Position Purpose To manage the organization's Employee Relations function and ensure effective handling of disciplinary matters, PIP cases, employee grievances, domestic enquiries, labour law disputes, litigation, Policy management and regulatory interactions. The role is responsible for providing strategic and operational support to HR and Business teams on employment-related matters, maintaining harmonious industrial relations, mitigating employment risks and ensuring compliance with applicable labour laws and organizational policies.

Key Responsibilities

- Employee Relations Management
- Manage end-to-end employee relations matters across locations.
- Conduct preliminary fact-finding, investigations and assessments relating to employee misconduct, policy violations, and workplace issues.
- Advise HR and business stakeholders on employee relations risks and appropriate corrective actions.
- Facilitate resolution of employee grievances, complaints, and workplace disputes.
- Support implementation and communication of ER policies, frameworks, and processes.

Disciplinary Management

- Handle disciplinary proceedings from initiation to closure.
- Manage Performance Improvement Plan (PIP) cases, including reviewing performance concerns, advising stakeholders on process requirements, ensuring proper documentation, monitoring progress, and supporting closure decisions in accordance with Company guidelines.
- Draft and review Show Cause Notices, Charge Sheets, Warning Letters, Advisory Letters, Suspension Orders, Termination Letters, Settlement Documents, and other disciplinary communications.
- Coordinate and support domestic enquiries, ensuring procedural fairness and compliance with applicable laws.
- Maintain disciplinary records and case documentation.

Labour Court and Employment Litigation

- Maintain and monitor the tracker of all labour court, industrial tribunal, conciliation and employment-related legal matters.
- Liaise with internal stakeholders, advocates, consultants and external agencies on employment litigation.
- Prepare case briefs, factual notes, chronologies, documentation and management updates.
- Track case status,



next hearing dates, litigation risks, and closure actions.
- Ensure timely submission of information and responses required for legal proceedings.

Police, FIR and Statutory Authority Matters

- Coordinate with police authorities, labour authorities, government officials, and other statutory agencies on employment-related matters.
- Support filing and follow-up of FIRs, complaints, notices, responses, and representations where required.
- Assist management in handling sensitive matters involving employee misconduct, fraud, threats, violence, theft and other workplace incidents.
- Maintain records and documentation relating to such matters.

Policy Governance and Compliance

- Draft, review, and periodically update HR, Employee Relations, disciplinary, ethics, and workplace conduct policies.
- Ensure policies remain aligned with applicable labour laws, statutory requirements, judicial developments, and business needs.
- Support policy implementation, awareness, and governance reviews.
- Recommend process improvements and controls to minimize employee relations risks.

Advisory and Business Partnering

- Act as a subject matter expert for HR teams on employment law and employee relations matters.
- Provide guidance on disciplinary actions, misconduct handling, workplace investigations, separation risks, and litigation exposure.
- Support HR teams in handling sensitive employee cases and conflict resolution.
- Conduct awareness sessions and knowledge-sharing programs for HR and business leaders.

Team Management

- Manage and guide members of the Employee Relations function.
- Allocate and monitor ER cases, investigations, and projects.
- Build team capability in employee relations, disciplinary processes,



and labour law compliance.
- Establish effective case governance and reporting mechanisms.

Reporting and Governance

- Maintain dashboards and trackers relating to grievances, disciplinary matters, labour litigation, police matters, investigations, and policy reviews.
- Prepare periodic reports and management updates.
- Identify emerging employee relations risks and recommend mitigating actions.

Desired Qualifications

- Master's / Bachelor's Degree in Human Resources / Labour Welfare / Personnel Management / Industrial Relations.
- Degree in Law (LLB) will be an added advantage.
- 6 to 10 years of experience in Employee Relations, Industrial Relations, Labour Law Compliance, Employment Litigation and related HR functions.
- Experience in handling disciplinary proceedings, domestic enquiries, labour disputes and employee grievances.
- Strong expertise in employee relations documentation and legal drafting, with the ability to independently prepare and review disciplinary and employment-related documents, including Show Cause Notices, Warning Letters, Suspension Orders, Termination Letters, PIP documentation, investigation reports and related correspondence.
- Exposure to interactions with labour authorities, advocates, police authorities, and regulatory agencies preferred.

Key Competencies

- Employee Relations & Conflict Resolution
- Labour Laws & Employment Legislation
- Domestic Enquiry Process Management
- Employment Litigation Management
- Policy Drafting & Governance
- Investigation & Fact Finding
- Stakeholder Management
- Drafting & Documentation Skills
- Analytical Thinking & Judgement
- Communication & Negotiation Skills
- Team Leadership

Key Deliverables

- Timely closure of employee relations cases.
- Effective management of disciplinary proceedings.
- Accurate tracking and monitoring of labour court and litigation matters.
- Robust policy governance and updates.
- Timely advisory support to HR and business stakeholders.
- Reduction in ER-related legal and compliance risks.
- Robust documentation and case management standards.

📌 Employee Relations & Litigation (Chennai)
🏢 Cholamandalam Investment and Finance Company
📍 Chennai