Shift ER Lead

About the Business

Tata Electronics Pvt. Ltd. is a prominent global player in the electronics manufacturing industry, with fast-emerging capabilities in Electronics Manufacturing Services, Semiconductor Assembly & Test, Semiconductor Foundry, and Design Services. Established in 2020 as a greenfield venture of the Tata Group, the company aims to serve global customers through integrated offerings across a trusted electronics and semiconductor value chain. With a rapidly growing workforce, the company currently employs over 65,000 people and has significant operations in Gujarat, Assam, Tamil Nadu, and Karnataka, India. Tata Electronics is committed to creating a socioeconomic footprint by employing many women in its workforce and actively supporting local communities through initiatives in environment, education, healthcare, sports and livelihood.

Contribution areas Key Responsibilities

Policy Development:

1. Develop and implement ER/IR policies aligned with organizational goals.
2. Regularly update policies to comply with changing labor laws.

Labor Relations Strategy:

1. Formulate strategies to enhance labor relations and engage with unions.
2. Assess and improve the labor relations climate regularly.

Compliance Management:

1. Ensure 100% compliance with labor laws and regulations.
2. Conduct regular audits to maintain adherence to statutory requirements.

Grievance Resolution:

1. Address and resolve employee grievances within stipulated timelines.
2. Implement effective grievance redressal mechanisms and track resolutions.

Team Leadership:

1. Lead and develop the HR team, providing coaching and mentorship to ensure high performance.
2. Foster a collaborative and results-oriented work environment within the HR department.

Employee Engagement:

1. Foster a positive work environment through regular communication and engagement activities.
2. Analyze employee feedback and implement initiatives to improve job satisfaction.

Key Result Areas

1. Advisory support to management on ER/IR matters
2. Mentorship to Plant ER Leadership on ER/IR matters
3. Liaison with local/state/regional and national level govt and other agencies
4. Ensure 100% compliance with labor laws
5. Minimize employee grievances and conflicts
6. Positive and productive relationships with labor unions
7. Enforce ER/IR policies consistently across the unit (across all plants)
8. Strengthened relations with contract labor vendors

External Interfaces

• Government Agencies: Liaise with government agencies regarding labor law compliance audits or investigations.
• Labor Unions: Maintain communication and potentially negotiate with labor union representatives regarding collective bargaining agreements and employee grievances.

Required to work in shifts

Internal Interfaces

• ER/IR Team: Lead and direct the ER/IR team, providing guidance and ensuring effective implementation of the ER/IR program.
• Management Team: Partner with management and department heads to address employee concerns, resolve workplace issues, and implement effective HR policies.
• Legal Department: Collaborate with the legal department on complex ER/IR matters and ensure compliance with all legal requirements.
• Operations Department: Work closely with operations to address employee relations issues arising from daily operations (e.g., scheduling, performance management).
• Finance Department: Collaborate with finance on budgeting and cost implications related to employee relations initiatives (e.g., employee benefits).

Qualification

• Bachelor's Degree in Human Resources, Industrial Relations, Business Administration, or a related field is required.
• Master's Degree in Human Resources or Industrial Relations is preferred.

Experience

• Around 20 years of experience in employee relations, industrial relations, or a related field.
• Proven track record in handling contract labor, factory administration, and compliance.
• Experience in managing very large workforces in an industrial setting and across multiple plants across states.
• Strong experience in liaising with government officials and managing community relations.
• Prior history of amicably signing the LTS settlement with Unions

Desired Certifications

• Certified Employee Relations Professional (CERP), SHRM-SCP, PHR or similar certification is a plus.
• Certification in Labor Law Compliance or equivalent experience.

Our Values

1. Integrity: We conduct ourselves with honesty, transparency, and fairness. We follow through on our commitments, consistently and reliably.
2. Responsibility: We care for our people and the planet, leaving a positive impact through our business practices rooted in safety & sustainability
3. Pioneering: We reimagine possibilities to shape the future, by being bold and innovative.
4. Excellence: We are committed to world-class standards. We execute with speed, agility, and an unwavering focus on safety & quality.
5. Respect & Inclusion: We value differences, hear every voice and approach conflicts with positive intent. Our relationships are based on mutual respect.
6. Customer Focus: We place our customer at the heart of everything we do. We actively anticipate customer needs, keep promises consistently and enable their success