Legal & Administrative Factory Supervisor

Legal and Administrative Factory Supervisor

The position demands expertise in legal affairs, administration related activities and personnel management, with a particular focus on manufacturing-specific operations and regulations, in a factory setting

Legal Affairs:

Legal & Regulatory Knowledge

• Ability to interpret and apply laws related to labor, industrial licensing, environmental compliance, workplace safety, and data protection is essential to protect the factory from penalties or lawsuits.
• Ensure compliance with national laws and regulations relevant to the industrial sector

Contract Drafting & Review

• Drafting, negotiating, and managing supplier, vendor, labor, leasing, and outsourcing contracts with legal precision reduces risk and supports operational continuity.

Litigation Management & Dispute Resolution

• Leading internal investigations, labor disputes, and external counsel coordination ensures timely, defensible responses to legal challenges.
• Provide legal counsel to senior management on legal issues tied to operations and production.
• Represent the factory in legal cases and negotiations.
• Develop and implement internal legal policies and procedures.

Administrative Affairs:

Policy Implementation and Compliance

• Develop, implement, and monitor company policies and procedures related to legal and administrative matters.
• Ensure adherence to organizational policies and procedures.
• Maintain up-to-date knowledge of labor laws and regulations to ensure compliance.
• Address employee concerns and grievances in accordance with company policies.

Facilities & Vendor Management

• Overseeing services like cleaning, catering, vehicle licensing, security, and maintenance ensures production sites remain safe, efficient, and compliant

Budgeting, Cost Control, & Financial Oversight

• Managing division budgets, petty cash, and vendor payment claims 

Personnel related activities

• Maintain accurate personnel records, including attendance, leave, overtime etc.
• Manages onboarding, performance management, discipline, benefits, and employee relations.
• Acts as the escalation point for conflicts, complex hiring decisions, or employee grievance procedures.
• Sets or enforces standard operating procedures for frontline HR teams and often contributes to policy reviews or implementation.