AGM - Employee Relations

JOB PURPOSE

Provide support to COE - TM in refining and implementation of Talent Acquisition policy, processes and monitoring of the same across the Group for compliance. Support in driving Talent Acquisition for Senior Level positions across the Group. Provide support to COE - TM in refining and implementation of Talent Management initiatives across Group, which includes PDD, Talent Review and Succession Planning.

This Position is responsible for leading the implementation of employee relations strategies, policies, and procedure across the organization. This role will provide strategic support to businesses on employee relation matters, ensuring compliance with Indian Labor Laws and regulation, promoting positive employee relations and mitigation risks. This Position is responsible for leading the implementation of employee relations strategies, policies, and procedure across the organization. This role will provide strategic support to businesses on employee relation matters, ensuring compliance with Indian Labor Laws and regulation, promoting positive employee relations and mitigation risks

ORGANISATION CHART

This position will directly report to COE Head - Employee Relations.

KEY ACCOUNTABILITIES

ER Policy Implementation/Compliances 

• Collaborate with respective BHR to implement ER policies in order to comply with labour laws and promote fair treatment of employees.
• Advise BHR on the employee relations impact on organization
• Collaborate with BHR, Legal & Compliance and the ER team, to assess and mitigate legal, regulatory and reputational risk, whilst supporting GMR inclusive culture.
• Support BHR to manage and conduct domestic enquiry and take suitable disciplinary action post duly analyzing the legality, impact on operations and organization
• Proactively provide advice and support on a broad range of employee issues across the group, including (but not limited to) interpretation of employment policy and practices
• Be active in directly managing ER matters from initiation through to conclusion, working directly with employees, business managers and leaders in executing procedural steps in line with established procedures
• Ensuring the company adheres to labour laws, regulations and standards in all aspects of employee relations and workplace practices
• Conduct periodic statutory audit to identify compliance gap
• Implement an efficient employee relations case management system, by proactively planning action to be taken at each stage of the case
• Coordinate with external legal counsel & attend hearing of crucial labour cases
• Proactively plan strategy with Counsel to protect the interest of the organization
• Call out for any risk and chalk out action plan

KEY ACCOUNTABILITIES - Additional Details

Training and Education:

• Providing guidance, training and education to BHR on employment laws and regulations in India, including Industrial Dispute Act, The Shop & Establishment act and Social Security acts
• Assist in the designing and delivery of training to managers, employees and HR partners on relevant ER topics.

Communication:

• Facilitating communication between management, employees and external stakeholders on matter related to industrial relations
• Support the BHR in defining and executing the ER strategy for the group and ensuring ER practices and processes support GMR organizational objectives and culture.
• Interpret, communicate and maintain ER policies, processes and training, ensuring their content is current and fit for purpose.

EXTERNAL INTERACTIONS

Govt. Statutory Authorities - CLC, Dy CLC, LEO - of both Central and State, Official from EPFO & ESIC, Member Labour and Wage Board,

Legal Advisers, Law Firms, HR professionals, External Auditors, Consultants

INTERNAL INTERACTIONS

 Senior Business Leaders HR Members in businesses Shared Service Team Other Depts, Employees, Business ER Resource

FINANCIAL DIMENSIONS

 

• Analyzing the financial impact of labour relations strategies, policies and decisions on the organisations bottom line, including costs of disputes or labour actions
• Identifying potential financial risks associated with non-compliance, legal issues or employee dissatisfaction and developing strategies to mitigate these risks

OTHER DIMENSIONS

EDUCATION QUALIFICATIONS

§ MBA or MSW

§ Preferably Law Graduate having experience and strong knowledge in Compliance, Regulatory and Litigation

RELEVANT EXPERIENCE

Around 15 years of experience in similar area, preferably from manufacturing industry

COMPETENCIES