Department Head - ER IR

Job Purpose

• This role is responsible for maintaining harmonious Industrial Relations creating a positive environment and building trust among the employees and management support employees development and achieve unit as well as Business targets. Implement and monitor Industrial Relation Personnel Welfare and Payroll policies across the SFD and EFD.

Job Context & Major Challenges

• The Staple Fiber Division Nagda was set up in the year 1954 with an initial capacity of 5500 TPA This has now grown to 150000 TPA making it the largest VSF unit in India. Due to this organic growth the plant and equipment are a mix of vintage and latest designs small and big capacities and installed in a haphazard manner.
• The Unit produces widest range of VSF in the Group which suits to various customers for their requirements and is the largest producer of spun-dyed VSF in the world. It also uses a mix of different qualities/ type of pulp from varied sources. Thus the unit is witness to all fluctuations in manufacturing relating to production volume input pulp quality and product varieties are absorbed leaving other units Birla Cellulosic and Grasilene Division to operate on a steady basis.
• Similarly separate power plants were added in an organic manner to supply process steam and power to VSF & EFD operations and to supply condensing power to Chemical Division. Ageing plant and machinery require continuous replacement and modernization. Large work force is employed due to less instrumentation mechanization and automation. Strong and multiple National level Unions are in position for last many years.
• VSF unit falls under the category of highly polluting industry for water air and land. Company has achieved great success in implementing and achieving the desired pollution norms and continuous efforts are being made in maintaining consistency and to improve further to meet environmental requirements.
• There has been continuous improvement on all fronts production productivity product grades quality consumption ratios environment and relation with local community and employees. These are to be sustained and improved further for providing a competitive edge to the business in a declining VSF & EFD market.

Major Challenges

1. Streamlining historical inconsistencies in personnel systems such as deployment of workmen w.r.t permanent establishment & contract.
2. Rationalization of workforce and improvement in productivity as per business standards.
3. Managing large workforce with manual operations in a continuous process chemical industry for uninterrupted working.
4. Management / Balancing of Political Party interventions and approaches/ influences.
5. Management of more than 60 contractors and their floating Manpower around 3500.
6. Identification of non-core activities and out sourcing of these jobs.
7. Identification of medically challenge employees and separation plans.
8. Control on Wage cost.

Key Accountability
Maintain harmonious and cordial industrial relations for smooth operation of the units

Supporting Action
1. Developing cooperative and constructive Employee relation climate
2. Establishing harmonious work atmosphere and industrial relations with labour unions at all times
3. To resolve different issues through long term settlement & MOU securing company interests to the best extent possible
4. Jointly plan for periodic two way communication with workmen & Union.
5. Prompt resolution of grievances through workmen grievance handling systems
6. Continuous contact and coordination with Legal team and lawyers to resolve pending labour case
7. Communicate with TUs and motivate employees to improve work culture to achieve higher Productivity
8. Ensure smooth coordination of team for in case of injuries on shop floor information to relevant authorities and support to injured person and family.

Key Accountability
Manpower Planning & Budgeting

Supporting Action
1. Create manpower plans and budgets in line with annual business plans for Permanent Workmen & Contract labour
2. Monitor adherence to planned budgets (wages & Retrials etc.
3. Monitor Preparation & compilation of salary / wages. Retrials & welfare budget in line with annual business plans.
4. Ensure monthly reconciliation with approved budget v/s actual.
5. Work in partnership with internal customers (line managers function/ department heads) to ensure timely hiring as per requisition plans
6. Drafting of policies for recruitment manpower optimization and separations( for VRS and Medically Challenged) for alignment with Unit level targets
7. Co-ordinate and implement Position reduction plans to reduce employee cost and achieve higher level of productivity.
8. Plan and co-ordinate Manpower Planning Redeployment Early Separation Job content improvement by clubbing of duty positions as possible.

Key Accountability
Contract Labour Management

Supporting Action
1. Monitoring and controlling of contractual deployment as per Budget.
2. Developing MIS & effective Analysis for further Optimization of contract Labour .
3. Ensure 100 legal compliance of contractors.
4. Ensure coverage of contract labour in relevant trainings and socializing events to help build a uniform desired culture and work norms
5. Ensure implementation of Contract Labour Management policies with introducing I.T Enabled systems so as to improve productivity of Contract

Key Accountability
Statutory Compliance & Stakeholder Management

Supporting Action
1. Ensure 100 compliance with applicable labour laws like Industrial Employment standing orders Factories Act EPF Gratuity Payment of Bonus Workmens
Compensation contract labour Minimum wages State & Central Apprentices etc.
2. Liaise with relevant external stakeholders/ regulatory agencies for necessary inspections certifications and relationship management. E.g. Factory Inspectorate
Labour Commissioner PF Department EE Advisor-App etc.

Key Accountability
Organizational Effectiveness

Supporting Action
1. Ensure smooth implementation of Annual Grade Revision Process Quarter Allotment Unit & Business level Scholarships etc.
2. Ensure closure of medical check-ups for all permanent and contract workmen
3. Ensure smooth implementation of reward and recognition schemes to motivate workmen.
4. Approve and ensure implementation of initiatives to ensure connect with workmen through communication meets spouse visits and home visits.
5. Ensure implementation of safety rules and standards and engaging workmen in safe workplace practices

Key Accountability
Welfare & Employee Engagement

Supporting Action
1. Ensure proper Management of companys Residential Colony area for workers.
2. Plan for Allotment shifting and vacation of quarters securing company land in Birlagram.
3. Ensure cost effective maintenance of workers residential colony.
4. Ensure Security of companys land and prevent encroachment.
5. Oversee activities planned at Workmen Club Khel Parisar
6. Ensure suitable infrastructure for facilities at Khel Parisar including Gym Library and sports equipment
7. Ensure timely and relevant support to schools and hospitals as per management directive

Key Accountability
Payroll and Wage Admin

Supporting Action
1. Ensure timely Processing of Payroll and ensuring timely payment of wages & salary to all employees- (Staff Technicians & Apprentice.
2. Ensure Recovery of loan and advances reconciliation of loan & advance with accounts Deduction of statutory & Non-statutory amount verification of the calculation of leave encashment of staff & technician prior to disbursement Full & Final settlement
3. Ensure Calculation of bonus ex-gratia payment as per wage agreement with Union.
4. Ensure internal audits through maker checker system in Payroll system

Industrial Relations,IR,Employee Relations,ER,HR