Key Accountabilities:

Industrial Relations Strategy and Policy Development:

- Responsible for IR & ER for all manufacturing plants & offices in India.

- Formulate and implement strategies to strengthen industrial relations within the company.

- Develop and enforce policies to prevent industrial disputes and maintain a positive working environment.

- Advise senior management on IR-related matters, providing insight on policies, regulations, and emerging trends.

Union Negotiation and Management:

- Lead and manage negotiations with trade unions, employee representatives, and labor groups.

- Act as the primary point of contact between management and union representatives.

- Oversee the renewal of Collective Bargaining Agreements (CBAs) and manage the relationship with unions to ensure smooth cooperation.

Conflict Resolution and Dispute Management:

- Handle and resolve industrial disputes, grievances, and conflicts that arise within the organization.

- Lead investigations and facilitate resolutions in case of strikes, work stoppages, or other disruptions.

- Work closely with legal counsel to manage labor litigation matters.

Labor Law Compliance:

- Ensure that the organization adheres to all labor laws, regulations, and statutory requirements.

- Keep up-to-date with changes in labor laws and industrial relations practices and ensure compliance across all operations.

- Provide guidance to HR and management on labor-related legal issues and implications.

- Laisioning with Internal & External, Govt. officials.

Employee Welfare and Engagement:

- Promote employee engagement initiatives to improve employee satisfaction and productivity.

- Work with HR to ensure that employee welfare programs align with IR goals.

- Address employee grievances and concerns in a timely and effective manner.

Reporting and Documentation:

- Maintain accurate records of all industrial relations activities, including negotiations, agreements, and disputes.

- Provide regular reports to senior management on IR trends, issues, and resolutions.

Training and Development:

- Conduct training sessions for managers and employees on industrial relations, dispute resolution, and labor law compliance.

- Build awareness of organizational policies and employee rights to ensure informed communication within the workforce.

Risk Management:

- Identify potential risks related to industrial relations and propose proactive solutions to mitigate them.

- Support the HR department in managing the organization's reputation and minimizing operational disruptions