Industrial Relations - Business Partner

Job Description

Role primarily involves to partner actively with business leaders and their one/two downs to understand ongoing HR needs, anticipate and provide timely solutions on people matters MBA/MSW in HR with 6 to 9 years of experience Industrial Relations Management: Create and sustain a positive industrial relations environment by proactively identifying emerging trends and mitigating potential employee risks. Ensure effective communication and implementation of the organizations global labor relations vision and strategy with all relevant site stakeholders. Compliance and Legal Guidance: Coordinate and ensure compliance with central, local, and global statutory bodies, offering guidance on various labor laws such as the Factories Act, Shops & Establishment Act, Contract Labor Act, Payment of Wages Act, Minimum Wages Act, and Industrial Disputes Act. Union Relations and Negotiations: Manage relationships with union office bearers, facilitate union elections, and enhance the capabilities of union representatives. Handle long-term wage and bonus settlements, including preparation, negotiation, settlement, and post-settlement actions. Representation and Liaison: Represent the organization in various industrial forums and liaise with government agencies to ensure smooth industrial relations. Support operations teams in monitoring and ensuring productivity standards from the unionized workforce. Recruitment and Onboarding: Oversee the recruitment, onboarding, induction, and allocation of blue-collar employees, including Direct Associates, NAPS Trainees, BOAT Trainees, and STT Trainees, to ensure seamless production operations. Workforce Development and Culture: Drive capability-building initiatives for the entire blue-collar workforce and implement measures to foster a productive and positive work culture. Promote self-service culture through automation and enhance the capabilities of ESS/OSHRS/Atrak systems. Employee Engagement and Diversity: Lead employee engagement surveys for blue-collar employees, facilitate communication of results, and implement action plans. Encourage and support diversity hiring on the shop floor by creating a supportive ecosystem. Contract Labor Management: Effectively manage contract labor to meet operational needs and ensure compliance with relevant laws and regulations. Training and Development: Plan and execute training and development programs for blue-collar employees, ensuring alignment with organizational goals. Evaluate the effectiveness of training programs and make necessary adjustments. Issue Resolution and Support: Address and resolve employee grievances and industrial disputes promptly and effectively. Provide ongoing support and guidance to managers and employees on industrial relations matters. Performance Monitoring: Track and report on key performance indicators related to industrial relations, productivity, and workforce engagement. Implement corrective actions as necessary to maintain a positive industrial relations environment. Strategic Initiatives: Participate in strategic initiatives aimed at improving industrial relations and workforce management. Support the implementation of organizational changes and ensure smooth transition and adaptation by the workforce.