Assistant General Manager - Employee Relations - Renewable Energy

Description:

(AGM) of Employee Relations is responsible for maintaining a positive, productive, and compliant work environment across corporate offices and remote project sites. This role often involves managing labor relations with unions, overseeing site-based employee issues, mitigating project risks related to human resources, and ensuring adherence to safety regulations.

Core Responsibilities:

- Strategic Labor Relations & Compliance: Manage labor relations, union negotiations, and collective bargaining agreements (CBAs) to prevent work stoppages. Ensure strict compliance with local, state, and federal labor laws, especially concerning contractual employment and site-based labor.

- Site-Based Employee Relations (EPC Projects): Act as the primary HR liaison between site management, contractors, and field employees to resolve grievances, disputes, and industrial relation issues promptly.

- Culture & Engagement Management: Develop initiatives to boost morale and engagement in remote project environments, ensuring alignment with corporate values and sustainability goals.

- Risk Mitigation & Policy Enforcement: Develop and implement policies to mitigate risks related to employee misconduct, safety violations, and subcontractor labor practices.

- Performance Management & Talent Support: Oversee performance management systems, including disciplinary actions and performance improvement plans, ensuring consistency.

- Crisis Management & Conflict Resolution: Investigate complex employee complaints and mediate disputes, including those arising from high-pressure, fast-paced project environments.

- Stakeholder Management: Work with internal leadership, legal counsel, and external bodies to manage labor-related risks and reputational damage.

Required Skills and Qualifications:

- Experience: 15-20+ years of progressive HR experience, with substantial experience in the EPC/infrastructure sector and a strong background in employee/labor relations.

- Education: Bachelors degree in HR, Business, or related field; MBA or specialized labor law qualification is highly preferred.

- Expertise: Deep knowledge of labor laws, union contracts, and industrial relations.

- Soft Skills: Strong leadership, conflict resolution, negotiation, and crisis management skills.

- Adaptability: Ability to travel and manage, support, or resolve issues at, remote construction sites.

Key Performance Indicators (KPIs):

- Reduction in turnover rates.

- Improved Employee Net Promoter Score (eNPS).

- Reduction in grievances, disputes, and union-related stoppages.

- Compliance audit scores.