Hiring for the position HR with leading steel industry 

Location - Khopoli 

Experience - Industrial Relation , Pollution , Liasion , Labour Laws , Compliance

The Factory HR and Industrial Relations (IR) Head is responsible for overseeing and managing all HR functions and industrial relations activities within a manufacturing plant or factory. This includes ensuring compliance with labor laws, managing employee relations, fostering a positive work environment, handling labor union negotiations, and aligning HR strategies with the company’s overall business objectives. The role involves both operational HR tasks (like recruitment, training, and employee welfare) and strategic industrial relations responsibilities (such as negotiating collective bargaining agreements, managing disputes, and ensuring harmonious relationships with unions).

Key Responsibilities:

 HR Management:

 Training and Development: 

 Performance Management: .

 Employee Engagement: 

 Health, Safety, and Welfare: .

 Industrial Relations

Collective Bargaining: 

Dispute Resolution: 

Legal Compliance: .

Workforce Planning: 

3. Employee Relations and Welfare:

Motivation and Morale:

Labor Turnover Management: 

Workplace Culture: .

4. Strategic HR Alignment:

5. Reporting and Compliance:

Compliance Monitoring: Ensure adherence to local labor laws, health and safety regulations, and company policies within the factory. Keep track of changes in relevant labor laws and ensure the factory is always in compliance.

HR and IR Reporting: Prepare and present regular reports to senior management, including updates on HR metrics, labor relations issues, employee engagement, safety records, and compliance.

Data Management: Maintain accurate and up-to-date employee records and manage HRIS (Human Resource Information Systems) to monitor HR and IR activities effectively.

Required Skills and Qualifications:

Education:

Bachelor's degree in Human Resources, Industrial Relations, Business Administration, or related field.

Experience:

Minimum of 8-15 years of experience in HR and Industrial Relations, with at least 5 years in a managerial or leadership role, preferably within a manufacturing or industrial environment.

Proven experience in managing unionized environments, collective bargaining, and labor negotiations.

Knowledge of factory operations and relevant labor laws, health and safety regulations, and workplace standards.

Skills:

Strong Leadership: Ability to lead, motivate, and develop a team of HR professionals and collaborate with other departments to achieve business goals.

Negotiation Skills: Excellent negotiation skills to manage and resolve conflicts and reach favorable agreements with labor unions.

Problem-Solving: Ability to manage and resolve complex employee relations issues, disputes, and grievances.

Communication Skills: Strong verbal and written communication skills to effectively interact with employees, unions, and management.

Legal Acumen: Knowledge of local labor laws, industrial relations regulations, and compliance requirements.

Change Management: Experience in managing change, particularly in relation to workforce restructuring or process improvements.

Conflict Resolution: Strong skills in conflict resolution, mediation, and negotiation to maintain a harmonious workplace environment.

Preferred Skills:

Experience with HR and IR software and systems.

Strong knowledge of performance management systems and employee development strategies.

Ability to work under pressure, handle multiple priorities, and meet deadlines in a fast-paced environment.

Work Environment:

This role is typically based in a factory or manufacturing facility and may require time spent on the production floor.

Occasional travel may be required for meetings with unions, corporate headquarters, or other factory locations.

The position may require extended hours during peak seasons, bargaining periods, or when addressing urgent employee relations issues.

Key Performance Indicators (KPIs):

Successful negotiation and management of collective bargaining agreements (CBAs).

Resolution of employee grievances and labor disputes within established timelines.

Improvement in employee engagement and morale within the factory.

Compliance with labor laws and health and safety regulations.

Reduction in employee turnover and absenteeism rates.

Effective communication and collaboration with management, labor unions, and employees.

Interested candidates can connect or share their updated CV 9987096714 / 9867726714

Thanks & Regards

Finesse Staffing