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).
