Role Objective: The incumbent is responsible for providing leadership and strategic direction to company's HR compliance, IR and employee relations agenda, ensuring alignment with and reinforcement of Core Values and Code of Business Ethics. Roles and Responsibilities; Working closely with Legal, and help to synthesize legal advice and business considerations to arrive at recommended outcomes. Ensure consistency in approach and resolution of sensitive employee investigations. Work closely with leaders inside and outside of HR to define company's position on a variety of HR compliance topics (i.e. data privacy, information management, non-compete and non-solicitation agreements and penalties). Provide leadership to key employee relations & IR initiatives and collaborate with geographic leadership and Employee Relations teams to ensure consistent implementation within local legal o constraints. Set direction, create policy and offer expert advice in all matters relating to collective bargaining, long-term settlement and industrial relations issues. Support HR Head in annual CL manpower budgeting, planning and deployment. Coordinate any Board or Leadership requests for information related to employment matters. Represent the company in negotiations with labor unions, including collective bargaining agreements, contract renewals, and dispute resolution. Stay informed about relevant labor laws, regulations, and industry trends, ensuring compliance and advising senior management on potential risks and opportunities. Provide guidance and support to managers and supervisors on employee relations matters, including performance management, disciplinary actions, and workplace investigations. Lead training sessions and workshops for employees and managers on topics related to industrial relations, conflict resolution, and effective communication. Maintain accurate records and documentation related to industrial relations activities, ensuring confidentiality and compliance with data protection regulations. Monitor key performance indicators (KPIs) related to industrial relations, analyzing trends and identifying areas for improvement. Foster a culture of open communication, mutual respect, and collaboration among employees, unions, and management. Serve as liaison to internal and external legal department as needed. HR Strategy Development, Regulatory Compliances, Change Management, Stakeholder Management, Service Delivery, Leadership Development, Organisation effectiveness. Skills Demonstrated ability to work as part of cross-functional teams. In-depth knowledge of labor laws, regulations, and best practices, with the ability to interpret and apply legal requirements in a practical manner. Strong negotiation, mediation, and conflict resolution skills, with the ability to build consensus and resolve disputes effectively. Excellent communication and interpersonal skills, with the ability to interact confidently with employees, union representatives, and senior management. Strategic thinking and problem-solving abilities, with a focus on achieving organizational objectives while maintaining positive employee relations. Proven leadership skills, with the ability to inspire and motivate teams, manage change, and drive continuous improvement. Ability to work independently, prioritize tasks, and manage multiple projects simultaneously in a fast-paced environment. Qualification & Experience MBA(HR)/MSW 12-18 Years of experience in the field of Human Resources. Should have headed one of the SBU's IR function Proficiency in Microsoft Office and HRIS software, with the ability to analyze data and generate reports as needed.