Job Purpose

Manage employee relations & statutory compliance activities for all units and corporate to eliminate business risks arising out of employee issues or non-compliance and to ensure harmonious employee relations

1. Key Accountabilities :

Accountability Cluster Major Activities / Tasks

I. Execute the Industrial Relations strategy & framework by partnership with business and other HR sub-functions to maintain harmonious industrial relations

1. Provide all necessary IR support for Cipla's growth strategies, periodically assess the IR health and implement appropriate actions to enhance IR year on year

2. Support implementation of negotiation process with trade unions which support the annual review of pay and benefits together with any structural changes

3. Collaborate with HRBPs to deploy union management measures by way of management training to proactively eliminate industrial relations issues

4. Analyse and review the observations made by team on union activities to develop industry intelligence

II. Manage employee related disciplinary proceedings, grievances and legal issues in order to maintain harmonious employee/industrial relations

1. Collaborate with HRBPs to resolve all employee disciplinary issues in accordance with defined service rules (integrity issues, assault, insubordination, false reporting, and misleading information etc.)

2. Deal with various vendors of contract labour to effectively manage the contract labour related issues

3. Manage grievance redressal mechanisms as per the defined Cipla policy (also define and review existing policies as applicable)

4. Manage legal issues arising out of disciplinary actions or terminations to appropriate closure

III. Support deployment of training programs for HR teams, line managers and shop floor supervisors to enhance the ER know-how and competency levels in the organization

1. Implement training programs for HRBPs effective management of ER

2. Manage (develop content with training of line managers on handling disciplinary issues, institute domestic enquiries and follow due process to finalize disciplinary action wherever required

3. Coordinate with external consultants, vendors for conducting ER specific niche training programs by collaborating with LnD team

4. Collate updates on labour law, amendments (if any) and latest case laws to organization (Bus. Leaders, HRBPs etc.)

IV. Implement negotiation strategy for vendors (central and local) and support in identification vendors (central) by partnering with the HRBPs and units for effective engagement of contract vendors

1. Execute negotiation strategy (market quotes, benchmarking, referrals etc.)

2. Evaluate central vendors by reviewing their reach, capacity, cost, reputation, compliance adherence etc.

3. Monitor vendor performance basis

i. Inputs from HRBPs

ii. Responsiveness & management of issues

iii. Evaluation of operational excellence

iv. Compliance to all statutory norms

v. Flexibility to meet business needs (resourcing)

V. Monitor adherence to all statutory compliances across organisation by monitoring of CMT and driving audits to mitigate business risk arising from non-compliance

1. Monitor CMT (Compliance Management Tool) and schedule audits wherever required

2. Support the operational transition plans like site closure, divestitures, workforce reductions and labour contract outsourcing as & when applicable

3. Monitor compliance with statutory regulations such as the Industrial Relations Act, Factory Act, etc. through HRBPs, Plant Heads and Business Heads

4. Perform regular compliance audits at plants and sales locations

i. Conduct internal audits to monitor adherence to statutory compliances

ii. Record observations of any deviations from the statutes and suggest corrections

5. Leverage industry networks to identify best practices and update head

6. Liaison with government officials for

i. Adherence to compliances related to required clearances, licenses and approvals

ii. Closure of any visit notes, notices or correspondence from government bodies

VI. Manage litigation cases (both employee and company filed) to minimize its adverse impact on the company

1. Brief advocates to ensure correct information is represented in in front of government agencies

2. Track court cases/proceedings to prepare for the next steps in employee matters (disciplinary, absconding, union cases etc.)

VII. Conduct Prevention of Sexual Harassment (POSH) trainings across the organization to create awareness about the company's sexual harassment policy

1. Manage awareness programs/trainings being conducted at sites as per a defined timeline

2. Analyse data on training programs and all compliance related data to be published in our annual reports

Major Challenges :

Describe the major challenges you face in carrying out the job, and what you do in order to overcome them

- Dealing with regulatory norms, laws and statutes across India in a dynamic manner becomes difficult to keep track of - engage/ take help of external legal experts/ consultants for latest news and updates

- Incomplete and delay in receiving information/update from the sites leads to potential delay in our response

- Investigating gaps in the information coming from sites and employees, while dealing with employee issues

- Unforeseen conflicts with unions, government bodies - discussions, negotiations, liaison

- Delay/non-compliance by external vendors in adherence to statutory provisions

Key Interactions :

Internal/ External :

- Business heads - issues resolution (need basis)

- HRBPs - to coordinate site issues

- HRLT - to coordinate or resolve issues (need basis, monthly schedule)

- Site Heads - to give ER/IR advice/solutions (need basis)

- Legal - to provide inputs for notices, drafts (case to case)

- Admin - compliances in facilities (need basis)

- Site HR Heads - to resolve issues (need basis)

- Government bodies and officials - liaison (need basis)

- Union office bearers - for maintaining IR (need basis)

- Manpower supply vendors - for contract negotiation, operational issues (need basis)

- Lawyers - to provide inputs for notices, drafts (case to case)

- External consultants - for help on resolving issues (need basis)

Dimensions

- Budget - ~4 crores

- Number of POSH trainings/floor works conducted in a year -

- Number of court cases handled in a year - ~10

- Number of disciplinary issues in a monthly - ~30-40

- Number of central vendors - 4 (~4500 contract employees)

Key Decisions:

Recommendations Decisions :

- Major/severe disciplinary actions to be taken in employee issues and dismissals of employees to Head ER&C

- Disciplinary actions to be taken in employee issues and dismissals of employees to Head ER&C

- Appointment of lawyers to Head ER&C

- Appointment/ renewal/ termination of external expert

- Appointment/ renewal/ termination of central vendors

Skills & Knowledge :

Educational qualifications: :

- PG/MBA in HR or MLS (Master in Labour Studies) - LLB preferred

Relevant experience :

- 10 - 15 years of experience in a manufacturing/ pharma organization with strong legal acumen and knowledge of labour laws

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