Role & responsibilities

1. Industrial Relations Management

- Develop and maintain positive and productive relationships with recognised trade unions and employee representatives.
- Manage day-to-day industrial relations matters and ensure a stable and harmonious work environment.
- Act as the primary point of contact for union-related matters and workforce issues.
- Identify potential IR risks and proactively develop mitigation strategies.
- Support the organisation during negotiations, disputes, strikes, demonstrations and other industrial situations.

2. Union Management & Negotiations

- Manage relationships with trade unions and employee representatives.
- Lead and participate in wage negotiations, settlements, productivity-linked agreements and other union discussions.
- Prepare negotiation strategies, proposals, data and supporting documentation.
- Ensure effective implementation and communication of settlements and agreements.
- Maintain appropriate documentation and records of all union-related discussions and settlements.

3. Employee Grievances & Discipline

- Establish effective grievance-handling mechanisms and ensure timely resolution of employee concerns.
- Handle disciplinary matters, misconduct cases, show-cause notices, domestic enquiries and related proceedings in accordance with company policy and applicable law.
- Advise management on disciplinary actions and ensure procedural fairness.
- Monitor employee relations trends and proactively address recurring issues.

4. Labour Law & Statutory Compliance

- Ensure compliance with applicable labour laws, rules and regulations.
- Monitor statutory requirements relating to wages, working hours, employment conditions, contract labour,



standing orders and other applicable legislation.
- Coordinate with legal counsel and external consultants on labour-law matters and industrial disputes.
- Ensure timely maintenance of statutory registers, records and documentation.
- Keep management updated on changes in labour legislation and their business implications.

5. Contract Labour Management

- Manage and monitor contract labour deployment across the plant.
- Ensure contractors comply with statutory requirements and company policies.
- Coordinate with contractors on manpower requirements, attendance, wages, statutory advantages and workforce discipline.
- Conduct periodic audits of contractor compliance.

6. Workforce Planning & Productivity

- Partner with Plant Operations to ensure optimum manpower deployment.
- Support initiatives related to productivity, manpower optimisation, absenteeism reduction and workforce flexibility.
- Analyse workforce data and identify opportunities for improving labour productivity.
- Support implementation of productivity-linked incentive schemes and performance-based workforce practices.

7. Employee Engagement & Communication

- Conduct regular employee interactions, shop-floor meetings and workforce communication initiatives.
- Build trust and transparency between management and employees.
- Support employee engagement, welfare and recognition initiatives at the plant.




- Identify employee sentiment and emerging concerns through regular interaction with the workforce.

8. IR Strategy & Risk Management

- Develop an annual Industrial Relations strategy aligned with business and plant objectives.
- Maintain an IR risk register covering union demands, disputes, critical employee issues and potential disruptions.
- Prepare management for potential industrial disputes and develop contingency plans.
- Track IR metrics such as absenteeism, attrition, grievances, disciplinary cases, overtime, productivity and man-days lost.

9. HR & Business Partnership

- Work closely with Plant Head, Operations, Production, Finance, Legal, Safety and Corporate HR teams.
- Provide HR and IR inputs during manpower planning, restructuring, automation and organisational changes.
- Support business expansion, capacity enhancement and productivity improvement initiatives from an IR perspective.
- Provide regular MIS and management reports on IR-related matters.

Preferred candidate profile

- Bachelor's degree in HR, Personnel Management, Labour Welfare, Social Sciences or a related discipline.
- Master's degree / PG Diploma in Human Resources, Industrial Relations, Labour Laws or Personnel Management preferred.
- 815 years of relevant experience in Industrial Relations, preferably within a manufacturing / engineering / automotive / metallurgy environment.
- Strong experience in unionised manufacturing environments and wage negotiations.
- Working knowledge of applicable labour laws and industrial relations practices.
- Experience in handling disciplinary proceedings, domestic enquiries and labour disputes.

📌 Industrial Relationship Manager (Nashik)
🏢 Chemicals And Ferro Alloys
📍 Nashik