Key Responsibilities & Focus Areas
1. Production Partnership & Operational Changes
- Partner with production heads to discuss, strategize, and resolve operational hindrances to meet organizational targets without production loss.
- Coordinate negotiations between management and unions regarding operational changes and productivity improvements.
- Ensure established procedures and frameworks are followed for smooth implementation of operational changes.
2. Union Relations & Collective Bargaining
- Serve as the primary liaison for union-related matters, building and sustaining positive working relationships with union office bearers.
- Drive negotiations between management and unions to reach mutually beneficial Collective Bargaining Agreements (CBAs).
- Monitor, sign, and ensure the full implementation of agreed conditions and union settlements.
3. Employee Grievance Redressal
- Hold regular meetings with unions and employees to proactively identify and address grievances.
- Maintain a highly effective grievance redressal system.
- Mediate, counsel, and resolve employee complaints in coordination with key internal stakeholders.
4. Team Leadership & Development
- Direct, mentor, and coach a team of ER professionals to deliver against departmental targets and KPIs.
- Set clear performance goals, build skill competencies, and establish frameworks to maximize team productivity and quality standards.
- Implement job rotation strategies to broaden team capabilities and build rapport across various operational units.
5. Discipline Management
- Monitor shop-floor discipline, analyze misconduct trends, and initiate appropriate disciplinary proceedings in compliance with labor laws.
- Oversee disciplinary action processes and track case closures.
- Collaborate with floor coordinators to track attendance, address morale issues, and enforce company policies.
6. Employee Engagement & Morale
- Design and execute employee engagement programs, sports tournaments, and time-bound core-value initiatives.
- Oversee Rewards and Recognition (R&R) schemes to ensure fair metrics and transparent implementation.
- Measure, monitor, and continuously work with production teams to elevate overall employee morale and reduce turnover.
7. Stakeholder Collaboration & External Communication
Maintain close alignment with department heads (Production, HR, Business Strategy, Legal) to resolve issues, manage extraordinary situations, and execute long-term strategies.
- Maintain internal and external feedback systems, keeping senior leadership informed of critical labor trends and risks.
- Benchmark ER practices and stay updated through continuous networking with industry peers and other OEMs.
Key Performance Indicators (KPIs)
- Operational Harmony: Zero production downtime due to labor disputes or unmanaged operational changes.
- Union Agreement Execution: Timely signing and execution of collective bargaining agreements and settlement conditions.
- Grievance Resolution: High resolution rate and speed of employee grievance processing.
- Disciplinary Case Closure: Prompt and legally compliant closure of disciplinary cases.
- Team & Engagement Delivery: Achievement of team KPIs, execution of engagement calendars, and positive workplace morale metrics.
Required Skills & Core Competencies
- Labor Law & Compliance: Comprehensive knowledge of statutory labor laws, compliance requirements, and industrial relations best practices.
- Union Negotiation: Proven track record in union handling, dispute resolution, and collective bargaining.
- Interpersonal & Counseling Skills: Exceptional capability in conflict resolution, employee counseling, and stakeholder management.
- Leadership & Team Management: Demonstrated ability to lead and develop cross-functional teams in mid-to-large scale manufacturing or plant environments (+1,000 workforce).
