• Coordinate contractor labour documentation wherever applicable.
• Coordinate statutory requirements with Accounts, consultants and Management.
• Maintain compliance documents required by customers and project sites.
• Ensure all documents required for site mobilisation are available, complete and valid.
• 8. Site & Project Manpower ManagementMaintain employee-to-project/site mapping.
• Coordinate manpower deployment with Project Managers and Site Teams.
• Track employee transfers between different projects and sites.
• Maintain mobilisation and demobilisation records.
• Ensure employee documentation is submitted before site entry.
• Coordinate accommodation, travel and joining arrangements wherever applicable.
• Track availability of operators, technicians, engineers and other field manpower.
• Identify manpower shortages before they affect project operations.
• Maintain substitute and backup manpower plans for critical positions.
• Coordinate with Site Managers regarding attendance, discipline and manpower performance.
• 9. Training & Skill DevelopmentIdentify employee training requirements in coordination with Department Heads.
• Coordinate safety training.
• Coordinate technical and equipment-related training.
• Coordinate operator and service/maintenance training.
• Coordinate ORECS/TCLIFT application training.
• Support behavioural and communication training.
• Maintain employee training records.
• Maintain employee skill matrices.
• Track technical certifications and expiry dates.
• Coordinate refresher training whenever required.
• 10. Performance ManagementCoordinate periodic employee performance reviews.
• Maintain employee KPI/KRA records.
• Collect performance feedback from Reporting Managers.
• Track attendance and employee discipline.
• Monitor work quality and productivity.
• Track technical capability and safety compliance.
• Maintain customer and site feedback relating to employees.
• Coordinate employee confirmation after completion of probation.
• Maintain increment, promotion and appraisal records.
• Identify employees requiring improvement plans or additional training.
• 11. Employee Relations & Grievance HandlingAct as a coordination point between employees and Management.
• Handle employee queries related to salary, attendance and leave.
• Support employees regarding site transfers and accommodation.
• Handle queries related to reporting structures and company policies.
• Record and resolve employee grievances.
• Escalate serious employee matters to Management.
• Maintain confidentiality of employee-related information.
• Support positive communication between field employees, office teams and Management.
• 12. Employee DisciplineMonitor absenteeism, misconduct and repeated policy violations.
• Coordinate employee counselling with Reporting Managers.
• Prepare and coordinate warning letters where required.
• Coordinate show-cause notices and other disciplinary communication after Management approval.
• Maintain records of disciplinary actions.
• Ensure disciplinary actions follow company policy and applicable labour requirements.
• 13. Employee Transfer & DeploymentProcess employee transfers between projects, sites, departments, branches and business verticals.
• Update Reporting Manager and work location in the HR system.
• Coordinate transfer communication with existing and new Reporting Managers.
• Ensure employee assets are properly transferred.
• Coordinate accommodation changes where applicable.
• Ensure project and site documentation is properly transferred and updated.
• 14. Separation & Full-and-Final SettlementReceive and record employee resignations.
• Coordinate notice-period requirements.
• Obtain required departmental and Management approvals.
• Coordinate work handover.
• Ensure recovery of company assets.
• Obtain clearance from Reporting Manager, IT, Stores, Accounts, Administration and Project/Site teams wherever applicable.
• Update employee status and last working date.
• Coordinate Full & Final Settlement with concerned departments.
• Coordinate issuance of relieving and experience letters after required approvals.
• Conduct exit interviews wherever required.

15. HR DocumentationMaintain systematic physical and digital HR records, including:

• Employee personal files
• Offer letters
• Appointment letters
• Salary revision letters
• Promotion letters
• Transfer letters
• Warning letters
• Experience letters
• Relieving letters
• Training records
• Performance/appraisal records
• Statutory documents
• Attendance records
• Leave records
• Employee asset records

Wherever possible, documents should be maintained digitally through ORECS or the approved document-management system.

16. HR MIS & Management ReportingPrepare and maintain regular HR reports covering:

• Total manpower
• Active employees
• New joiners
• Employee exits
• Department-wise manpower
• Site-wise manpower
• Designation-wise manpower
• Attendance
• Leave and leave balances
• Overtime
• Salary summaries
• Recruitment status
• Open vacancies
• Employee turnover
• Absenteeism
• Training completed/pending
• Employee document expiry
• Probation confirmation due
• Contract renewal due
• Employee transfers
• Manpower deployment

Provide Management with meaningful and actionable HR information instead of only raw employee data.

17. Interdepartmental CoordinationOperations: Coordinate manpower deployment, attendance and employee availability.

Project / Site Teams: Coordinate site joining, transfers, manpower shortages and employee issues.

Accounts: Coordinate salary, reimbursement, advances, deductions and Full & Final Settlement.

Safety / EHS: Coordinate employee safety training, PPE and statutory site requirements.

Administration: Coordinate travel, accommodation, uniforms, ID cards and employee facilities.

IT: Coordinate employee login creation, system access, mobile application access and company asset allocation.

Management: Provide manpower planning reports, HR MIS, recruitment updates and employee-related recommendations.

• 18. ORECS / Digital HR ResponsibilitiesMaintain accurate and updated employee information in ORECS.
• Manage employee master data.
• Monitor attendance through the approved digital system.
• Monitor leave entries and approvals.
• Verify employee leave balances.
• Maintain employee documents digitally.
• Update employee joining and leaving information.
• Maintain designation and department mapping.
• Maintain employee site/project allocation.
• Maintain Reporting Manager mapping.
• Coordinate HR reports and salary-related data through approved digital workflows.
• Ensure employee status is regularly updated.
• Avoid unnecessary parallel manual records where the same information is reliably maintained in ORECS or the approved HR system.

19. HR Review & Operational MonitoringThe HR role will be expected to maintain regular review mechanisms covering:

Daily

• Attendance exceptions
• Urgent manpower deployment
• New joining and site-entry requirements
• Employee grievances and urgent HR matters

Weekly

• Open vacancies
• Recruitment pipeline
• Site transfers
• Manpower shortages
• Pending employee documents
• Pending training requirements

Monthly

• Attendance closure
• Payroll inputs
• Leave balances
• Statutory compliance coordination
• HR MIS
• Management review

Quarterly / Periodically

• Employee performance and appraisals
• Skill matrix review
• Training plans
• Succession and backup manpower planning
• HR policy review

Role ObjectiveThe HR function at PMS India / TCLIFT is not limited to administrative HR activities. The person will work as an integrated part of business operations, combining manpower planning, recruitment, employee management, site coordination, compliance, payroll coordination, HR systems and employee engagement.

The primary objective is to ensure that the organisation has the right manpower, with the right skills and documentation, at the right project/location and at the right time, while maintaining discipline, compliance, accurate HR records and a positive employee experience.

About PMS IndiaPrasad Multi Services Pvt. Ltd. (PMS India) provides services to the construction, infrastructure and manufacturing industries, supported by equipment, technical expertise and trained manpower.

Key business areas include:

• Construction Machinery Rental
• Ready Mix Concrete
• Operation & Maintenance
• Annual Maintenance Contracts
• Pile Foundation Services
• Scaffolding
• Equipment Sales, Parts & After-Sales Services

Website: www.pmsindia.in