Manager - Industrial Relations & HR

Job description

Key Responsibilities

Industrial Relations Strategy Develop and implement industrial relations strategies aligned with organizational goals. Monitor labor market trends and advise management on potential impacts. Employee & Union Relations Serve as the primary point of contact for labor unions and worker representatives. Facilitate collective bargaining negotiations and agreements. Manage union relationships and resolve disputes or concerns proactively.

Dispute Resolution & Conflict Management Handle employee grievances, disputes, and disciplinary procedures in a fair and legally compliant manner. Mediate between staff and management to resolve conflicts effectively. Compliance & Legal Oversight Ensure adherence to all relevant labor laws, industrial regulations, and employment standards. Work closely with legal advisors on labor litigation and regulatory issues. Maintain updated knowledge of employment legislation and ensure HR policies reflect legal changes.

Policy Development & Implementation Develop and enforce IR policies, codes of conduct, and workplace discipline procedures. Ensure company policies are clearly communicated and understood across departments. Training & Communication Educate managers and employees on IR issues, labor laws, and internal procedures. Promote a culture of open communication and fair labor practices. Data & Reporting Maintain accurate records of grievances, disputes, disciplinary actions, and negotiations.

Prepare regular reports on IR metrics, risks, and outcomes for senior leadership.

Qualifications

Education

Master’s degree in Human Resources, Industrial Relations, or a related field.

Experience

10+ years of experience in industrial relations & labor law. Proven experience in handling unions, collective bargaining, and dispute resolution.

Skills & Competencies

Deep understanding of labor legislation and industrial relations practices. Strong negotiation, communication, and interpersonal skills. Conflict resolution and problem-solving abilities. High ethical standards and professionalism. Ability to work under pressure and handle sensitive situations with discretion. Key Performance Indicators (KPIs) - indicative Number and resolution time of employee grievances/disputes. Compliance with labor laws and audit outcomes.

Successful collective bargaining outcomes. Employee satisfaction and engagement metrics. Reduction in IR-related legal cases or incidents.