SOVAN GUHA THAKURTA

Salary and wage administration- Salary component, monthly salary processing, employee reimbursement, Additional Employee Allowances, Employee loans and Advance, Employee TDS, LTA, over time and C-off calculations, Deductions for Early going and Late coming, Leave Calculations, Accumulations, Time office and Shifts controls, & Full and final settlements.

PMS Process- Annual performance review and increment process of employees with bel curve method, coordination with department HOD for setting of Employees KRA.

Staffing and Recruitment Working on Requisition from Dept, screening and shortlisting the candidates, Conducting Technical and commercial interviews, Salary Negotiation, CTC Designing, Employee Reference Check, offer letter, appointment, Joining Formalities, Induction, exit formalities.

Training and Development- Conducting in-house training session as per yearly training calendar for staff and workers to boost the performance of employees, Which helps to employee to perform a particular procedure with accuracy, while development helps to take decision making and Communications. Conducting Motivational seminars and speeches.

Disciplinary actions- Employees Counseling on their performance, Misbehavior while shop floor operations, Conflict Resolution, Misconducts, show cause, warning letter, and all disciplinary proceedings for unionized Workers and employees.

Statutory compliance- EPF Challans and ensuring remittance within time, Monthly PT Deductions, Employee Bonus, Gratuity, Employee MLWF, annual returns and all government payments which is a part of legal or statutory compliance.

Dealing with Local Level Administration - Dealing with local leaders, villagers for their grievances and coordination for CSR activities and participation in village level company events.

Employee engagement & Welfares- Employee farewell, organizing annual and monthly functions in company. Employee Rewards and appreciation. Inter department Competitions, Company tours etc. Employee Workplace Grievances and suggestions tools, Employee Sanitation and Medi Care.

Employee Mediclaim Policies- Mediclaim Cashless and Reimbursement procedures, Coordination with hospital staffs and Insurance higher authority for Claim Settlement.

Counselling to employees in their medical and health related issues.

Contract Labour Management- Day to day head counts , PF details & compliances validations , settling a Contractors monthly Bill, Contract Agreements, Manpower optimization for continuous process Plant.

Security Management and Gate Control – Visitors and control over employee gate passes including early going and late coming. Security agreements, Security Guards and Supervisor Validation as per PSARA. ESIS / PF details & compliances validations , settling a Security Agency monthly Bill, Contract Agreements.

1. Land Matters & Acquisition.

2. Acquisition Compliance.

3. Land MIS & Monthly Reports.

4. G.P Tax & NAA Tax & NU Tax.

5. Legal Matters & Court cases.

7. Co-operative Store, Other activities .

8. liaisoning, Image Building & Safety .

9. Preparation, review and negotiation of various contracts documentation pertaining to acquisition of land, vendor contracts, MOUs, Term Sheets, etc. for the plant.
10. Carry out legal due diligence of lands across various locations and vetting of legal documentation for acquisition.
11. Evaluate, strategize and manage the ongoing litigations and provide comprehensive suggestions/ solutions in the best interests of the company.
12. Interacting and mitigating legal issues to execute the land acquisition processes with reputed lawyers and law firms.
13. To work with external lawyers to resolve legal & land related issues.
14. To coordinate and liaise with internal and external stake holders for the smooth legal clearances , acquisition and settlement.

Recruitment: Recruit employees as per the organization requirement Process through SeamEx and ensure their Joining Formalities including complying the documentation part of Nischint & Sunischint , GMC & GPA, Poornata Forms , PF & Gratuity Forms and Nominations etc. Also to complete the F&F settlement of IRS or exit candidates.

HRMIS, ERMIS & Legal MIS : To compile the report and to keep track of the same every month.

Wage and salary administration: KRONOS Administration and Bill Checking and processing for payment for the Contract Workmen. Ensure timely payments through Banks on scheduled dates to contractual workmen through Contractors as per statutory requirement and as per policy laid down by the Unit. Also, ensure salary payment on

RPM Budget: To make provisions for the Manpower Budget taking care of all components like wages, P.F & ESI, Bonus, Gratuity and allowances etc.

KRONOS (Contract Workforce Management System): 100% Implementation contractual workmen of both categories i.e. BSR & Non-BSR in Kronos at Dankuni Cement Works.

HR Policies/ Procedures: To plan, organize and assist GUH and SH (HR) in implementing the HR Police and procedures applicable for the Grinding Unit. Implementation of Vibes Action Plan along with strengthening actions on EVP Organizational image building / Community development.

Employee Relations

• Organizing and coordinating for various employee activities; outings, sports, birthday celebrations, annual functions, get together etc.
• Encouraging employees to participating in the suggestion scheme by making personal visit and arranging weekly / fortnightly/ monthly communication meeting with the employees.
• Setting up effective systems for grievance handling.
• Coordinating for ladies club activities
• Hosting the company events

Performance Management System

• Participating in goal setting, identifying L&D needs and completing appraisal cycle in timely manner

· Designing of drafting Job Descriptions for the employees by closely working with the respective department head's and Preparing KRA (Key Result Areas).

· Coordinating with the department heads for the smooth implementation of the process

· Coordinating in the annual and mid-term review of performance of employees and responsible for timely closure

Learning & Development

· Identifying the Training needs across levels by analysis based on appraisal reports, PDD, TR, feedbacks & conducting various training programs.

· Conceptualizing & designing Training programs & Development initiatives for improved productivity, building capability and quality enhancement

· Feedback Evaluation, Internal Trainer Certification – ‘Train the Trainer' and monitoring for learning effectiveness

· Monitoring on implementation of knowledge sharing session

Administration: Liaise with local / district / state level government authorities in order to ensure hassle free operation of Unit.

CSR: Implementation of CSR activities as per P&B exercise in co-ordination with Corporate CSR Guideline.

INDUSTRIAL RELATIONS

o Maintaining harmonious employee relationship and effective communication between labour union and management.

o Implementation of terms and conditions under union agreements.

o Labour Union Collective bargaining including working conditions, salaries and compensation, working hours, and benefits Etc.

o Day to day grievance handling & resolving shop floor problems through union workers and staff.

o Workmen Compensations and Benefits. Group Mediclaim and accidental Insurance Policies.

o Pending cases disposals – Unionized and nonunionized Staff

o Taking disciplinary action and imposing punishments through disciplinary proceedings.

WELFARE AND OTHER PROFESSIONAL ACTIVITIES

o To ensure welfare of staff and workers from time to time.

o Medical Reimbursement and Annual Employee Medical Check ups

o Initiate CSR activities as per plan of yearly and monthly.

o Ensuring Employee Workplace and good Working Conditions

o To involve employees to participate in CSR initiatives.

o Providing Sanitations

o Liaison with Govt. officials and filing of statutory returns & renewal of licenses periodically.

o Effective administration in Factory premises including, Security, Transportation, Medical Facility, etc.

• To encourage provision of amenities such as canteens, shelters for rest, creches, adequate latrine facilities, drinking water, sickness and benevolent scheme payments, pension and superannuation funds, gratuity payments, granting of loans and legal advice to workers;
• to help the factory management in regulating the grant of leave with wages and explain to the workers the provisions relating to leave with wages and other leave privileges and to guide the workers in the matter of submission of application for grant of leave for regulating authorised absence;
• to advise on provision of welfare facilities, such as housing facilities, foodstuffs, social and recreational facilities, sanitation, advice on individual personnel problems and education of children;
• to bring to the notice of the factory management the grievances of workers, individual as well as collective, with a view of securing their expeditious redress and to act as a liaison officer between the management and labour;
• to establish contacts and hold consultations with a view to maintaining harmonious relations between the factory management and workers;
• to study and understand the point of view of labour in order to help the factory management to shape and formulate labour policies and to interpret these policiesto the workers in a language they can understand;
• to watch industrial relations with a view of using his influence in the event of a dispute between the factory management and workers and to help to bring about a settlement by persuasive effort;
• to advise on fulfillment by the management and the concerned departments of the factory of obligations, statutory or otherwise, concerning regulation of working hours, maternity benefit, medical care, compensation for injuries and sickness and other welfare and social benefit measures;
• to promote relations between the concerned departments of the factory and workers which will bring about productive efficiency as well as amelioration in the working conditions and to help workers to adjust and adapt themselves to these working environments;
• to encourage the formation of Works and Joint Production Committees, Cooperative Societies and Welfare Committee, and to supervise their work;
• to advise the factory management on questions relating to training of new starters, apprentices, workers on transfer and promotion, instructors and supervisors, supervision and control of notice board and information bulletins to further education of workers and to encourage their attendance at technical institutes; and
• to suggest measures which will serve to raise the standard of living of workers and in general promote their well- being.

• Establishing effective communication between management and workers to resolve differences between employer and employee or within the employees to develop the relationship.
• Maintaining good workers and employer relationships within the organization.
• Compliant management of workers as early as possible.
• Providing ideas to the management of the factory while there is any internal labor management policy is formulated.
• Working with both the employee and employer to ensure a healthy and safe work environment for the employee.