ER Manager

Roquette Riddhi Siddhi; Pantnagar; On-site; INR 1,800,000 - 2,800,000; Full time

Job summary

Roquette Riddhi Siddhi is seeking a senior ER/IR leader to manage industrial relations in a manufacturing setup. The role focuses on building strong employee-management relationships, managing unions, and ensuring compliance with evolving labour codes.

The candidate will drive negotiations, governance of MOUs, and proactive dispute resolution while coordinating with labour authorities. 12-15+ years in manufacturing is preferred for this position in Pantnagar, India.

Qualifications

• MSW/MBA/PGDM or equivalent in HR/IR or Labour Welfare
• Bachelor-level degree in Labour Laws preferred
• 12-15+ years of experience in a manufacturing environment
• Strong interpersonal, leadership and stakeholder management skills

Responsibilities

• Maintain healthy relationships with unions, workmen, and employee representatives.
• Lead collective bargaining discussions and wage settlement negotiations.
• Coordinate MOUs, long-term settlements, and productivity agreements.
• Prevent and manage industrial disputes and disciplinary issues.
• Liaise with labour authorities and external stakeholders.
• Develop and implement employee engagement initiatives.
• Drive grievance handling mechanisms and timely resolution.
• Conduct counselling and conflict resolution sessions.
• Ensure compliance with labour laws including the four new codes.
• Organize town halls and employee meetings.

Skills

Labour relations

Negotiation

Conflict resolution

Stakeholder management

Leadership

Education

MSW/MBA/PGDM or equivalent in HR/IR/Labour Welfare

Degree/Diploma in Labour Laws/Law preferred

Job description

Your experience and talents will make the difference to:

• Maintain healthy relationships with unions, workmen, and employee representatives.
• Lead collective bargaining discussions and wage settlement negotiations.
• Coordinate long-term settlements (LTS), MOUs, and productivity agreements.
• Prevent and manage industrial disputes and disciplinary issues with proactive ressolution.
• Liaise with labour authorities, government agencies, and external stakeholders.
• Develop and implement employee engagement and communication initiatives.
• Drive grievance handling mechanisms and ensure timely resolution.
• Conduct employee counselling and conflict resolution sessions.
• Promote a positive workplace culture and employee well-being.
• Ensure compliance with applicable labour laws including the four new labour codes
• Coordinate labour inspections/ authorities and statutory audits.
• Maintain legal records, registers, and documentation.
• Manage disciplinary cases, domestic inquiries, and misconduct investigations.
• Draft charge sheets, warning letters, suspension orders, and inquiry reports.
• Ensure disciplinary actions are legally compliant and procedurally fair.
• Monitor contractor compliance and workforce deployment.
• Ensure adherence to labour law requirements by contractors.
• Review contractor licenses, statutory records, and wage payment
• Organize town halls, employee meetings, and communication forums.
• Support employee recognition and welfare initiatives.
• Monitor employee morale and recommend improvement actions.
• Prepare monthly ER and IR dashboards.
• Track absenteeism, attrition, disciplinary cases, grievances, and union issues.
• Analyze trends and recommend proactive actions.

What we will love about you :

To maintain a positive and productive work environment by fostering strong employee-management relationships, resolving workplace concerns effectively, ensuring compliance with employment laws and company policies, and driving employee engagement initiatives that support organizational success.

And also

Educational Qualification: MSW/MBA/PGDM OR Equivalent in Human Resource, Industrial Relations OR Labour Welfare

• Degree/Diploma in Labour Laws/Law preferred.

Desired Experience: 12-15+ years in manufacturing environment

Internal Stakeholders: Plant Employees/Union, Supervisors & Managers

External Stakeholders: Labour Authorities, Legal Counsel

Managerial Skills- Good Interpersonal Skills.

Leadership Competencies-Ability to deal with plant people, Supervisors, Line Managers & good in teamwork

• Act as a valuable team player
• Drive for Quality and excellence
• Discipline and compliance
• Make decisions with speed and determination

Key Technical /Functional Competencies:

• Industrial Relations Management , Labour Laws & Statutory Compliances
• Collective Bargaining & Negotiation Skills
• Conflict Resolution, Stakeholder Management
• Investigation, Domestic Enquiry and Disciplinary Actions Management
• Conciliation & Labour Court proceedings
• Communication & Influencing Skills
• Employee Engagement Programs
• Contract Labour Administration
• Analytical & Problem-Solving Skills
• Leadership and Team Management

Soft Skills

Communication & Influencing : Excellent verbal and written communication skills, Strong presentation and

stakeholder management, abilities, Ability to communicate effectively with shop- floor employees, union

leaders, and senior management.

Negotiation Skills: Strong negotiation and persuasion capabilities, Ability to achieve win-win outcomes during

wage settlements and conflict situations, Skilled in handling difficult conversations professionally.

Conflict Resolution: Ability to mediate disputes and build consensus, Maintains neutrality while managing

Sensitive employee matters, Effective problem-solving under challenging situations.

Emotional Intelligence: High level of empathy and interpersonal sensitivity, Ability to understand employee

concerns and organizational, priorities, Strong relationship-building capabilities across all levels.

Leadership & Team Management: Ability to lead ER initiatives independently, Coach and mentor HR and

administrative teams, Demonstrates accountability and ownership in resolving workforce issues.

Decision Making: Sound judgment in employee relations and disciplinary matters, Ability to make balanced

decisions considering legal, ethical, and business implications, Strong risk assessment capability

Resilience & Composure: Ability to remain calm under pressure during industrial disputes or crisis situations,

Demonstrates maturity and professionalism while handling sensitive cases, Comfortable working in a dynamic

manufacturing environment.

Influencing Without Authority: Ability to build trust and influence stakeholders across departments, Creates

alignment between management and workforce objectives, Drives employee relations initiatives through

collaboration.

Relationship Management: Builds credibility with unions, employees, contractors, and government authorities,

Maintains long-term productive relationships with internal and external stakeholders.

Adaptability & Change Management: Supports organizational transformation and workforce changes,

Effectively manages employee concerns during business transitions, Encourages acceptance of new policies and

practices.