JOB PURPOSE

The role is responsible for providing support to the COE - TM in refining and implementing the Talent Acquisition policy and processes across the organization, ensuring compliance. Additionally, the role supports the Talent Management initiatives, including PDD (Performance Development Discussions), Talent Review, and Succession Planning across the Group. The position also leads the implementation of employee relations strategies, policies, and procedures across the organization, offering strategic support to businesses on employee relation matters. This includes ensuring compliance with Indian Labor Laws and regulations, promoting positive employee relations, and mitigating associated risks.

ORGANISATION CHART

- The position reports directly to the COE Head - Employee Relations.

KEY ACCOUNTABILITIES

ER Policy Implementation & Compliance

- Collaboration with BHR: Work with Business HR (BHR) to implement Employee Relations (ER) policies, ensuring compliance with labor laws and promoting fair treatment of employees.
- Legal & Compliance Support: Advise BHR on employee relations issues, ensuring alignment with organizational values and legal requirements.
- Risk Mitigation: Collaborate with BHR, Legal & Compliance, and the ER team to identify and mitigate legal, regulatory, and reputational risks.
- Disciplinary Action: Assist in managing and conducting domestic inquiries and taking appropriate disciplinary actions, ensuring the legality and operational impact are fully considered.
- Advisory Support: Provide proactive advice on a range of employee relations issues, including the interpretation of employment policies and practices.
- Direct ER Case Management: Lead and manage ER cases from initiation through resolution, working closely with employees, business managers,



and leaders to execute procedural steps in line with company policies.
- Labor Law Adherence: Ensure the company adheres to all relevant labor laws, regulations, and standards in employee relations and workplace practices.
- Statutory Audits: Conduct regular statutory audits to identify compliance gaps.
- Case Management System: Implement an productive ER case management system, planning and taking action at each case stage.
- External Legal Coordination: Work with external legal counsel and attend hearings for crucial labor cases, planning strategies to protect the organization's interests.
- Risk Assessment & Action Plans: Proactively identify risks and develop action plans to address them.

Training and Education

- Employee Relations Training: Provide guidance, training, and education to BHR on Indian employment laws and regulations, including the Industrial Dispute Act, The Shop & Establishment Act, and Social Security Acts.
- Training Design & Delivery: Assist in designing and delivering training to managers, employees, and HR partners on relevant ER topics.

Communication

- Internal Communication: Facilitate communication between management, employees, and external stakeholders on industrial relations matters.
- ER Strategy Execution: Support BHR in defining and executing the ER strategy, ensuring alignment with GMR's organizational objectives and culture.
- Policy Interpretation & Communication: Interpret, communicate, and maintain ER policies,



processes, and training, ensuring they are up-to-date and fit for purpose.

EXTERNAL INTERACTIONS

- Government Statutory Authorities: Central and State authorities such as CLC, Dy CLC, LEO, EPFO & ESIC officials, Labour and Wage Board members.
- External Legal Advisers: Legal advisers, law firms, external auditors, and consultants.

INTERNAL INTERACTIONS

- Senior Business Leaders: Close interaction with senior business leaders for strategic alignment and decision-making.
- HR Teams: Collaboration with HR members in various business units and shared service teams.
- Other Departments: Coordination with other departments and internal stakeholders, including employees and business ER resources.

FINANCIAL DIMENSIONS

- Cost Analysis: Analyze the financial impact of labor relations strategies, policies, and decisions on the organization's bottom line, including the costs associated with disputes or labor actions.
- Risk Mitigation: Identify financial risks related to non-compliance, legal issues, or employee dissatisfaction and develop strategies to mitigate these risks.

EDUCATION QUALIFICATIONS

- Required: MBA or MSW (Master of Social Work).
- Preferred: Law Graduate with strong knowledge in Compliance, Regulatory, and Litigation.

RELEVANT EXPERIENCE

- Around 15 years of experience in similar roles, preferably from the manufacturing industry, with extensive exposure to employee relations, compliance, and risk mitigation.

COMPETENCIES

- Networking
- Personal Effectiveness
- Teamwork & Interpersonal Influence
- Stakeholder Focus
- Entrepreneurship
- Capability Building
- Social Awareness
- Planning & Decision Making
- Execution & Results
- Strategic Orientation
- Problem Solving & Analytical Thinking

📌 AGM - Employee Relations (Delhi)
🏢 GMR Airports
📍 Delhi