JOB DESCRIPTION

Job Role: Leader IR - Vertical

Job Role ID:

SECTION I: BASIC INFORMATION ABOUT THE JOB ROLE

Job Role Variant: Leader IR - Vertical

Manager Job Position: Leader PC&I - O2C

Job Position ID:

Value Stream: People, Culture & Infrastructure

Job Family: Human Resources

Sub-Job Family: Industrial Relations (IR)

SECTION II: PURPOSE OF THE ROLE

To design and implement the Industrial/ Employee Relations strategies for the businesses & sites and ensure healthy industrial and labour relations in order to drive enhanced productivity, workforce satisfaction and smooth business operations at all site locations with zero production loss due to Industrial/ Employee Relations (IR/ER) issues while operating within organizational and regulatory guidelines, and labour laws

SECTION III: KEY RESPONSIBILITIES AND ACCOUNTABILITIES OF THE ROLE

Responsibilities

Functional Planning and Strategy

• Align Employee Relations/ Industrial Relation's strategy with the organizational strategy and competitive landscapes. Devise and drive implementation of comprehensive roadmaps and operating plans
• Oversee and monitor the end-to-end implementation of IR/ER strategies and plans across all sites/businesses
• Drive collaboration with leadership to identify new initiatives and provide input in formation of operational plans in order to meet future business requirements at sites to business
• Manage effective collaboration with Leader PC&I - O2C and respective HR leaders to periodically review and adjust the Industrial Relations agenda with respect to changing business environment
• Participate in the overall PC&I budgeting cycle and allocate and deploy budget for ER/IR teams across businesses and site teams
• Devise strategies and oversee effective deployment of own budget to ensure efficient utilization and minimum variance in target v/s actual
• Anchor the adoption of digitization initiatives in the existing ER/IR processes better effectiveness and smooth operations ensuring compliance with the legal framework and regulatory guidelines

Policies, Processes & Procedures

• Keep abreast with latest developments and best practices related to Industrial/ Employee Relations and oversee implementation of these developments into daily site operations
• Guide the identification of opportunities for continuous improvements in policies, processes and procedures considering leading practices with focus on processes effectiveness, cost reduction and productivity enhancement at sites
• Oversee and ensure that the daily operations across all sites are in compliance with the stipulated policies and procedures and take corrective actions in cases of non compliance
• Oversee the development and deployment of a comprehensive and sustainable Workforce Cost Model for effective tracking and optimization of employee costs and benefits

Industrial/ Employee Relations Management

• Guide the site teams for effective management of industrial/ employee relations to ensure higher levels of engagement among the on roll and off roll workforce across businesses and sites in alignment with the defined productivity and business objectives
• Manage effective communication channels across site teams to ensure clear dissemination of labour relations agendas and policies by overseeing effective utilization of appropriate interventions, initiatives and cadences and periodically assess effectiveness of the same
• Manage partnerships with businesses to identify & design focused programs and interventions related to on roll and off role workforce welfare to create a proactive IR environment through initiatives for management of employee life cycle at all sites
• Drive effective implementation of labour laws and policies and take appropriate action in case of any issues
• Lead the collective bargaining process to arrive at long term settlements and deals with union leaders and manage timely addressal of grievances (individual and group) escalated by the team or raised directly by unions and oversee investigations and necessary actions for redressal
• Oversee & lead the design and communication of discipline management agenda for all sites with respect to values, behaviors, ethics, processes and other types of misconducts. Spearhead the creation and maintenance of a respectful and inclusive workplace
• Devise and implement appropriate protection and grievance redressal processes across all sites to safeguard the interests of any employees
• Anchor optimization and effective management of on roll and off roll workforce across all sites and Hydrocarbon locations
• Oversee effective management of workforce related legal disputes across all sites and spearhead resolution of the same by timely mediation and negotiation through the formal legal processes

External Stakeholder Management & Dispute Handling

• Build and maintain strong relationships and oversee resolution of all site level disputes with external stakeholders like government agencies, quasi judicial bodies, labour commissioner, legal teams and unions
• Oversee and supervise the resolution of all issues related to labour litigations including coordination with legal teams and external legal councils for closure of lawsuits and industrial disputes
• Guide the central team for effective handling and resolution of site disputes related to outplacement, wage, permanent employment and represent the organization in conciliation, adjudication and arbitration proceedings with labour departments
• Manage all issues related to labour litigations including coordination with legal teams and external legal councils for timely closure of lawsuits and industrial disputes

Statutory Compliance

• Guide all site leaders on statutory requirements, conduct ER/IR audits to review compliance with requirements of different labour laws such as Factories Act, ESI, ID Act, CLRA, etc., and counsel the teams during external audits
• Oversee and drive the statutory provisions of employment laws and cascade adherence & compliance to the labour legislations
• Drive effective tracking of emerging labour laws, evaluate readiness for adoption, and oversee implementation of changes as per requirement

People Management

• Facilitate development of the team in terms of IR/ER capabilities across teams through need based learning interventions and monitor the effectiveness of these trainings and initiatives
• Instill a culture of continuous development and high performance within own team
• Participate in recruitment activities & ensure retention / engagement of own team
• Set performance objectives of own team, evaluate / appraise team members and provide regular feedback & guidance
• Guide, mentor and develop own team to take larger and complex responsibilities
• Evaluate training and development requirements for own team and make recommendations for learning interventions

SECTION IV: SUCCESS METRICS

• % adherence to TAT for addressing grievances / response time
• Adherence to labor laws, compliance & regulations
• Adherence to statutory labor compliance across all sites (Factories Act, ESI, ID, Minimum wages, etc.)
• Grievance settlement rate - grievance received v/s escalations
• Long-term negotiations of collective bargaining agreements with unions or employee representatives

SECTION V: OPERATING NETWORK

Internal: HR Team, Site Teams, Legal, Finance, IT, Corporate Affairs

External: Government/ Statuary Authorities, Labour departments, DISH, Unions, Elected Representatives/ Bodies / Political Opinion Makers

SECTION VI: KNOWLEDGE AND COMPETENCIES

Education Qualifications

Master's of Business Administration in Human Resource Management/ Masters in Social Work (MSW)/ Masters in Human Resource Management (MHRM) or equivalent is must

Experience (Must Have & Good to Have)

10+ years of experience in Industrial Relations

Functional / Behavioral competencies required to execute the role

FUNCTIONAL COMPETENCIES

SECTION VII: CAREER MOVEMENTS

Feeder Roles: Team Lead - IR