AddressTo deliver value to the business through planning and execution of business specific P&IR strategies, harmonious IR initiatives & strategic Trade Union Management, capability building of blue-collar workmen for Skill and Cultural transformation to meet present and future capability needs of the business sustainable Organization, compliant to EHS and applicable labour laws.
2. PRINCIPAL ACCOUNTABILITIES:
Accountabilities Major Activities Key Performance Indicators: Coordinating & ensuring the implementation of Business P&IR, Security, Administration, EHS, Trade union Management, Labour Laws & Environmental Laws compliances, PR
Challenges :
- Ensuring all P&IR policies/ initiatives related to blue collar employees are implemented & rigorously followed
- Timely communications /briefing to CEO for necessary decision on deployment of IR strategies
- Implementation of Digital projects in all respects
- Deployment of Company Purpose and Values
- Cross Functional collaboration
- Mentoring with Team
- Effective participation as steering committee member.
- Build positive branding of the company before authorities as company face
- Man-days lost
- Production disruption (hours)
- Absenteeism rate
- % Legal and SOP Compliance
- Facilitate manpower planning, ensure hiring/ recruitment and induction of Trainee workmen and contractual labour
- Acquisition of Trainee workmen as per Agreement with the union in consultation with CEO and Operation FH with reference to Business requirements
- Source manpower
- Ensure induction as per the deployed SOP
- Compliance with Agreement
- % Support to manufacturing to achieve production targets
- Manpower target vs. Achievement
- Lead time for recruitment
- Capability Building To ensure capability building process for blue collar Effectiveness of skill
2. Employees and contractual employees
- Formulate and drive Reward Schemes for blue collar employees
- Establish the company's status as a basic training provider under NAPS scheme and to develop about 250 NAPS apprentices in a year in the field of material handling and advanced machine operations with the objective to transform unskilled workforce to skilled workforce
- To monitor capability building effectiveness of newly recruited trainee permanent workmen on a quarterly basis for further progression transformation
- NAPS apprentices in a year
- Harmonious Industrial relations
- Trust Building, Maintain Transparency in closing the issues of blue-collar employees and in dealing with Trade unions.
- Delivery of Benefits pertaining to blue collar employees proactively
- Lead negotiator for Long Term Wage settlement, wage agreement and wage rationalization agreement
- Timely conclusion of LTS in a win-win situation
- No man-days lost on IR account
- Security, Administration & Liaising
- Review the effectiveness and zero deviation of Security and administration Deployment as per SOPs
- To Maintain effective Relations with Govt. Authorities, local agencies, and influencers
- No deviation from SOP
EHS :
- Periodical review of EHS working to build a sustainable organization
- Ensure timely compliances under Factories Act,
- Environmental laws and other Labour Laws /codes
- Ensure Deployment of conditions of Consent to operate and establish issued by RPCB
- % Compliance
- No adverse inspection
Observation :
- No major NC in Audits
- Welfare and Facility Management
- To monitor effectiveness
- Ensure complaint redressal
- GPTW score
- Contractual Labour Management
- Guide and monitor efforts of team
- Ensure implementation of 'freeze' in number of contractual labour through well-defined contract labour management process
- Zero legal and financial liability generated
- Team Development
- Manage team for the plants
- Define roles & responsibility for the team
- Quarterly review of team performance, identify skills gaps
- Ensuring execution of trainings/ projects to develop skills and Capability building of Team
- Coach and Guide team
- Adherence to Training Target
- % / Training Man-days
- Development projects executed versus targeted
- Improvement in Competency index
3. MAJOR CHALLENGES
(Mention key 2-3 complex issues/challenges faced on this job)
- Trade unions challenges
- Industrial relations-Long Term Wage Settlement
- To maintain unauthorized absenteeism at 1%
