DGM - Human Resource & Industrial Relations - Manufacturing Firm

Experience : 15 to 20 years of experience in Industrial relation in manufacturing firm.

- Should have experience in handling multiple plants with manpower more than 2000

Roles and Responsibilities :

Industrial and Employee Relations.

This is a senior managerial role and requires someone with the right experience and expertise to help us to build a cohesive work environment. You will be entrusted to bring solid insights into statutory compliances, labour laws and build a seamless IR framework.

Key Responsibilities :

- Formulates policy and directs and coordinates industrial relations activities of organization: Formulates policy for subordinate managers of departments, such as employment, compensation, labour relations, and employee services, according to knowledge of company objectives, government regulations, and labour contract terms.

- Drive the ER Strategy and framework and ensure smooth employee and industrial relations with zero turbulence.

- Should have handled IR in a unionized environment. Should have dealt with multiple Trade unions, multiple contract union, sub group culture, department & section wise unions group

- Good knowledge and understanding of labour laws industrial relations, IT act legal compliance, union wage negotiations and settlement.

- Should have signed Long term Settlement with Trade Unions, settlement under section 18(1) & 4 under section 12(3). Expertise in strategy making, IR Roadmap, drafting management requirement, negotiation & implementation.

- Should have handled trade union strikes and Unrest.

- Writes directives advising department managers of company policy regarding equal employment opportunities, compensation, and employee benefits.

- Analyzes wage and salary reports and data to determine competitive compensation plan.

- Studies legislation, arbitration decisions, and collective bargaining contracts to assess industry trends.

- Develop an Employee Redressal Framework and drive strong engagement with all stakeholders keeping company needs and purpose in mind.

- Managing labour disputes across the company and spell out legal affairs concerning employment to Managers and Supervisors.

- Taking Disciplinary actions including monitory punishment, suspension & termination without affecting plant's peace & harmony, court etc.

- Train and guide managers in best ER practices, counsel HR on sensitive issues and build responsive strategies for handling grievances.

- Revise people policies and training material to ensure best employment practices and positive work culture.