The role of Employee Relations Manager is to partner site teams in ensuring efficient , agile, proactive and effective management of IR climate.The role is responsible for partnering plant leadership team,People managers and collaboration with Plant HRBPs for proactive employee relations of direct labour and unionized workforce of GDI Sites of FAR , DHA, ORA, PUN. Advises on ER policy and assists with implementation of ER procedures and processes for India sites. Works with organisation leadership to deploy the ER agenda that closely supports the organizational goals.
Key Responsibilities
- Partners PDs and plant HRBPs on business alignment of union through focused frontline leadership development and training on negotiations skills in modern business environment.
- Proactive union engagement to resolve employee grievances of GDI Plants through people managers who are first line IR manager.
- Partners Plant Leadership teams , HRBPs of GDI and people managers in long term settlement linked to productivity with zero-hour loss.
- Partner HRBPs in flexing the available workforce as per business need with a focus on cost to sales and functionality of skills.
- Collaborates with HRBPs for IR DASHBOARD KPIs and activities, especially at plant level, within the defined KPI for direct labour.
- Facilitate collective bargaining session, salary increase negotiation with Union AR or labour-management council within the defined time-line.
- 100% social /LTA audit against IR Check-list compliance without repeat points deliverable against LTA budget Constructive social climate of the Plants.
- Participate in ER /IR Transformation Projects of GKN Automotive and Driveline Full Potential Projects and ensure timely and effective cascading of information and plan on Site to PD, PLT ,People Managers on such matters.
- Talent Acquisition and Capability Development of Direct Labour Human Capital of GDI Plants.
- Drive Performance Management and Talent Development of Direct Labour Workforce for GDI Plant.
- Ensure full HR Compliance on Direct Labor Matters of GDI Sites partnering Site HRBPs and Legal Team and ensure litigation cases are managed efficiently.
- Prepare, Monitor and respect HR Budgets and HR input into Site Budgets for direct labour of GDI Plants.
- Ensure full HR Compliance on Direct Labor Matters of GDI Sites partnering Site HRBPs and Legal Team and ensure litigation cases are managed efficiently.
- Prepare, Monitor and respect HR Budgets and HR input into Site Budgets for direct labour of GDI Plants.
- Ensure effective change management with Union on Efficiency Projects.
- Facilitate positive work environment without IR disruption through constructive dialogue with authorized representatives (Unions).
- Partner People Manager And Advises HRBPs in Progressive Discipline and absenteeism issues of Direct Labour of GDI.
- Collaborate with Site Administration Manager in ensuring zero grievances on personnel administration and welfare matters proactive.
Values & Behaviours
Ingenious: Manages complexity
Makes sense of complex, high quantity, and sometimes contradictory information to effectively solve problems. For example, consistently looks at complex issues from many angles; obtains a rich and deep understanding; swiftly cuts to the core issue; skillfully separates root causes from symptoms.
Ingenious: Applying internal and external insight
Applies knowledge of business and the marketplace to advance the organization’s goals. For example, clearly understands how own activities relate to critical business drivers. Monitors business news and market changes for impact on the business or on own expertise area; uses this to shape decisions.
Ingenious: Driving continuous improvement
Knows the most effective and efficient processes to get things done, with a focus on continuous improvement. For example, uses metrics and benchmarks to monitor accuracy and quality. Takes steps to make methods productive and efficient. Promptly and effectively addresses process breakdowns.
Collaborative: Drives engagement
Creates a climate where people are motivated to do their best to help the organization achieve its objectives. For example, shares insight into the purpose of the work, involves others appropriately and gives them credit for their contributions. Praises the successes of others.
Principled: Accountability
Holds self and others accountable to meet commitments. For example, accepts responsibility for own work, both successes and failures. Handles fair share and does not make excuses for problems. Usually meets commitments to others.
Principled: Communicates effectively
Develops and delivers multi-mode communications that convey a clear understanding of the unique needs of different audiences. For example, listens attentively and takes an interest. Keeps others well informed; conveys information clearly, concisely, and professionally when speaking or writing.
Driven: Results driven
Consistently achieves results, even under tough circumstances. For example, holds self to high standards of performance; sets some challenging goals; wants to achieve meaningful results; pursues initiatives/efforts to successful completion and closure. Focuses on key goals, even during setbacks and obstacles.
Skills
Planning and Organizing
Uses expertise to act as organizational authority on planning, organizing, prioritizing and overseeing activities to efficiently meet business objectives.
Policy and procedures
Uses expertise to act as the organizational authority on developing, monitoring, interpreting and understanding policies and procedures, while making sure they match organizational strategies and objectives.
Verbal Communication
Acts with expertise as the organization’s authority on using clear and effective verbal communications skills to express ideas, request actions and formulate plans or policies.
Assessment
Uses comprehensive knowledge and skills to work independently while providing guidance and training to others on analyzing data from multiple sources to draw appropriate conclusions and make suitable recommendations.
Business Requirements Analysis
Works without supervision and provides technical guidance when required on analyzing the business requirements that IT solutions must meet.
Compliance Management
Works without supervision and provides technical guidance when required on achieving full compliance with applicable rules and regulations in management and/or operations.
Employee Relations
Works without supervision and provides technical guidance when required on making sure that the organization manages its employee relations within a clear framework that embodies corporate values and policies, while also complying with all legal requirements.
Review and Reporting
Works with guidance (but not constant supervision) to review and create relevant, lucid and effective reports.
Education
University degree and post graduate qualifications in human resources management or personnel management or PM/IR
Experience
Experience of planning and managing resources in a matrix organisation.
Minimum 10 years’ experience in HR/ER/IR role in a manufacturing or auto industry.
Good working knowledge of local employment and industrial relations laws and regulations.
Labour law qualifications is an added advantage for the role.