Manpower Resources India Pvt. Ltd., a leading Executive Search & Selection Company offers services to Manufacturing, Engineering, Infrastructure & Healthcare domain.

We have been mandated by a large conglomerate for the below mentioned role.

Position Name : Assistant General Manager/ Deputy General Manager -IR

Qualification : MBA/MSW

Experience : 15+

Place of Posting : Maharashtra

Job Purpose

The Group Industrial Relations Manager will be responsible for overseeing the industrial relations strategy and operations across multiple business units within the organization. This role will involve managing labor relations, ensuring compliance with labor laws, facilitating negotiations, and fostering a positive relationship between management and employees. The position will act as a bridge between the company and labor unions, ensuring smooth communication, minimizing disputes, and maintaining legal and regulatory compliance in all industrial relations matters.

ROLES AND RESPONSIBILITIES:

INDUSTRIAL RELATION (IR):

Maintain and create atmosphere of harmony and peace in the organization for the growth progress and development of the organization. Addresses employee grievances on time and recommend management on initiatives to be taken for resolving employee grievances. Dealing with the Labour Union, negotiation to safeguard interest of Organization and employees.

a) Act as the primary point of contact between management and employees regarding industrial relations matters.

b) Develop and maintain positive relationships with labor unions and employee representatives.

c) To ensure close and Professional relationship are established and maintained between management, employee and other government officials and the local community.

d) To ensure consistent and fair grievance handling and misconduct management providing professional counseling and coaching to correct inappropriate behavior.

e) To represent management in dealings and disputes, ensuring a consistent approach to grievance handling and dealing with employee misconduct.

f) To advice, facilitate and lead development of sustainable employee relations practices in the Company.

g) To advise, guide and support in developing and implementing a strategy for negotiating long term wage agreement with Unions and assist in the execution of wage agreements from time to time.

h) To assist and support during negotiations with Union / workmen and facilitate to arrive at amicable understanding and signing memorandum of understanding and long-term wage agreements.

i) To advise on employee discipline issue and support and facilitate disciplinary actions where required.

j) To benchmark with leading Companies on employee relations and human practices so as to evolve innovative and sustainable policies and practices for the unit.

k) To advise line managers on employee relations and human practices so as to evolve innovative and sustainable policies and practices for the unit.

l) To advise line managers on handling employee grievances and facilitates resolution of grievances with a view to ensuring industrial harmony and positive discipline

m) Investigating and resolving complex or critical industrial relations issues in a timely and effective manner.

n) To take necessary disciplinary actions and follow the procedure as and when required.

MANAGEMENT OF LITIGATIONS:

a) Manage and monitor court/ legal cases involving labor laws and actively interfere with Company advocates and legal counsel for briefing and conferencing.

b) Assist in the development of strategy for labor law litigations and facilitate settlement of cases as per Company expectations.

c) Advice and support line managers in civil and / or criminal litigations and provide guidance when needed.

d) Maintain details of ongoing litigations with factual background of every case and monitor progress.

e) Visit courts to attend hearings of all pending cases.

STATUTORY COMPLIANCE:

a) To lead the Labour law compliance for the Unit and ensure statutory compliance across the Unit on all labor statutes.

b) Understanding of Compliance aspects applicable to the company, ensure Statutory Compliances & Returns, ensuring compliances to all kinds of statutory requirements.

c) Compliance of various Labour Laws such as Factory Act, Shop & Establishment Act, Contract Labour Act, The Employees Provident Fund, Apprenticeship Act, Payment of Bonus Act, MLWF, ESIC, Employment Exchange, Payment of Gratuity Act etc.

d) Advise management on important amendments in labor laws to safeguard interest of the organization.

LIAISONING:

a) To ensure that the organization earns goodwill from the various stake holders as well as from State Govt.

b) To ensure that an organization becomes a center of excellence & become self-reliant in due time.

c) To interact with the Agencies frequently & develop trust among them to understand their real requirements.

d) To visit and interact with Senior Government Authorities for maintaining cordial relations.

e) Ensure that the company complies with all relevant labor laws, regulations, and employment standards.

f) Advise management on the interpretation and application of labor laws, contracts, and agreements.

g) Work closely with legal teams to mitigate legal risks related to industrial relations issues.

CONFLICT RESOLUTION AND DISPUTE MANAGEMENT:

a) Proactively address and resolve labor disputes, grievances, and conflicts, aiming for win-win solutions.

b) Lead the investigation and resolution of any employee complaints or grievances, ensuring timely and fair outcomes.

c) Develop strategies to prevent industrial disputes and maintain a harmonious working environment.

STRETAGIC ADVISE AND POLICY DEVELOPMENT:

a) Collaborate with senior leadership to develop and implement industrial relations strategies that support the business's long-term goals.

b) Provide advice on workforce management, including policies around workplace behavior, discipline, and disputes.

c) Contribute to the development and review of employee relations policies, ensuring they are up-to-date and compliant with current laws.

EMPLOYEE ENGAGEMENT AND COMMUNICATION:

a) Facilitate regular communication between employees and management, ensuring transparency and trust.

b) Develop and implement initiatives aimed at improving employee morale and reducing potential friction.

c) Organize training programs for managers and HR teams to improve understanding of industrial relations practices.

REPORTING AND DOCUMENTATION:

a) Maintain comprehensive records of negotiations, agreements, and industrial relations activities.

b) Prepare regular reports for senior leadership on industrial relations trends, potential risks, and ongoing negotiations.