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Job Location | Mumbai City |
Education | Not Mentioned |
Salary | Not Disclosed |
Industry | Recruitment Services |
Functional Area | General / Other Software |
EmploymentType | Full-time |
Position: General Manager - IR and HR Company & Location: One of the prestigious Client in Mumbai, MaharashtraQualification, Age & Experience: - Postgraduation in Industrial Relation / Human Resource- Minimum of 20 years of experience in IR, HR, Administration, Public Relations & Security including minimum 5 years in management. Well verse with wage negotiation process and agreement drafting.- Age - Below 50 Years- HR candidate from Manufacturing Industry would be given preference.- Preference will be given to those, who has worked in Nheva Shiva, Uran / Raigad.- The role Holder will report to Business Head & The Corporate Head HR.- Ability to Speak in Marathi, Hindi and English is mandatory.Objectives : To Spearhead IR & HR Function.Reporting Sections - IR, HR, Administration, Public Relations & SecurityMajor responsibilities : (Shall be responsible for 70% IR & 30% HR function)Labour Management:- Manage day to day IR issues and disciplinary matters- Liasioning with and managing trade unions and external stakeholders- Ensure compliance with the statutory laws like Shops and Commercial Establishments Act, PF Act, Gratuity act, ESI Act, Bonus Payment of Wages Act etc.- Relationship management with statutory authorities (Labour, PF, ESI, Employment Exchange etc.)- Management and support Legal counsel in case of legal matters.- Liaison with Police and Local Administration up to the highest level- Maintaining peaceful environment at the site.- Handling government bodies, local administration & political leaders.- Ensure ZERO manhour loss due to account of industrial unrest/industrial disputeContractors :- Negotiating manpower contracts and its renewal and ensure implementation of the terms and conditions therein including statutory requirements- Maintain harmony and congenial environment- Ensuring strict discipline environment & driving all disciplinary proceedings, if any within the Site. The individual to also represent in the labor court etc. during conciliation meetings.Wage Settlement:- Charter of Demand and the Wage negotiations with the help of Trade Union to be completed before due date by following of Collective Bargaining and Collective Agreement as applicable.- To eliminate or minimize the number of strikes, lockouts and gheraos by providing reasonable wages, improved living and working conditions, said fringe benefits etc.Labour welfare and care:- Redress the employee grievance like food, transport, Wage settlement, etc with in appropriate time.- To ensure safety training is imparted to all the new contractors and their workmen- To ensure gate passes are issued by the security after completion of all necessary Safety, Health formalities.- To maintain safe and healthy work area for contract workmens- To initiate actions with respect to workers behaviors / misconduct- Suggest Labour welfare and awareness initiativesTalent Acquisition & Talent Management:- Planning human resource requirements in consultation with heads of different functional & operational areas and conducting selection interviews at all levels.- Managing the complete recruitment life cycle for sourcing the best talent from diverse sources after identification of manpower requirements.- Facilitate Performance Management System & Appraisal Process.- Employee Engagement, Rewards and Recognition Program.- Career Planning & Succession Planning Program.Learning & Development:- Conceptualizing & developing training & development initiatives for improved productivity, building capability and quality enhancement.- Identifying training needs across levels through mapping of skills required for different roles and analysis of the existing level of competencies.- Organize Learning & Development Programs through Internal & External Resources, Evaluation of the Programs.- Institutionalizing the Vision, Mission & Values of the Organization.Organisational Development:- Leadership Development Programs, Business Process Improvement Initiatives. Benchmarking best practices, Competency mapping, Balance Score Card.- Support HODs in setting and implementing KRAs and KPIs objectively.- Align workforce with strategic goals and culture of the company- Promote high level of employee morale and motivation- Implement Companys Code of ConductStrategic Planning:- Conceptualizing & Implementation of policies for effective management of available human resources and development of human capital across the organization.- Strategizing the long / short term directions by forecasting the future manpower requirement and designing plans for acquiring requisite skills and competencies.Compliance:- Ensure a high level of understanding and compliance with existing and proposed legislation, policies and programs for HR- Ensure 100% compliance with statutory requirements.- ISO Standards compliance - role of Management Representative Safety:Ensure Safety norms are enforced and strictly followed within the premises.Public Relations- Maintain cordial relations with external stake holders.Administration:- Entire gamut of administration including but not limited to housekeeping, employee welfare measures (Canteen facility etc), maintaining discipline.Corporate Social Responsibility (CSR):As a part of CSR team member, co-ordinate with various agencies and implement CSR initiativesCTC : UPTO 35 LPA (Excluding Variable),
Keyskills :
continuous improvement facilitationbusiness process improvementrecruitment life cycleperformance management system