DGM - Industrial Relations - Manufacturing Unit

We are at present having a senior position as DGM, HR & IR for a reputed Indian MNC company for THEIR MANUFACTURING UNIT:

Type of Role : People Manager Role

Reporting to : PLANT HEAD HR

Major Responsibilities and Accountability :

Role involves 70% HR and 30% IR

The main scope of the role is to lead the journey towards value added Human Resource initiatives, Industrial Relations and Administrative excellence for overall Plant by providing leadership to all aspects of HR & Admin

Major Responsibilities and Accountability:

i. Implementation of the HR initiatives, programs and policies in line with organizational objectives

ii. Designing & executing HR strategy across Plant level to meet business challenges with primary focus on talent management, learning and development, culture & values, people engagement, productivity and cost.

iii. Developing and implementing the Training and Development initiatives for the employees at Plant in line with organizational objectives

iv. Collaborating with Plant HODs for manpower planning, resourcing, deploying expansion & retention planning.

v. Ensuring all statutory compliance and representing the organization amongst Enforcement Authorities on matters of labour laws, permissions & renewals.

vi. Ensuring all welfare measures being executed, both statutory and non statutory.

vii. Facilitating cordial industrial relations and discipline in the organization by acting as a mediator in initiating settlement proceedings, managing enquiries and aligning the pay scales.

viii. Guiding the team in adherence of SOPs and alteration as and when needed in coordination and consultation with appropriate authorities, Budgets aligned with business goals.

ix. Organizing employee engagements and R&R programs; ensuring prompt resolution of employee grievances & maintaining cordial employee relations.

x. Defining KPIs/Goals to facilitate PMS; monitoring performance, identifying skill gaps and facilitating learning & capability building programs for performance enhancement of non managerial employees.

Knowledge:

i. Adequate exposure in developmental Human Resources plans and programs

ii. Sound knowledge of all applicable labour laws.

iii. Experience in handling multiple Union situations.

iv. Experience in handling and implementing long term wage settlements particularly for Contract workers.

Skills & Behaviour:

v. The incumbent needs to be a strong leader with an ability to personally counsel employees at all levels below him in the organisation.

vi. He must have good commercial acumen, be a persuasive communicator, possess excellent analytical and problem-solving skills and be capable of thinking strategically.

vii. He should have an excellent man-management skills and building relationships, especially with external and internal people, at the senior level.

viii. Identifying opportunities and innovative approach for learning and implementing new things as per latest industry standards.

Remuneration will be best in the industry