Manager IR Planning & Strategies-Philip Morris International

Education

Minimum qualification of at least a BBA from a reputable institute

Experience

Minimum relevant experience of at least 5-7 years (Mnc/ FMCG experience will be preferred) 

Contribute to the development and interpretation of the Company’s principles and practices on Labor relations, develop local guidelines and processes and provide ongoing advice and guidance to management and employees as required. A healthy and cordial relationship at all levels to be ensured and managed effectively.

Liaise with, and guide Factory management and Factory Labor Relations Officers to ensure ongoing compliance with Collective Bargaining Agreements and with Federal, State and Local ordinances and with addressing queries on labor related matters from local and provincial authorities. Should be able to represent Company at different local forums and take all possible steps to safe guard Company’s interests. 

Maintain an extensive and up to date knowledge of labor law and collective bargaining trends, and ensure that opportunities are realized, and risks managed and mitigated. Matters related to labor related Court cases are to addressed on priority and be able to develop and implement strategy to minimize potential threats that might occur. Strong labor related legal know how is mandatory.

Provide information, such as reference documents and statistical data concerning labor legislation, labor market conditions, prevailing union and management practices, wage and salary surveys, and employee benefits programs, for use in review of current CBA Agreement provisions and proposed changes. Able to implement an employee engagement activities calendar and ensure that all levels of work force to be fully utilized at optimum level.

Play a lead role in the development of labor relations strategies, stakeholder analysis, identification of positions and interests and directly in the negotiation, solution identification and final CBA agreements which are fair, and which support worker productivity and operational effectiveness. An internal effective communication channel system to be developed so that no surprises to happen and prior information to be ensured.

Develop and oversee grievance procedures to handle complaints or disputes with unionized employees and keep abreast of actual disputes and grievances, providing support or intervention as necessary to ensure effective, prompt and fair resolution. Provide support and input to Law department in respect of Labor related litigation and represent the Company as appropriate in courts and tribunals.

Collaborate with the Lead HR Business Partner, HR Operations Business Partner, Law department, Factory management and union representatives on relevant aspects of HR policy, benefits and work practices which impact on, or relate to, workers and unions. Strong communications at all levels to be ensured and be able to initiate dialogue process and table talk on immediate arising issues with unions. 

Lead, guide and develop team members by communicating company and functional direction, agreeing and defining accountabilities and performance objectives, providing and seeking feedback on performance, and identifying and supporting personal and career development.

Internal/ External Relationships

Lead HR Business Partner; Operations HR Business Partner; Senior Counsel (Law); External Counsel; Factory Managers; Factory LR Managers, Union leadership; Provincial and local Labor authorities.