Lead - Corporate COE -Employee Relations

Job Profile

The Lead COE – Head of Employee Relations will be responsible for designing and executing a comprehensive Employee

Relations strategy across the company, ensuring consistent, high-quality ER practices in line with corporate objectives. This

position will lead the ER function across all plants, providing leadership on industrial relations, Labour management, grievance

handling, legal compliance, and workforce engagement initiatives.

As a key leader in the Center of Excellence, you will work closely with senior leadership, plant HR teams, and external

stakeholders to create and implement policies, strategies, and frameworks that foster a positive work environment, resolve disputes efficiently, and ensure legal compliance across all operational units.

Position : Lead – Corporate COE -Employee Relations

Job Band / Designation : B / Mgr / Sr Mgr / AGM

No. of Posts : One

Department : Corporate Human Resource

Reporting to : CHRO

Qualifications

Essential : Post-graduate degree or diploma in Human Resource Management, Personnel Management, Industrial Relations, or MSW (2 years Full-Time) from a reputed institution.Knowledge of labor laws is essential.

Desired : Degree or Diploma in Labor Law or any additional certifications in industrial relations, HR, or legal compliance.

Experience : Around 15-20 years of experience in Employee Relations, particularly in the Manufacturing sector, with experience overseeing a large workforce (1000+ employees).

At least 3-5 years in a leadership role such as Head of ER / IR or 5+ years as second-in-command in a large-scale ER function.

Role Overview : -

Proven track record of managing ER and IR functions across multiple plants.

Key Responsibilities

Strategic Leadership in Employee Relations :

 Develop and implement a corporate ER strategy aligned with the company's business goals and values.

 Provide expert ER guidance and thought leadership to senior management and HR teams at both corporate and plant levels.

 Identify industry trends, regulatory changes, and evolving best practices to continually evolve the ER strategy.

Industrial Relations (IR) Management

 Lead efforts to ensure cordial industrial relations across all plants and prevent potential labor unrest through proactive planning.

 Create frameworks for grievance management, ensuring that issues are addressed promptly and fairly, with consistent communication across all levels.

 Develop and refine labor intelligence capabilities to identify early signals of industrial relations issues and address them before escalation.

Legal Compliance & Statutory Requirements

 Ensure the company's compliance with all applicable labor laws, statutory regulations, and industry-specific labor requirements at a corporate level.

 Lead audits and ensure that statutory documentation is in order, minimizing legal risks and ensuring compliance across multiple locations.

 Develop and implement ER policies that align with legal requirements, while also promoting best practices for employee engagement.

Policy Development & Implementation

 Standardize ER processes and policies across the organization to ensure consistency in grievance resolution, disciplinary actions, and other ER practices.

 Ensure that time office management, wage and salary administration, and contract labor management practices are uniformly applied across all plants.

 Develop, update, and enforce corporate disciplinary and performance management policies.

Employee Engagement & Relations

 Lead corporate-level employee engagement initiatives, ensuring consistent messaging and programs that foster trust, morale, and productivity.

 Design and implement employee recognition and reward programs targeted at building a positive work environment, especially for blue-collar employees.

 Ensure the creation of a voice of the employee strategy that allows for open communication across all levels and facilitates real-time issue resolution.

Training & Development

 Collaborate with HR learning and development teams to identify ER / IR training needs for managers, HR teams, and employee representatives across plants.

 Ensure that training programs are standardized to ensure consistency in policy enforcement, conflict resolution, and labor relations practices.

Crisis Management & Dispute Resolution

 Oversee the resolution of complex labor disputes or industrial actions, providing strategic direction for management during crisis situations.

 Ensure that disciplinary actions and domestic inquiry proceedings are conducted in a fair and legally compliant manner.

 Provide senior leadership with real-time insights into potential issues, recommending solutions to prevent escalation.

HRMIS & Reporting

 Ensure the implementation and maintenance of HRMS systems that track and report on key employee relations metrics.

 Regularly update senior management on ER KPIs, trends in industrial relations, employee engagement scores, and compliance audits.

 Provide analytical reports to the management team to inform strategic decision-making.

Employer Branding & Public Relations

 Drive corporate employer branding initiatives to promote the company as an employer of choice, both internally and externally.

 Foster relationships with government agencies, local authorities, and external stakeholders to ensure positive public relations and maintain strong ties with key regulatory bodies.

Sustainability & Corporate Social Responsibility

 Lead and support the implementation of WCM (World Class Manufacturing) and sustainability initiatives at the plant level.

 Ensure that the company's sustainability goals and social responsibility initiatives are integrated into ER strategies and plant-level operations.

Core Competencies

 Strategic Business Awareness : Ability to align ER practices with corporate objectives and business needs.

 Labor Law Expertise : In-depth understanding of national labor laws, industrial relations regulations, and compliance obligations.

 Leadership & Influencing : Strong leadership skills with the ability to influence and engage with senior management and plant leadership.

 Conflict Resolution & Negotiation : Expertise in handling complex disputes, negotiations, and union relations.

 Excellent Communication : Strong verbal and written communication skills for reporting, influencing, and relationship-building.

Skills Required

Crisis Management, Industrial Relations, labor law, Sustainability, Employee Relations, Employee Engagement, Legal Compliance, Employer Branding, policy development