Job Description
POSITION : SR. EXECUTIVE/ASSISTANT MANAGER- HR (EMPLOYEE RELATIONS)
- To Lead the Employee Relations & Statutory Function, drive the development and implementation of initiatives to enhance employee motivation
- To raise engagement levels across the organization as well as to legally review all employee contracts
- To ensure compliance to all required statutory and regulatory norms
Responsibilities
Key Responsibilities
Strategic
- Support the Regional Head Human Resources in development of the organization's short-term and long-term HR strategy aligned to organization vision/ mission, business strategy and objectives
- Develop the Employee Relation strategy and guidelines/ policies regarding statutory compliances for the organization in consultation with the Head Human Resources
Financial
- adherence to the same
- Monitor and control all statutory and compliance related costs
Operational
- Lead initiatives to enhance the motivation and employee engagement levels across the organization
- Steer the business leadership on adopting and implementing employee welfare-related policies, norms and activities to be conducted
- Drive conduct of periodic employee engagement activities throughout the organization like town halls, communication meetings, etc.
- Lead periodic visits to various Blue Dart locations for regular interactions and proactive handling of HR related issues
- Liaise with concerned to obtain all Labor related licenses and permissions as per state rules and regulations
- Oversee and ensure statutory compliance adherence at the Regional level.
- Ensure maintenance of all necessary compliance related documentation.
- Keep updated on all changes in labor laws/ statutory guidelines and take necessary actions (as and when required) for ensuring compliance in case of changes in any laws/ guidelines from time to time
- Establish partnerships with internal and external legal advisors for compliance related issues
- Lead the investigation of all disciplinary cases and submit reports to the senior management
- Statutory Labour Matters compliance for regular BDE and outsourced agencies
- Review of existing practices and development of a revised system/framework for implementation
- Training and education of Managers on various aspects and sharing of update
- Handing all disciplinary matters, service matters and CARO cases.
- Oversee of labour related court matters and timely response to closure
- Ensuring timely response on all Labour inspector's visit, making, vetting the response and closure
- Co-ordination with all Labour consultants and review of their performance
- Proactive co-ordination with labour authorities.
- Conduct, Open Houses sessions with BDE employees and PDAs
- Supporting Regional PDA Manager with legal and labour related input
- Co-ordination with legal department on employee related matter.
- Sharing of good practices and knowledge on the subject all india upto Accountant level.
- Plan and ensure a very high level of employee engagement to keep employees motivated
People
- Provide direction, guidance and support to subordinates to help them discharge their duties effectively
- Monitor the performance of subordinates on a continuous basis to identify key performers and mentor and coach them effectively
- Key Result Areas and Key Performance Indicators
S.No
Key Result Areas
Key Performance Indicators
1
Enhance employee Engagement
- Number of Employee Engagement initiatives undertaken
- % Coverage of employees in employee engagement and communication initiatives (including town halls, new joinee communication) as per plan
- % increase in Employee Engagement Scores
- % Attrition of identified high performers
- Employee feedback on employee engagement and involvement initiatives
Drive timely delivery of services to the employees
- TAT for resolving employee queries / grievances
Statutory compliances pertaining to functional operations
- Zero instances of non compliance/ irregularities pertaining to area of operation as observed in the audit
- Adherence to statutory compliances
Support Employee Capability Building
- Key positions in the function with identified successors / potential successors
Employee retention
- Employee Attrition (%) in the function
Ensure Performance Driven Culture
- Adherence to Performance Management system timelines and guidelines
