Human Resources Executive - Employee Relations and Compliance

HR Executive

A. Employee Relations & Workplace Harmony

Act as the first point of contact for ER matters on the shop floor.

Ensure fair and transparent handling of grievances in line with Unilever’s Code of Business Principles (CoBP), CBA, and factory standing orders.

Drive early intervention and proactive conflict resolution to maintain a zero‑disruption IR environment.

Build strong relationships with employees, shift leaders, and union representatives (if applicable).

B. Compliance, Discipline & Policy Governance

Ensure adherence to Unilever HR Policies, CoBP, Speak‑Up processes, and local labour laws.

Execute disciplinary processes:

Show‑cause notices

Domestic inquiries

Documentation & case‑handling

Maintain 100% compliance for labour law registers, records, contracts, and audits (internal/external).

C. Capability Building & Line Manager Support

Coach line managers and supervisors on Unilever leadership behaviours, CoBP, IR practices, and disciplinary processes.

Conduct awareness sessions on:

Anti‑harassment

Diversity & Inclusion

Safety behaviour standards

Policy induction for new employees

Support capability programs for workmen, apprentices, and trainees (NAPS/NATS).

D. Employee Engagement & Experience

Drive factory employee engagement calendar: R&R, townhalls, family days, inclusion events, and communication sessions.

Support implementation of Your Voice (employee survey) action plans.

Ensure consistent messaging aligned with Unilever Purpose & Compass values.

E. HR Operations & Data Management

Maintain ER–related MIS: grievances, disciplinary cases, attendance trends, overtime analysis, and attrition.

Prepare ER dashboards for factory HR leadership and SC leadership team.

Ensure compliance with audit requirements, safety protocols, and data privacy norms.

F. Union & Contractor Management (as applicable)

Support HR Manager in managing union relationships and CBA processes.

Partner with the contractor agencies to ensure compliance with:

CLRA

Minimum wages

Statutory benefits (PF/ESI/BONUS/LEAVE)

Conduct periodic contractor audits and compliance checks.

3. Key Skills & Competencies

Functional Competencies

Strong knowledge of IR/ER processes

Understanding of labour laws, Factory Act, CLRA, and standing orders

Investigation, documentation, and case handling

Employee engagement planning

HR operations & MIS

Vendor & contract labour management

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Experience Level

Executive Level