ZELLBURY is inviting applications from experienced Human Resources professionals for the position of Assistant Manager HR (Factory Operations). This is an important HR opportunity for professionals who have strong experience in factory-based HR operations, labor management, workforce hiring, employee relations, payroll inputs, time-office administration, and social compliance.

The position is part of the Human Resources Department and is specifically focused on supporting HR and labor operations within an apparel manufacturing environment.

ZELLBURY is looking for a professional with 5–8 years of progressive HR experience, including at least 3 years of experience in a large apparel or garment manufacturing factory. Candidates must also have a strong understanding of local labor legislation, factory regulations, EOBI/SESSI requirements, and international social compliance standards such as BSCI and Sedex.

This role can be an excellent opportunity for HR professionals who want to take greater responsibility for factory workforce management and contribute to a professional, compliant, and productive manufacturing environment.

About the Assistant Manager HR (Factory Operations) Role

Factory HR is different from purely corporate HR because it involves managing people and employment processes in a fast-paced operational environment.

The Assistant Manager HR (Factory Operations) will be responsible for overseeing daily HR activities on the factory floor and ensuring that employees and labor operations comply with organizational standards and applicable laws.

The successful candidate will work closely with factory management and the relevant Head of Department (HOD) to manage workforce requirements, employee relations, compliance, training, performance initiatives, and other HR activities.

The role requires someone who can balance business requirements, employee needs, legal compliance, and operational priorities.

Key Responsibilities

1. Manage Daily Factory HR and Labor Operations

One of the primary responsibilities is to oversee daily HR and labor operations on the factory floor.

The selected candidate will need to ensure that HR processes are implemented effectively and that factory employees receive appropriate support.

This includes maintaining adherence to ZELLBURY’s HR and operational standards and addressing workforce-related matters as they arise.

A successful factory HR professional needs to be visible, approachable, and capable of responding quickly to operational issues.

2. Lead Mass-Scale Workforce Hiring

The role involves leading and managing mass-scale labor and operator hiring for the apparel manufacturing unit.

Large apparel factories may require significant numbers of workers and operators, particularly when production requirements increase.

The Assistant Manager HR will need to coordinate recruitment activities and help ensure that the factory has sufficient manpower to meet operational requirements.

This responsibility may involve:

• Workforce planning
• Labor recruitment
• Operator hiring
• Candidate screening
• Hiring coordination
• Onboarding
• Workforce deployment
• Coordination with production management

Candidates with previous experience in high-volume recruitment should highlight this experience prominently in their CV.

3. Ensure Labor Law and Social Compliance

Compliance is a major component of this position.

ZELLBURY requires the selected professional to ensure compliance with:

• Pakistan labor laws
• Factory Act
• EOBI
• SESSI
• International social audits
• BSCI
• Sedex

This means candidates must have a strong understanding of the legal and compliance requirements associated with factory employment.

The HR professional should be capable of identifying compliance risks, maintaining appropriate documentation, supporting audits, and ensuring that factory HR practices meet applicable standards.

Knowledge of international social compliance requirements is particularly important for apparel manufacturing organizations because global supply chains often require suppliers and manufacturers to meet defined labor and workplace standards.

4. Manage Time Office and Attendance

The Assistant Manager HR will also handle on-site time-office management and attendance-related activities.

Accurate attendance records are essential for factory HR because they can affect payroll, workforce planning, overtime, productivity, and employee records.

The role may require monitoring:

• Employee attendance
• Time-office operations
• Shift-related records
• Absence information
• Overtime information
• Attendance discrepancies
• Payroll inputs

Candidates with hands-on experience in factory time-office operations should mention this clearly in their application.

5. Support Payroll Inputs

The position also includes responsibility for payroll inputs.

While the advertisement does not state that the Assistant Manager will independently process the entire payroll, the candidate will be involved in providing or managing relevant HR information required for payroll activities.

Accuracy is particularly important because payroll-related errors can create employee dissatisfaction and operational issues.

Experience with attendance records, overtime data, deductions, leave information, and other payroll inputs can therefore be highly relevant.

6. Handle Worker Grievances

Another important responsibility is handling worker grievances professionally.

Factory HR professionals often serve as a bridge between employees and management. Workers may raise concerns related to workplace conditions, attendance, compensation, policies, supervision, or other employment matters.

The Assistant Manager HR should be capable of:

• Listening to employee concerns
• Understanding the issue
• Investigating appropriately
• Applying company policies
• Communicating with relevant management
• Resolving issues professionally
• Maintaining appropriate documentation

Strong interpersonal skills and emotional intelligence are valuable for this responsibility.

7. Support Training and Professional Development

The Assistant Manager HR will partner with the HOD to implement professional development, training, and performance programs for factory staff.

Training can help employees improve their capabilities, understand workplace expectations, and contribute more effectively to production operations.

The role may involve coordinating training initiatives, supporting performance programs, identifying development needs, and working with management to improve employee capabilities.

Candidates with experience in training coordination, performance management, employee development, or learning programs should include this experience in their CV.

Educational and Professional Profile

The advertisement emphasizes experience and functional expertise rather than specifying a particular academic degree.

Candidates should therefore ensure that their CV clearly demonstrates their HR education, professional qualifications, and relevant factory experience.

A background in Human Resources, Business Administration, Management, Industrial Relations, or a related field can be relevant to this type of position.

Professional HR certifications or additional training in labor laws, industrial relations, social compliance, or HR operations can also strengthen a candidate’s profile where applicable.

Experience Requirements

ZELLBURY requires candidates to have:

5–8 years of progressive HR experience

In addition, candidates must have:

At least 3 years of experience in a large apparel or garment manufacturing factory.

This is an important requirement.

The company is specifically looking for professionals who understand the realities of large-scale factory HR operations, rather than candidates whose experience is limited to office-based HR.

Relevant experience may include:

• Factory HR operations
• Industrial relations
• Labor management
• Mass recruitment
• Worker hiring
• Time-office management
• Attendance administration
• Payroll inputs
• Labor law compliance
• Social compliance
• Worker grievance handling
• Training and performance management

Essential Skills for the Position

The successful candidate should have a combination of technical HR knowledge and people-management skills.

Important capabilities include:

• Strong labor law knowledge
• Social compliance expertise
• Workforce management
• Mass recruitment
• Industrial relations
• Employee grievance handling
• Time-office management
• Attendance management
• Payroll coordination
• Communication
• Negotiation
• Problem-solving
• Conflict resolution
• Team management
• Audit readiness

The ability to remain professional when dealing with labor-related challenges is particularly important.

Understanding BSCI and Sedex

Candidates should be familiar with international social compliance frameworks mentioned in the advertisement, including BSCI and Sedex.

These requirements indicate that the role involves more than routine HR administration. The selected professional will need to help maintain factory practices and documentation that support social compliance and audit requirements.

Candidates who have previously participated in social audits, compliance inspections, corrective action plans, or factory compliance programs should emphasize this experience in their CV.

Who Should Apply?

This position may be an excellent fit for HR professionals who:

• Have 5–8 years of progressive HR experience.
• Have at least 3 years in a large apparel or garment factory.
• Understand Pakistan’s labor legislation.
• Have experience with factory HR operations.
• Can manage a large workforce.
• Have handled mass-scale recruitment.
• Understand industrial and labor relations.
• Have experience managing worker grievances.
• Understand EOBI and SESSI requirements.
• Have exposure to BSCI/Sedex or similar social audits.
• Can manage time-office and attendance operations.
• Have experience supporting payroll inputs.
• Can work effectively with factory management.

Candidates who do not have substantial factory HR experience should carefully evaluate their suitability before applying.

How to Apply for ZELLBURY Jobs

Interested and eligible candidates should send their updated CV to:

[email protected]

The company has specifically instructed applicants to use the following email subject:

Assistant Manager HR – SITE Area

Candidates should follow this subject format carefully to ensure their application is correctly identified by the recruitment team.

Before submitting the application, candidates should make sure their CV highlights their factory HR experience, workforce size handled, labor law knowledge, social compliance exposure, recruitment experience, and employee relations responsibilities.

Tips for Preparing Your CV

For this particular position, candidates should avoid sending a generic HR resume.

Instead, make sure your CV demonstrates your experience in the areas ZELLBURY is looking for.

Highlight:

• Total HR experience
• Apparel/garment factory experience
• Approximate workforce managed, where appropriate
• Mass recruitment experience
• Labor relations
• Factory HR operations
• Labor law compliance
• EOBI/SESSI experience
• BSCI/Sedex audit exposure
• Time-office management
• Payroll inputs
• Worker grievance handling
• Training and development
• Performance management

If you have successfully handled large-scale hiring drives, improved attendance processes, supported social audits, or resolved labor relations issues, include these achievements clearly.

Further Information

Candidates who require additional information or want to learn more about the organization can visit the official ZELLBURY website:

www.zellbury.com

Applicants should rely on the company’s official recruitment information for any additional instructions or updates related to this vacancy.

Why This Opportunity Is Valuable

The Assistant Manager HR (Factory Operations) position offers experienced HR professionals the chance to work at the intersection of human resources, manufacturing operations, labor relations, and social compliance.

The role provides exposure to workforce planning, large-scale recruitment, employee relations, compliance, payroll coordination, training, and performance management.

For an HR professional with apparel manufacturing experience, this combination can provide valuable career development and help build stronger expertise in factory HR leadership and industrial relations.

Final Thoughts

The Assistant Manager HR (Factory Operations) vacancy at ZELLBURY is an excellent opportunity for experienced HR professionals seeking to advance their careers in the apparel manufacturing industry.

The company is looking for candidates with 5–8 years of progressive HR experience, including at least 3 years in a large apparel or garment manufacturing factory. The ideal candidate should have strong knowledge of Pakistan labor laws, Factory Act requirements, EOBI, SESSI, BSCI, and Sedex.

The selected professional will play an important role in managing factory HR operations, leading mass-scale labor hiring, maintaining attendance and payroll inputs, resolving worker grievances, supporting compliance, and implementing training and performance programs.

Eligible candidates should prepare a targeted CV and send their application to [email protected] with the subject:

Assistant Manager HR – SITE Area

Job Summary

• Company: ZELLBURY
• Department: Human Resources
• Position: Assistant Manager HR (Factory Operations)
• Experience: 5–8 years of progressive HR experience
• Factory Experience: At least 3 years in a large apparel or garment manufacturing factory
• Key Areas: Factory HR, Labor Operations, Mass Recruitment, Employee Relations, Time Office, Payroll Inputs, Training, Performance Management
• Compliance: Pakistan Labor Laws, Factory Act, EOBI, SESSI, BSCI, Sedex
• Industry: Apparel / Garment Manufacturing
• Application Email: [email protected]
• Email Subject: Assistant Manager HR – SITE Area
• Website: www.zellbury.com

If you have the required factory HR experience and a strong understanding of labor and social compliance, this is a valuable opportunity to take the next step in your HR career with ZELLBURY.