Job Description

1. Greenfield HR Setup & Operations:
HR Setup: Lead the establishment of the HR framework for the new Greenfield project or site, ensuring that systems, processes, and policies are in place for recruitment, employee benefits, performance management, and HR administration.
Workforce Planning: Define the workforce requirements and plan the hiring strategy, including sourcing talent, skill gap analysis, and managing the on boarding process for the new site.
Policy Development: Design and implement HR policies for the Greenfield project, including compensation structures, workplace behaviour guidelines, health and safety protocols, and employee development plans.
Cultural Integration: Establish and promote the organizational culture, ensuring alignment between the company values and the evolving work environment.
2. HR Compliance & Labor Laws:
Compliance Management: Ensure strict adherence to labor laws, industrial safety standards, and regulatory frameworks at the new site.
Legal Compliance: Stay up-to-date with changes in employment laws, health and safety regulations, labor union contracts, and workplace policies, ensuring the company is compliant at all times.
Statutory Obligations: Oversee all statutory compliance processes, including the timely filing of reports, maintaining required employee records, payroll compliance, and benefits administration.
Audit & Reporting: Prepare and maintain accurate records for audit purposes, ensuring all compliance audits are successfully passed.
3. Industrial Relations (IR) & Employee Relations (ER):
Industrial Relations Management: Establish strong relationships with unions, employee representatives, and other labor-related bodies to foster positive and productive relationships between the company and the workforce.
Dispute Resolution: Lead efforts to manage and resolve workplace disputes, grievances, or complaints from employees, ensuring fair and equitable treatment for all parties involved.
Negotiation Skills: Handle collective bargaining, negotiate contracts, and manage labor agreements with unions, ensuring that both employee needs and company interests are balanced.
Employee Engagement: Develop and implement programs to increase employee engagement, reduce turnover, and improve employee morale.
Disciplinary Actions: Oversee disciplinary actions and ensure proper procedures are followed in alignment with legal compliance and company policy.
4. Liaisoning & Stakeholder Management:
Liaison with Government & External Bodies: Act as a liaison between the company and government agencies, local labor authorities, regulatory bodies, and industry associations to ensure smooth operations and compliance.
Community Relations: Build positive relationships with local communities to foster goodwill and reduce potential conflicts or issues that could arise from the new facility's presence.
Stakeholder Communication: Maintain clear communication with senior management and other business units, providing regular updates on HR operations, compliance issues, and employee relations activities.
5. Employee Well-being & Health & Safety:
Health & Safety Oversight: Ensure adherence to health and safety regulations, promoting a safe work environment for all employees and managing any workplace accidents or injuries.
Employee Welfare Programs: Develop and manage employee welfare programs (e.g., health insurance, wellness programs, employee assistance programs) to improve overall employee wellbeing.
Workplace Environment: Ensure that the physical and emotional environment is conducive to high levels of productivity and employee satisfaction.
6. Performance Management & Development:
Talent Development: Oversee employee training programs, leadership development, and career progression initiatives to support the long-term growth of employees within the organization.
Performance Management Systems: Implement a comprehensive performance appraisal system that aligns with organizational goals and encourages continuous improvement.
Succession Planning: Establish succession planning initiatives to identify potential leaders from within the organization and prepare them for future roles.
7. HR Reporting & Analytics:
HR Metrics & Analysis: Develop and track key HR metrics, such as employee turnover, employee satisfaction, absenteeism, compliance audits, and training effectiveness.
Reporting to Senior Management: Provide regular HR reports to senior leadership on key operational and compliance issues, including challenges in employee relations, labor compliance, and IR/ER matters.

Skills Required