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AGM - Employee Relations

AGM - Employee Relations

ConfidentialDelhi
30+ days ago
Job description

JOB PURPOSE

The role is responsible for providing support to the COE - TM in refining and implementing the Talent Acquisition policy and processes across the organization, ensuring compliance. Additionally, the role supports the Talent Management initiatives, including PDD (Performance Development Discussions) , Talent Review , and Succession Planning across the Group. The position also leads the implementation of employee relations strategies, policies , and procedures across the organization, offering strategic support to businesses on employee relation matters. This includes ensuring compliance with Indian Labor Laws and regulations , promoting positive employee relations, and mitigating associated risks.

ORGANISATION CHART

  • The position reports directly to the COE Head - Employee Relations .

KEY ACCOUNTABILITIES

ER Policy Implementation & Compliance

  • Collaboration with BHR : Work with Business HR (BHR) to implement Employee Relations (ER) policies, ensuring compliance with labor laws and promoting fair treatment of employees.
  • Legal & Compliance Support : Advise BHR on employee relations issues, ensuring alignment with organizational values and legal requirements.
  • Risk Mitigation : Collaborate with BHR, Legal & Compliance, and the ER team to identify and mitigate legal, regulatory, and reputational risks.
  • Disciplinary Action : Assist in managing and conducting domestic inquiries and taking appropriate disciplinary actions, ensuring the legality and operational impact are fully considered.
  • Advisory Support : Provide proactive advice on a range of employee relations issues, including the interpretation of employment policies and practices.
  • Direct ER Case Management : Lead and manage ER cases from initiation through resolution, working closely with employees, business managers, and leaders to execute procedural steps in line with company policies.
  • Labor Law Adherence : Ensure the company adheres to all relevant labor laws, regulations, and standards in employee relations and workplace practices.
  • Statutory Audits : Conduct regular statutory audits to identify compliance gaps.
  • Case Management System : Implement an efficient ER case management system, planning and taking action at each case stage.
  • External Legal Coordination : Work with external legal counsel and attend hearings for crucial labor cases, planning strategies to protect the organization's interests.
  • Risk Assessment & Action Plans : Proactively identify risks and develop action plans to address them.

    • Training and Education

  • Employee Relations Training : Provide guidance, training, and education to BHR on Indian employment laws and regulations, including the Industrial Dispute Act , The Shop & Establishment Act , and Social Security Acts .
  • Training Design & Delivery : Assist in designing and delivering training to managers, employees, and HR partners on relevant ER topics.

    • Communication

  • Internal Communication : Facilitate communication between management, employees, and external stakeholders on industrial relations matters.
  • ER Strategy Execution : Support BHR in defining and executing the ER strategy, ensuring alignment with GMR's organizational objectives and culture.
  • Policy Interpretation & Communication : Interpret, communicate, and maintain ER policies, processes, and training, ensuring they are up-to-date and fit for purpose.

    • EXTERNAL INTERACTIONS

  • Government Statutory Authorities : Central and State authorities such as CLC, Dy CLC, LEO, EPFO & ESIC officials, Labour and Wage Board members.
  • External Legal Advisers : Legal advisers, law firms, external auditors, and consultants.

    • INTERNAL INTERACTIONS

  • Senior Business Leaders : Close interaction with senior business leaders for strategic alignment and decision-making.
  • HR Teams : Collaboration with HR members in various business units and shared service teams.
  • Other Departments : Coordination with other departments and internal stakeholders, including employees and business ER resources.

    • FINANCIAL DIMENSIONS

  • Cost Analysis : Analyze the financial impact of labor relations strategies, policies, and decisions on the organization's bottom line, including the costs associated with disputes or labor actions.
  • Risk Mitigation : Identify financial risks related to non-compliance, legal issues, or employee dissatisfaction and develop strategies to mitigate these risks.

    • EDUCATION QUALIFICATIONS

  • Required : MBA or MSW (Master of Social Work).
  • Preferred : Law Graduate with strong knowledge in Compliance , Regulatory , and Litigation .

    • RELEVANT EXPERIENCE

  • Around 15 years of experience in similar roles, preferably from the manufacturing industry, with extensive exposure to employee relations, compliance, and risk mitigation.

    • COMPETENCIES

  • Networking
  • Personal Effectiveness
  • Teamwork & Interpersonal Influence
  • Stakeholder Focus
  • Entrepreneurship
  • Capability Building
  • Social Awareness
  • Planning & Decision Making
  • Execution & Results
  • Strategic Orientation
  • Problem Solving & Analytical Thinking

    • Skills Required

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