Zone Head - Employee Relations/Industrial Relations - Mfg/Auto

Salary offered; 15 - 20 LPA

Department Human Resources and Learning & Development

Job Title Hub Employee Relations Lead

Reports To (Title) Employee Relations Head (Solid line); Hub Head (Dotted Line)

Employees reporting to this position:

Functional (Solid Line) Administrative (Dotted Line): NA NA

Job Summary

To ensure industrial/labour stability and harmonious employee relations through a deep understanding of the prevailing labour laws and other statutory/ regulatory compliances; Building strong relationships with unions and employees to keep abreast with their expectations, problems and concerns; Providing ongoing advice to Hub Head on how best to manage grievances of employees/ unions; Participating in negotiations and communications with unions/ employees where required; Scope of direct staff managed could range from 9,000- 18,000 depending on the size of the hub

Job Responsibilities and Accountabilities

Area of Responsibility % time spent Performance Metrics

Employee and Industrial Relations Strategy

- Design &evolve local Industrial relations plan basis hub strategy and external environment, coordinate &provide oversight to branches for implementation

- Follow a Proactive IR Management strategy to identify potential IR/ER risks to the business and put mitigating mechanisms in place at the Hubs

- Devise plans for dealing with critical stakeholders especially unions, workers committee&state machinery etc.

- Keep abreast with the changes, IR decisions across the organization, analyze impact for possible action in respective hub

- Liaise with Legal Advisors for conducting on-going labor related litigations 20% - Timely sign-off on ER/IR plan for Hub

- Plan vs. actual on ER/IR plan

ER/ IR Compliance Management

- Interpret applicable laws, derive implication for hub, clients and identify compliance requirement/ risks from ER/IR standpoint

- Ensure compliance with all Labor Laws; liaising with statutory and civil authorities from time to time at the Hub

- Ensure timely fulfilment of statutory compliances under various acts i.e. ESI, PF, Shops and Establishment act, Payment of Bonus act, Payment of Gratuity act, Minimum wages act and Payment of wages act

- Lead interfaces with external stakeholders (labour inspector etc.) for statutory compliance requirement for hub and at client site

- Liaise with Hub HR team to gather required data for compliance requirement as needed

- Liaise with external providers for legal advice on labour law/ compliance requirement and related legislation as required 30% - Number of incidents of non-compliances (at hub or client site)

Industrial Relations Management

Stakeholder Management and Negotiations

- Manage relationship with all critical stakeholders in the ER/ IR value chain - Unions, employees, State, business etc.

- Participate in all critical discussion and negotiations

- Prepare for negotiations with the trade unions, liaise with Hub Head to develop a clear strategy for negotiations

- Lead bargaining with Trade Unions and coach negotiation team members on the negotiation strategy

- Represent the company in labour courts, tribunals and conciliation proceedings

- Prepare material and responses for communications for the Trade Unions

- Manage the process for all new employee contracts for at hub/ related branches for both contractual & regular positions

Discipline and Governance

- Manage the disciplinary process including framing issue, show case notices, explanations etc. through domestic enquiries

- Provide ongoing advice to Hub Head/ Hub HRand Branch managers/ employeeson strategies for managing ER/IR risks and dealing with unions/ direct staff where required

- Work with the broader HR team to deliver the rollout of new policies specific to the Employee Relations area

- Facilitate grievance handling process with the view of ensuring industrial harmony and positive discipline

- Engage and influence employees to ensure management of IR risks at client site 40%

- Number of IR incidents reported

- Number of IR incidents resolved

- Number of investigations in progress and resolved

Health & Safety

- Ensure observance to highest standards of Organization Health &Safety norms, particularly for direct staff

- Identify and appropriately escalate any Health and Safety issue 10% - Number of Health & Safety Incidents

Key Relationships

Internal

- Hub/Branch Teams

- HRBP Hub/ Branch

- HR Wish Centre

- Direct Staff

- HR COE teams External

- Clients

- Unions

- Government- labour inspector, labour departments, other statutory agencies etc.

Key Competencies Required

Core Competencies

- Awareness of the market environment

- Delivering Strategy

- Driving Change

- Leading People

- Delivering Performance

- Working with complexity

- Managing Professionally

- Collaborating & Co-operating Functional Competencies

- Applicable statutory laws and procedures

- Latest trends/ practices adopted by relevant organization in ER/ IR management

- Grievance handling procedures

- Negotiation skills

Qualification and Experience Required

Qualification

Minimum: Graduation, diploma or equivalent in relevant discipline Desired: MBA/ Master's degree or equivalent, with preference for IR specialization

Relevant Experience

- Minimum 10 years of overall experience

- Minimum 4-5 years of experience in relevant industry and domain

- Ability to understand and interpret relevant legislation and regulatory provisions

- Ability to remain calm and unruffled in challenging or surprising situations

- Needs to possess excellent communication skills

- Experience of handling multiple unions across multiple locations in a distributed business

- Experience in dealing with Labour, PF departments and other Govt. bodies