ASSOCIATE VICE PRESIDENT II - EMPLOYEE ...

KEY RESPONSIBILITIES

Employee Relations & Disciplinary MattersDevelop and implement policies that foster a positive work environment and improve employee engagement.

Manage employee relations, disciplinary issues, and industrial relations within the organization.

Handle HR litigation cases before external authorities such as conciliation officers, labour courts, tribunals, and high courts.

Conduct and oversee HR investigations, departmental inquiries, and disciplinary proceedings.

Draft and issue memos, show-cause notices, charge sheets, and warning letters related to disciplinary actions.

Maintain records of disciplinary cases, legal proceedings, and settlements for future reference.

Industrial Relations & Union NegotiationsDevelop and execute negotiation strategies to reach mutually beneficial agreements with employee unions and associations.

Ensure that settlements and agreements comply with legal requirements and organizational policies.

Implement proactive employee engagement strategies to minimize disputes and foster a cooperative work environment.

Act as a liaison between employees, unions, and management to prevent and mitigate industrial conflicts.

Build and maintain positive industrial relations while addressing disputes effectively.

Conduct periodic audits to identify and correct any non-compliance issues related to HR functions.

Develop policies and procedures that align with legal requirements while supporting business objectives.

Statutory Compliance

Ensure adherence to all labour laws and rules

Liaise with labour consultants, government authorities, and legal advisors for compliance and litigation matters.

Legal & HR Litigation HandlingCoordinate with internal HR teams, finance departments, and business heads to gather case-related evidence and documentation.

Coordinate with internal HR teams, finance departments, and business heads to gather case-related evidence and documentation.

Act as the company’s representative in court hearings, conciliation proceedings, labour tribunals, and arbitration cases.

Draft legal submissions, pleadings, and rejoinders in consultation with legal teams.

Design and implement HR policies that comply with labour laws, industrial regulations, and judicial precedents.

Draft clear policies on employee conduct, disciplinary action, grievances, and termination procedures to prevent legal disputes.

Train HR teams and managers on legal compliance, workplace laws, and best practices to minimize risks.

Establish strong internal mechanisms for whistleblowing, sexual harassment complaints, and workplace ethics to ensure compliance with legal mandates.

Government Liaison & Compliance Coordination

Maintain regular communication with labour departments, employment authorities, and statutory bodies to stay updated on regulatory changes.

Maintain detailed records of compliance audits, labour inspections, and regulatory reports.

Act as the primary point of contact for addressing compliance-related questions from employees, management, and external auditors.

Ensure all statutory filings, such as EPF, ESI, gratuity, and professional tax returns, are completed on time.

Ensure all employment contracts, policies, and HR documents align with the latest labour law requirements.

Document all interactions with labour officials and maintain proper records of notices, approvals, and regulatory submissions.

KEY CHALLENGES

•Handling conflicts and negotiations with multiple unions while maintaining industrial harmony.

•Addressing and mitigating legal risks arising from employment disputes and HR policies.

•Adapting to frequent changes in labour laws and statutory regulations.

•Managing employee grievances while safeguarding organizational policies and interests.

•Navigating complex government and legal frameworks to ensure smooth operations.

•Ensuring fair, transparent, and legally compliant disciplinary investigations.

KEY DECISIONS TAKEN 

•Formulating and implementing disciplinary policies and actions.

•Negotiating and settling disputes with employee unions and associations.

•Managing and resolving legal disputes related to employee relations.

•Establishing employee grievance redressal mechanisms.

•Approving and executing employee benefits and statutory obligations.

•Strategizing industrial relations frameworks for smooth workforce management.

KEY INTERACTIONS

Internal Stakeholders &External Stakeholders

•Senior Management

•Legal team

•Finance Team

•Audit and Compliance Team

•Business Heads

•People and Culture

•Government regulatory bodies and labour offices

•Legal advisors and labour consultants

•Industry associations and trade unions

•Third-party vendors and contractual service providers

EDUCATION / EXPERIENCE

•Minimum Qualification: Master’s degree in human resources, Labour Law, or related field. Strong knowledge of labour laws, industrial relations, and statutory compliance. Experience in managing union negotiations and industrial disputes.

•Nature of Experience: Minimum 13-15 years of experience in employee relations, labour law compliance, and industrial relations management.