Industrial Relationship Officer

Role & responsibilities

Preferred candidate profile

Role overview:The Head of Industrial Relations will design and execute the labour relations strategy for our pan-India fulfillment, logistics, and supply chain operations. This role ensures legal compliance, fosters a positive work environment, and mitigates operational risks through proactive people management. It is a pivotal role responsible for maintaining effective relationships with all segments of the workforce (permanent, contractors, gig, consultants etc.) across the organization. This role will drive identification and mitigation of risks, uphold legal and ethical standards, help with complying and advising on labour compliance related matters, build internal capability for the HR function & business teams and drive a culture of fairness and accountability.Key responsibilities include managing industrial relations strategies to address labor-related matters, and ensuring compliance with all applicable employment laws and standards. The role requires close collaboration with legal, ethics & compliance operations and business & HR leadership to proactively address workplace issues, resolve grievances, and maintain a positive employee experience.The ideal candidate will possess deep expertise in labor laws, a strong track record in managing a mixed category of workforce (permanent, contractors, gig, consultants etc.), and the ability to navigate complex, dynamic environments while safeguarding the organization's integrity and reputation.Primary Responsibilities :

Policy and Process Standardization:

Develop and disseminate clear ER/IR policies and procedures to ensure consistency in handling employee and contractor-related matters across the organization.

Ensure adherence to the above guidelines in partnership with all stakeholders

Develop and implement the labor relations strategy while providing mentorship to HR teams.

Provide counsel and advice to business leaders on IR issues.

Manage negotiations with government affiliates/trade unions, present proposals to management for approval, and provide feedback.2. HR Compliance:

Review guidelines on labor and social security statutes; conduct periodic site audits for compliance.

Represent the organization before labour courts, EPFO, and relevant government bodies, handle court cases, manage out-of-court settlements, and attend conciliations to meet business needs.

Handle inspections and ensure compliance with acts such as PF, ESIC, Gratuity, Bonus, and Payment of Wages.

Ensure timely submission of statutory returns (annual, half-yearly, quarterly, monthly) to relevant authorities.

Oversee end-to-end ER-legal processes for employee-related cases, including fraud, audits.

Liaise with government bodies and local political administrations as needed.Build strong relationships with external stakeholders, trade unions, local authorities, and labor commissioners.

Oversee contract labor management and ensure vendor compliance regarding statutory dues (PF, ESIC, Bonus).3. Building IR Capability in the HR Function:

Build HRs capability to engage effectively with union representatives, contractors, and external stakeholders.

Design and deliver training on labor laws, grievance handling, conflict resolution, and negotiation strategies.

Facilitate regular workshops and updates on evolving labor laws to ensure compliance and preparedness.4. Team Management:

This includes hiring and onboarding new members of the team.

Additionally, this role will create an engaging, high-performing and safe work environment for our employees and champion our culture.

The role requires a balance between being an advocate for employees and aligning HR practices with the organisation's strategic objectives5. Operations:

Monitor the labor landscape to predict and prevent potential unrest or operational disruptions.

Partner with regional HR teams to build a proactive employee relations culture.

Establish robust frameworks for labor compliance, risk mitigation, and dispute resolution.Qualifications, Skills and Experience:

Post-Graduation in HR or Legal preferred, with total of 10 years of experience with strong IR exposure

Advanced degree or certifications in HR, Labour Law or Legal Areas is a must and so is expert knowledge of Indian labor laws and statutory compliance requirements.

Be a change management champion who can lead the business and team through the process successfully.

Proven experience in managing Industrial Relations and Employee Relationships

Excellent written and verbal communication skills, negotiation, and conflict-resolution skills including the ability to interact confidently with the board and senior management

High level of discretion and confidentiality in handling sensitive HR and legal matters

Stakeholder management especially managing sensitive conversations with senior leaders in the organisation

Strong network with local administration, labor enforcement departments, and external legal bodies