Senior HR Manager

Job Purpose:The Senior HR and IR Manager is responsible for leading the strategic and operational human resource and industrial relations functions within the organization. This role ensures compliance with employment laws, fosters a positive labor relations climate, drives talent development, and supports business goals through effective people management strategies. Key Responsibilities:Human Resources (HR):Develop and implement HR strategies aligned with the company’s business objectives. Oversee end-to-end HR functions including talent acquisition, employee engagement, performance management, training & development, and compensation & benefits. Develop and implement policies and procedures that improve efficiency, compliance, and employee satisfaction. Analyze HR metrics (e.g., turnover rates, training effectiveness) to inform decision-making. Manage organizational development initiatives including succession planning and workforce planning. Promote diversity, equity, and inclusion across the organization. Ensure compliance with labor laws and best practices in HR. Industrial Relations (IR):Develop and maintain effective relationships with trade unions and employee representatives. Lead negotiations for collective bargaining agreements, ensuring alignment with business objectives while maintaining fair labor practices. Handle dispute resolution, grievance procedures, and disciplinary matters in accordance with legislation and company policy. Provide strategic guidance to senior leadership on labor laws and industrial action risks. Monitor workplace climate and proactively address IR issues before they escalate. Represent the company in labor-related proceedings, such as arbitrations, mediations, and tribunal cases. Qualifications:Bachelor's degree in Human Resources, Industrial Relations, Business Administration, or a related field (Master’s preferred). Professional HR certification (e.g., SHRM-CP/SHRM-SCP, CIPD, or equivalent) is an advantage. 8–12+ years of progressive HR experience, with a strong focus on industrial/labor relations. Demonstrated experience in union negotiations, conflict resolution, and employment law compliance. Strong leadership, interpersonal, and communication skills. Ability to manage multiple stakeholders and balance strategic and operational priorities. Key Competencies:Labor law knowledge Negotiation & conflict resolution Strategic HR planning Employee relations Communication & stakeholder management Change management Organizational development Data-driven decision making Work Environment:May require occasional travel to sites/plants. Role involves engagement with union representatives, legal advisors, and executive leadership. KPIs/Success Metrics:Reduction in employee relations issues and grievances. Successful completion of collective bargaining agreements. HR policy compliance rate. Improvement in employee engagement/satisfaction scores. Retention of critical talent.