Human Resources/Industrial Relations Role - Manufacturing Industry (15-20 yrs)

HR/IR - Manufacturing

- To deliver value to the business through planning and execution of business specific P&IR strategies, harmonious IR initiatives & strategic Trade Union Management, capability building of blue-collar workmen for Skill and Cultural transformation to meet present and future capability needs of the business sustainable Organization, compliant to EHS and applicable labour laws.

2. PRINCIPAL ACCOUNTABILITIES:

- Accountabilities Major Activities Key Performance Indicators

- Coordinating & ensuring the implementation of Business P&IR, Security, Administration, EHS, Trade union Management, Labour Laws & Environmental Laws compliances, PR Challenges

- Ensuring all P&IR policies/ initiatives related to blue collar employees are implemented & rigorously followed

- Timely communications /briefing to CEO for necessary decision on deployment of IR strategies

- Implementation of Digital projects in all respects

- Deployment of Company Purpose and Values

- Cross Functional collaboration

- Mentoring with Team

- Effective participation as steering committee member.

- Build positive branding of the company before authorities as company face

- Man-days lost

- Production disruption (hours)

- Absenteeism rate

- % Legal and SOP Compliance

- Facilitate manpower planning, ensure hiring/ recruitment and induction of Trainee workmen and contractual labour

- Acquisition of Trainee workmen as per Agreement with the union in consultation with CEO and Operation FH with reference to Business requirements Source manpower

- Ensure induction as per the deployed SOP

- Compliance with Agreement

- % Support to manufacturing to achieve production targets

- Manpower target vs. Achievement

- Lead time for recruitment

- Capability Building To ensure capability building process for blue collar Effectiveness of skill

- 2 employees and contractual employees

- Formulate and drive Reward Schemes for blue collar employees

- Establish the company's status as a basic training provider under NAPS scheme and to develop about 250 NAPS apprentices in a year in the field of material handling and advanced machine operations with the objective to transform unskilled workforce to skilled workforce

- To monitor capability building effectiveness of newly recruited trainee permanent workmen on a quarterly basis for further progression transformation

- NAPS apprentices in a year

- Harmonious Industrial relations

- Trust Building, Maintain Transparency in closing the issues of blue-collar employees and in dealing with Trade unions.

- Delivery of Benefits pertaining to blue collar employees proactively

- Lead negotiator for Long Term Wage settlement, wage agreement and wage rationalization agreement

- Timely conclusion of LTS in a win-win situation

- No man-days lost on IR account

- Security, Administration & Liaising

- Review the effectiveness and zero deviation of Security and administration Deployment as per SOPs

- To Maintain effective Relations with Govt. Authorities, local agencies, and influencers

- No deviation from SOP EHS

- Periodical review of EHS working to build a sustainable organization

- Ensure timely compliances under Factories Act, Environmental laws and other Labour Laws /codes

- Ensure Deployment of conditions of Consent to operate and establish issued by RPCB

- % Compliance

- No adverse inspection observation

- No major NC in Audits

- Welfare and Facility Management

- To monitor effectiveness

- Ensure complaint redressal

- GPTW score

- Contractual Labour Management

- Guide and monitor efforts of team

- Ensure implementation of 'freeze' in number of contractual labour through well-defined contract labour management process

- Zero legal and financial liability generated

- Team Development

- Manage team for the plants

- Define roles & responsibility for the team

- Quarterly review of team performance, identify skills gaps

- Ensuring execution of trainings/ projects to develop skills and Capability building of Team Coach and Guide team

- Adherence to Training Target

- % / Training Man-days

- Development projects executed versus targeted

- Improvement in Competency index

3. MAJOR CHALLENGES:

- (Mention key 2-3 complex issues/challenges faced on this job)

- Trade unions challenges

- Industrial relations-Long Term Wage Settlement

- To maintain unauthorized absenteeism at 1%

4. KEY DECISIONS:

- Mention the authority that the jobholder has; typical decisions made by this position

- Recommendations made by this position for decision by the superior

- Decision (self) Decision Recommended to Superiors for approval

- As per Prevailing Delegations Financial decisions e.g. Budget approval

- As per Agreements Strategic

- As per IR Strategies

5. INTERACTIONS:

- (Mention the Interactions - internal and external in the job but do not include the interactions with boss or subordinates.

- Also, mention the nature/purpose of the interaction)

- Internal Interaction

- Job/ Role you need to interact with Internally in the organization to enable success in your day-to-day work

- Interaction with Purpose

- Union To conclude LTS and day to day workmen issues

- FH Cross functional collaboration for smooth support

- CEO Strategic approvals

- External Interactions

- Job/ Role you need to interact with outside the organization to enable success in your day-to-day work

- Interaction with Purpose

- Govt Authorities All consent and licenses