General Manager - Industrial Relations & HR - Manufacturing Firm

Position: General Manager - IR and HR

Company & Location: One of the prestigious Client in Mumbai, Maharashtra

Qualification, Age & Experience:

- Postgraduation in Industrial Relation / Human Resource

- Minimum of 20 years of experience in IR, HR, Administration, Public Relations & Security including minimum 5 years in management. Well verse with wage negotiation process and agreement drafting.

- Age - Below 50 Years

- HR candidate from Manufacturing Industry would be given preference.

- Preference will be given to those, who has worked in Nheva Shiva, Uran / Raigad.

- The role Holder will report to Business Head & The Corporate Head HR.

- Ability to Speak in Marathi, Hindi and English is mandatory.

Objectives : To Spearhead IR & HR Function.

Reporting Sections - IR, HR, Administration, Public Relations & Security

Major responsibilities : (Shall be responsible for 70% IR & 30% HR function)

Labour Management:

- Manage day to day IR issues and disciplinary matters

- Liasioning with and managing trade unions and external stakeholders

- Ensure compliance with the statutory laws like Shops and Commercial Establishments Act, PF Act, Gratuity act, ESI Act, Bonus Payment of Wages Act etc.

- Relationship management with statutory authorities (Labour, PF, ESI, Employment Exchange etc.)

- Management and support Legal counsel in case of legal matters.

- Liaison with Police and Local Administration up to the highest level

- Maintaining peaceful environment at the site.

- Handling government bodies, local administration & political leaders.

- Ensure ZERO manhour loss due to account of industrial unrest/industrial dispute

Contractors :

- Negotiating manpower contracts and its renewal and ensure implementation of the terms and conditions therein including statutory requirements

- Maintain harmony and congenial environment

- Ensuring strict discipline environment & driving all disciplinary proceedings, if any within the Site. The individual to also represent in the labor court etc. during conciliation meetings.

Wage Settlement:

- Charter of Demand and the Wage negotiations with the help of Trade Union to be completed before due date by following of Collective Bargaining and Collective Agreement as applicable.

- To eliminate or minimize the number of strikes, lockouts and gheraos by providing reasonable wages, improved living and working conditions, said fringe benefits etc.

Labour welfare and care:

- Redress the employee grievance like food, transport, Wage settlement, etc with in appropriate time.

- To ensure safety training is imparted to all the new contractors and their workmen

- To ensure gate passes are issued by the security after completion of all necessary Safety, Health formalities.

- To maintain safe and healthy work area for contract workmens

- To initiate actions with respect to worker's behaviors / misconduct

- Suggest Labour welfare and awareness initiatives

Talent Acquisition & Talent Management:

- Planning human resource requirements in consultation with heads of different functional & operational areas and conducting selection interviews at all levels.

- Managing the complete recruitment life cycle for sourcing the best talent from diverse sources after identification of manpower requirements.

- Facilitate Performance Management System & Appraisal Process.

- Employee Engagement, Rewards and Recognition Program.

- Career Planning & Succession Planning Program.

Learning & Development:

- Conceptualizing & developing training & development initiatives for improved productivity, building capability and quality enhancement.

- Identifying training needs across levels through mapping of skills required for different roles and analysis of the existing level of competencies.

- Organize Learning & Development Programs through Internal & External Resources, Evaluation of the Programs.

- Institutionalizing the Vision, Mission & Values of the Organization.

Organisational Development:

- Leadership Development Programs, Business Process Improvement Initiatives. Benchmarking best practices, Competency mapping, Balance Score Card.

- Support HODs in setting and implementing KRAs and KPIs objectively.

- Align workforce with strategic goals and culture of the company

- Promote high level of employee morale and motivation

- Implement Company's Code of Conduct

Strategic Planning:

- Conceptualizing & Implementation of policies for effective management of available human resources and development of human capital across the organization.

- Strategizing the long / short term directions by forecasting the future manpower requirement and designing plans for acquiring requisite skills and competencies.

Compliance:

- Ensure a high level of understanding and compliance with existing and proposed legislation, policies and programs for HR

- Ensure 100% compliance with statutory requirements.

- ISO Standards compliance - role of Management Representative

Safety:

Ensure Safety norms are enforced and strictly followed within the premises.

Public Relations

- Maintain cordial relations with external stake holders.

Administration:

- Entire gamut of administration including but not limited to housekeeping, employee welfare measures (Canteen facility etc), maintaining discipline.

Corporate Social Responsibility (CSR):

As a part of CSR team member, co-ordinate with various agencies and implement CSR initiatives

CTC : UPTO 35 LPA (Excluding Variable)