JOB DESCRIPTION | AGM - INDUSTRIAL RELATIONS (IR)

Position: Assistant General Manager - Industrial Relations

Role: Head IR | Total Manpower: 300 | Turnover: 200 Crores

Location: Dhulagarh, Howrah, West Bengal

Function: Human Resources / Industrial Relations

Reporting To: CHRO & Managing Director

Team / Direct Reports: Managers, Executives & Administration Team

ABOUT THE ROLE

Our Client is looking for a seasoned and hands-on AGM - Industrial Relations to lead and strengthen the Industrial Relations function at its manufacturing plant in Dhulagarh, Howrah, West Bengal.

This is a high-impact leadership position for an experienced IR professional who can build a stable, productive and collaborative workforce environment while ensuring strong compliance, effective employee engagement and seamless plant operations.

The incumbent will work closely with the CHRO and MD and will play a strategic role in managing workforce relations, statutory compliance, discipline, employee engagement, and grievance resolution and productivity improvement.

The position requires a strong combination of strategic IR leadership, shop-floor connect, legal/compliance knowledge, negotiation skills and practical problem-solving ability.

KEY RESPONSIBILITIES

1. Industrial Relations Leadership

- Lead the complete Industrial Relations function for the Dhulagarh manufacturing plant.

- Develop and maintain a constructive relationship between Management, Employees and Worker Representatives/Union, wherever applicable.

- Establish a proactive IR framework to support uninterrupted and efficient plant operations.

- Identify potential IR risks and address them proactively before they escalate.

- Maintain strong visibility and connect with employees across the shop floor.

2. Labour & Workforce Management

- Manage relationships and negotiations with Labour work force, Worker Representatives and Employee Committees, wherever applicable.

- Lead discussions relating to settlements, wage revisions, productivity, working conditions, incentives and other workforce-related matters.

- Participate in and lead negotiations during collective bargaining processes.

- Maintain detailed records of agreements, settlements and commitments.

- Build a culture of mutual trust, transparency and constructive dialogue.

3. Employee Grievance & Conflict Resolution

- Establish an effective grievance-redressal mechanism.

- Investigate and resolve employee grievances fairly, promptly and objectively.

- Handle disciplinary matters, misconduct cases and workplace conflicts in accordance with company policy and applicable law.

- Conduct counselling and corrective interventions wherever required.

- Ensure escalation of sensitive or high-risk matters to the CHRO and MD appropriately.

4. Labour Law & Statutory Compliance

- Ensure compliance with applicable labour and employment laws, rules and regulations.

- Monitor statutory requirements relating to wages, working hours, leave, standing orders, contract labour, social security and other employment-related matters.

- Coordinate with statutory authorities, labour departments, inspectors and other government agencies whenever required.

- Ensure timely submission and maintenance of statutory records, registers, returns and documentation.

- Keep management updated on significant changes in labour legislation and their potential impact on the organisation.

5. Contract Labour Management

- Manage and monitor the engagement of contractual workforce at the plant.

- Ensure appropriate documentation and statutory compliance by contractors.

- Monitor contractor manpower deployment, attendance, wages, statutory benefits and compliance requirements.

- Conduct periodic contractor compliance reviews and audits.

- Work closely with Administration, Security, Finance and Operations teams on contract labour matters.

6. Discipline & Shop-Floor Governance

- Establish and maintain appropriate standards of discipline and workplace conduct.

- Ensure implementation of company policies and Standing Orders.

- Handle disciplinary proceedings, show-cause notices, domestic enquiries and related documentation in coordination with appropriate internal/legal stakeholders.

- Develop preventive measures to minimise absenteeism, indiscipline, misconduct and workforce disruptions.

7. Employee Engagement & Workforce Culture

- Develop initiatives to improve employee engagement, morale and organisational connect.

- Conduct regular employee interactions, listening sessions and shop-floor meetings.

- Support initiatives relating to welfare, recognition, communication and employee satisfaction.

- Promote a culture of respect, accountability, safety and productivity.

8. Productivity & Workforce Optimisation

- Partner with Plant Operations to improve manpower productivity, attendance, utilisation and workforce efficiency.

- Analyse absenteeism, overtime, manpower costs, attrition and productivity trends.

- Develop actionable interventions to improve workforce effectiveness.

- Support manpower planning and deployment in line with production requirements.

9. HR Policies & Process Improvement

- Support the CHRO in developing and implementing effective HR/IR policies, systems and processes.

- Review existing IR practices and recommend improvements.

- Strengthen HR governance at the plant through standardised processes and documentation.

- Ensure effective coordination between Plant HR, Corporate HR and business leadership.

10. Reporting & MIS

- Prepare periodic IR dashboards and management reports covering:

- Employee strength

- Permanent & contractual manpower

- Absenteeism

- Attrition

- Overtime

- Productivity

- Grievances

- Disciplinary cases

- Labour-law compliance

- Union/IR matters

- Emerging workforce risks

- Provide timely and accurate insights to the CHRO & MD for decision-making.

KEY DELIVERABLES / SUCCESS MEASURES

- Maintain stable and harmonious Industrial Relations.

- Minimise avoidable workforce disruptions and IR-related risks.

- Build constructive relationships with employees and worker representatives.

- Ensure high standards of labour-law and statutory compliance.

- Improve workforce discipline, attendance and productivity.

- Strengthen grievance-resolution mechanisms.

- Establish robust contractor labour governance.

- Support uninterrupted plant operations through proactive IR management.

- Build a professional, transparent and employee-oriented plant culture.

- Develop an effective IR risk-prevention and early-warning mechanism.

CANDIDATE PROFILE

Education

- Graduate in any discipline; preferably MBA/PGDM in HR, Personnel Management, Industrial Relations or Labour Laws.

- Additional qualification in Labour Laws / Industrial Relations will be an advantage.

Experience

- Approximately 12-18+ years of relevant experience in Industrial Relations / Employee Relations / Plant HR.

- Strong experience in a manufacturing / engineering / electrical / industrial organisation is preferred.

- Candidates with substantial hands-on experience in plant-level IR and union management will be preferred.

Essential Functional Expertise

- The candidate should have demonstrated experience in: Industrial Relations | Union Management | Collective Bargaining | Labour Law Compliance | Grievance Handling Disciplinary Proceedings | Domestic Enquiry | Contract Labour Management | Employee Engagement | Workforce Productivity | Plant HR Operations | Labour Department / Statutory Authority Coordination | IR Risk Management

KEY COMPETENCIES

- Strong Shop-Floor Connect - Comfortable working directly with employees, workers and supervisors.

- Negotiation & Influencing Skills - Capable of handling sensitive workforce discussions and reaching practical solutions.

- Labour Law Knowledge - Strong understanding of applicable employment and industrial-relations regulations.

- Conflict Resolution - Calm, balanced and solution-oriented approach to complex employee and IR situations.

- Business Orientation - Ability to understand production requirements and align IR initiatives with business objectives.

- Leadership & Ownership - Strong ability to independently manage the IR function and lead teams.

- Communication Skills - Excellent interpersonal, written and verbal communication.

- Integrity & Confidentiality - High level of professional ethics while handling sensitive employee and management matters.

- Data Orientation - Ability to use IR/HR analytics and MIS to identify trends and drive corrective action.

WHY THIS ROLE MATTERS

This is more than a conventional HR/IR position.

The AGM - Industrial Relations will be a critical partner to the CHRO, MD and Plant Leadership in building a stable, productive and future-ready workforce environment.

The successful candidate will have the opportunity to shape the IR culture, strengthen workforce engagement, improve productivity and contribute directly to the operational and organisational transformation of the plant.

APPLY NOW

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