Associate Manager HR Compliance

TATA 1 MG; Gurugram District; On-site; INR 900,000 - 1,300,000; Full time

Job summary

Tata 1MG is seeking a Manager/Senior Manager HR Compliance, ER/IR, S&E & CLRA to lead statutory compliance, employee relations, and labour law governance across Gurgaon and other locations. This role requires coordinating with Legal, Payroll, and Operations to ensure regulatory adherence and risk management.

The incumbent will drive end-to-end labour law compliance, S&E, CLRA, IR strategies, and governance, while handling complex ER matters and inspections.

Qualifications

• Graduate/PG in HR, Labour Laws, IR or related discipline.
• LLB/LLM, MSW (HR/IR), MBA/PGDM HR preferred.

Responsibilities

• Ensure HR statutory compliance across multiple locations.
• Manage Shops & Establishments registrations, renewals and closures.

Skills

Labour law knowledge

ER & IR handling

Shops & Establishments

Labour Code implementation

Disciplinary proceedings

Labour inspections

Labour litigation management

Contract Labour compliance

Policy interpretation & drafting

Education

Graduate/PG in HR or Labour Laws

LLB/LLM, MSW HR/IR or MBA/PGDM HR preferred

Job description

Job Description Manager / Senior Manager HR Compliance, IR/ER, S&E & CLRA

Position Details

ParticularDetailsPositionManager / Senior Manager HR Compliance, IR/ER

Function Human Resources

Sub-Function HR Compliance, Employee Relations & Industrial Relations

Location Gurgaon

Reporting To Director hr

Experience 812 years

Industry Preference Retail, E-commerce, Healthcare, FMCG, Manufacturing, Logistics or other multi-location organizations

Employment Type Full Time

Role Purpose

The incumbent will be responsible for leading HR statutory compliance, Employee Relations (ER), Industrial Relations (IR), Shops & Establishments (S&E), Contract Labour (CLRA), labour law governance and employee-related legal matters across multiple locations. The role will ensure that the organization remains compliant with applicable labour laws, statutory requirements and internal policies while proactively managing employee relations, labour disputes, inspections, notices and regulatory engagements. The position will work closely with HR Business Partners, Payroll, Legal, Finance, Operations, Business Leaders and external consultants/lawyers to ensure effective compliance and risk management.

Key Responsibilities

1. HR Statutory Compliance

• Own end-to-end labour law compliance across all applicable entities, establishments and locations.
• Ensure timely compliance under applicable Central and State labour laws.
• Maintain statutory registers, records, returns, licences, registrations and notices.
• Drive compliance calendar and ensure zero/low compliance deviations.
• Conduct periodic internal compliance audits and identify gaps.
• Develop and implement corrective and preventive action plans.
• Coordinate with internal and external auditors for labour law compliance.
• Track legislative and regulatory changes and assess business impact.
• Support implementation of the new Labour Codes and related rules across the organization.
• Partner with Legal/consultants on interpretation and implementation of labour law requirements.

2. Shops & Establishments (S&E) Compliance

• Manage end-to-end Shops & Establishments registrations, renewals, amendments and closures across locations.
• Ensure compliance with applicable working hours, weekly offs, overtime, leave, holidays, employment records and other statutory requirements.
• Maintain location-wise S&E compliance tracker.
• Coordinate with Labour Department authorities for registrations, inspections and statutory matters.
• Manage notices, queries and departmental correspondence.
• Ensure timely closure of observations arising from inspections and audits.

3. Contract Labour / CLRA Compliance

• Lead compliance relating to Contract Labour across the organization.
• Manage principal employer registrations and contractor licences, wherever applicable.
• Ensure contractor compliance with applicable wage, PF, ESIC, bonus, gratuity, leave and other statutory requirements.
• Conduct periodic contractor compliance audits.
• Establish contractor onboarding and compliance due-diligence processes.
• Verify contractor statutory documents and monthly compliance submissions.
• Monitor contractor wage payments and statutory remittances.
• Identify and mitigate principal-employer exposure arising from contractor non-compliance.Partner with Procurement, Operations and Finance for contractor governance.
• Develop contractor compliance scorecards and dashboards.

4. Employee Relations (ER)

• Manage complex employee relations matters across business functions and locations.
• Handle employee grievances, misconduct, behavioural issues and policy violations.
• Lead disciplinary processes including:
  • Show Cause Notices
  • Charge Sheets
  • Domestic Enquiries
  • Warning Letters
  • Suspension Orders
  • Termination/Discharge documentation
  • Settlement and closure documentation
• Ensure disciplinary proceedings are conducted in accordance with applicable law and principles of natural justice.
• Partner with HRBPs and business leaders on sensitive employee matters.
• Identify employee relations risks and recommend preventive interventions.
• Support management in handling employee grievances and escalations.
• Maintain appropriate documentation and disciplinary records.

5. Industrial Relations (IR)

• Manage Industrial Relations matters across applicable locations.
• Establish and maintain constructive relationships with employees, workmen representatives and unions, wherever applicable.
• Handle union-related matters, negotiations and employee collective grievances.
• Support management during wage negotiations, settlements and other IR discussions.
• Monitor industrial disputes and potential areas of employee unrest.
• Develop proactive IR strategies for critical/high-risk locations.
• Coordinate with Legal Counsel in labour disputes and litigation.
• Represent/coordinate the Company's response before labour authorities, conciliation officers and other statutory forums.

6. Labour Inspections & Government Liaison

• Act as the HR point of contact for Labour Department inspections.
• Coordinate responses to inspection notices, queries and observations.
• Ensure proper documentation and timely submission of information to authorities.
• Maintain an inspection tracker covering:
  • Notice received
  • Authority
  • Location
  • Issue
  • Response submitted
  • Hearing date
  • Action required
  • Closure status
• Coordinate with external legal counsel/consultants wherever required.
• Maintain professional relationships with statutory authorities while ensuring compliance and governance.

7. Labour Litigation & Legal Matters

• Manage labour law cases, disputes and notices in coordination with Legal and external counsel.
• Prepare case summaries, chronology, documents and management briefs.
• Track litigation and hearing dates.
• Coordinate with advocates and consultants.
• Ensure timely submission of documents and responses.
• Maintain litigation MIS and exposure tracker.
• Identify recurring legal risks and recommend corrective measures.

8. Labour Code Implementation

• Support organization-wide implementation of the Code on Wages, Industrial Relations Code, Occupational Safety, Health and Working Conditions Code and Code on Social Security, as applicable.
• Review existing policies, processes and employment practices against the Labour Codes.
• Identify gaps and develop implementation roadmaps.
• Partner with Payroll, C&B, HR Operations and Legal for implementation.
• Support revision of employment contracts, HR policies, wage structures and statutory processes.

9. Compliance Governance & Audit

• Establish a centralized HR Compliance Dashboard covering all entities and locations.
• Monitor:
  • Registrations
  • Licences
  • Returns
  • Payments
  • Statutory noticesInspections
  • Contractor compliance
  • Litigation
  • Labour law changes
• Conduct periodic compliance risk assessments.
• Develop SOPs, policies and process controls.
• Drive closure of audit observations.
• Report key compliance risks to HR leadership.

Key Deliverables / KPIs

KPIMeasurementStatutory Compliance% compliance completed within due dateS&E Compliance% locations with valid registrations/licencesCLRA Compliance% compliant contractorsLabour Inspections% notices/observations closed within TATLitigation% cases with timely response/actionEmployee RelationsClosure TAT for ER casesDisciplinary Matters% cases completed within defined TATCompliance AuditNumber/value of critical gaps identified and closedLabour Code ImplementationMilestones achieved against implementation roadmapCompliance RiskReduction in high-risk observationsContractor GovernanceContractor compliance score / coverageMIS & ReportingTimely submission of monthly compliance dashboard

Required Skills & Competencies

Technical Skills

• Strong knowledge of Indian labour laws.
• Strong understanding of S&E and CLRA requirements.
• Labour compliance audits.
• Employee and Industrial Relations.
• Domestic enquiry and disciplinary proceedings.
• Labour litigation management.
• Labour inspections and government liaison.
• Contractor compliance management.
• Labour Code implementation.
• HR policy interpretation and drafting.
• Strong documentation and legal drafting skills.

Behavioural Competencies

• Strong stakeholder management.
• Excellent communication and negotiation skills.
• High level of integrity and confidentiality.
• Strong analytical and problem-solving ability.
• Ability to manage sensitive employee matters.
• Ability to work under pressure and manage multiple locations.
• Strong attention to detail.
• Business-oriented approach to compliance.

Education & Experience

Qualification

• Graduate/Post Graduate in HR, Labour Laws, Industrial Relations, Law or related discipline.
• LLB/LLM, MSW (HR/IR), MBA/PGDM HR would be preferred.

Experience

• 812 years of relevant experience in HR Compliance, ER/IR, S&E, CLRA and labour law matters.
• Experience in a multi-location organization is strongly preferred.
• Experience in e-commerce, retail, healthcare, logistics, FMCG or similar high-volume workforce environments will be an advantage.

Preferred Candidate Profile

The ideal candidate should be someone who can independently manage HR Compliance + ER/IR + S&E + CLRA rather than functioning only as a statutory compliance specialist. The candidate should be capable of moving from compliance reporting to compliance ownership identifying risks proactively, advising business leaders, managing government authorities, handling employee relations matters and ensuring timely closure of statutory and legal issues.

Reporting & Stakeholder Interface

Internal:

HR Head | HRBPs | Payroll | HR Operations | Finance | Legal | Procurement | Operations | Business Leaders

External:

Labour Department | PF/ESI Authorities | Labour Inspectors | Conciliation Officers | Contractors | External Legal Counsel | Compliance Consultants