Ah-er

**Designation**:Officer

**Updated**:May 06, 2024

**Location**:Gujarat, India

**Organization**:Metals

**Key Result Areas/Accountabilities**

**Supporting Actions**
- Planning
- Partnering in the planning of short term and long-term people policies in line with business goals and vision
- Monitoring contract manpower requirement, including vacancies and planning the recruitment schedule for Workmen cadre.
- Facilitating identification of training needs and articulation of the same through individual Development Action Plans and ensuring preparation and publication of the Training Calendar on a periodic basis.
- Implementing periodic data collection and analysis of compensation structure with respect to market trends and providing inputs for salary revisions, if any
- Providing inputs to the F&C team with respect to the OPEX and CAPEX planning and budgeting process
- Employee Relation

To maintain good employee relations with respect to workmen in the non-management cadre, employee connect initiatives, liaison with trade unions representing the workmen and progressive long-term settlements to enforce discipline as well as health, safety, environment norms and drive development of a high performing culture aligned to the business strategy- Operational Excellence
- Monitoring and supervising workmen including participating in interview and selection process to ensure manpower requirements are filled up in time with quality resources.
- Overall compliances of company like PF, ESIC, License renewal and other land related compliances.
- Partnering implementation of action plan based on findings of VIBES
- Maintain database of contract employees
- Continuous watch on contract employee’s head count with respect to plant requirement
- Preparation of third-party contracts agreements.
- Monitoring all the statutory & legal compliances related to CLRA - 1970
- Contract documents verification & Invoices verification
- Payment processing of all the labour service providers through SAP.
- Monitoring of all the statutory committees like canteen committee, Grievance committee, Safety Committee, Committee for POSH, etc.
- Budgetary Controls
- Controlling recruitment cost by exploring alternative staffing routes
- Tracking and optimizing expenditure with respect to OPEX and CAPEX budgets
- Compliance
- Ensuring adherence to systems and processes pertaining to all people policies and processes including compensation and benefits.
- Ensuring implementation of health, safety and environment norms as well as compliance of statutory and regulatory requirement.
- Ensuring compliance with IMS principles.
- Customer-centricity
- Generating MIS reports with respect to manpower movement, attrition patterns and status of implementation of training and other people processes as well as engagement initiatives of workmen.
- Partnering implementation of recognition programs such as PRAISE and PRIDE
- Minimizing response time.
- Sustainability and Process Improvement
- Evaluating effectiveness of training programs and incorporating feedback to ensure continuous improvement.
- Partnering robust investigation to identify problem areas/ root cause and develop corrective action plan in case of accidents or class 4&5 incidents
- Ensuring implementation of corrective action with respect to audit reports (internal and external) as well as horizontal deployment of CAPA
- Leading and participating in Kaizen, Quality Circle, Pride and other such improvement initiatives
- Partnering digitization initiatives.
- Partnering creation and maintenance of Green Belt
- Contract Labor management

To liaise with contractors to regulate the deployment of contract labour and enforce discipline as well as health, safety, environment norms and drive productivity through engagement with contract labour deployed at the unit- People development and engagement
- Ensuring implementation of workmen engagement activities such as sports events and cultural events
- Implementing reward and recognition programs for all functions in the unit in collaboration with people managers
- Recognizing and motivating own team members and improving team engagement scores
- Keeping team motivated to establish 5S culture

**5) Role Specific Competencies**

Technical competencies- Domain knowledge of ER/IR practices
- Understanding of Labour Laws
- Basic understanding of statutes

Behavioral competenciesABG Leadership Competencies**Qualifications**:
Bachelor Of Engineering,Master in Human Resource Mgmt

**Minimum Experience Level**:
4-14 Years

**Report to**:
Manager