Labour Relations Manager

Job Summary

Career Area: Human Resources

Your Work Shapes the World at Caterpillar Inc.

When you join Caterpillar, you're joining a global team who cares not just about the work we do - but also about each other. We are the makers, problem solvers, and future world builders who are creating stronger, more sustainable communities. We don't just talk about progress and innovation here - we make it happen, with our customers, where we work and live. Together, we are building a better world, so we can all enjoy living in it.

Location: Sambhajinagar, Maharashtra

Role Definition

Provides support in general labor relations issues and maintains positive communication between managers and unions.

Responsibilities

• Advising management on changes to existing policies to ensure compliance with new or proposed regulations.
• Representing the organization in general legal hearings on federal, state and local regulations pertaining to labor issues.
• Participating in implementing and administering management-labor relations to help maintain positive relations with unions.
• Assisting in union contract negotiations, contract agreements, and other labor relations issues.
• Contract Labour and Apprentice program management
• Strong Compliance governance
• Liaison with Government authorities

Degree Requirement

• Msw/mls/mba HR

Required Experience

• 12-15 Years

Skill Descriptors

• Conflict Management: Knowledge of managing conflicts; ability to anticipate, recognize, and deal effectively with existing or potential conflicts at the individual, group, or situation level.
• Level Extensive Experience: Mediates and resolves conflicts among individuals, groups, and departments.
• Practices positive collaboration and converts difficult interactions into productive ones.
• Guides participants in a conflict to rethink their current views.
• Demonstrates good judgment in deciding when to involve a third party.
• Makes parties aware of case studies of constructive and destructive conflicts.
• Surfaces disagreements in early stages.
• Influencing: Knowledge of effective influencing tactics and strategies; ability to impact decisions within and outside own organization.
• Level Extensive Experience: Achieves influence and impact even when holding a position contrary to the majority.
• Discards examples of persuasive arguments lacking substance or impact.
• Leads and presents collaborative assessments that persuasively influence decision makers.
• Advises on techniques to build rapport and commitment to common purpose.
• Determines and leverages the decision-making style of the individual or group being influenced.
• Delivers well-received presentations of cost, benefits, risks, and other considerations.
• Interpersonal Relationships: Knowledge of the techniques and the ability to work with a variety of individuals and groups in a constructive and collaborative manner.
• Level Extensive Experience: Seeks out whats common in conflicting points of view.
• Influences key individuals inside and outside own group and earns their respect.
• Resolves potentially harmful differences between individuals and groups of people.
• Contributes as a member on a variety of teams.
• Establishes and maintains productive working relationships within and outside of own area.
• Establishes and maintains credibility with clients and teammates.
• Negotiating: Knowledge of successful negotiation concepts and techniques; ability to negotiate successfully across the organization and with external vendors and clients in a constructive and collaborative manner.
• Level Working Knowledge: Works to achieve win-win in negotiations, rather than taking a win-lose approach.
• Focuses on issues rather than personalities.
• Uses active listening and probing techniques to surface problems, issues, and interests.
• Demonstrates a willingness to examine own position.
• Presents own position and listens attentively to position of others.
• Problem Solving: Knowledge of approaches, tools, techniques for recognizing, anticipating, and resolving organizational, operational or process problems; ability to apply knowledge of problem solving appropriately to diverse situations.
• Level Working Knowledge: Identifies and documents specific problems and resolution alternatives.
• Examines a specific problem and understands the perspective of each involved stakeholder.
• Develops alternative techniques for assessing accuracy and relevance of information.
• Helps to analyze risks and benefits of alternative approaches and obtain decision on resolution.
• Uses fact-finding techniques and diagnostic tools to identify problems.
• Industrial Relations: Knowledge of the concept, theories, and approaches of industrial relations; ability to maintain harmonious relations between employers and employees.
• Level Working Knowledge: Addresses routine problems or disciplinary issues related to industrial relations.
• Assists in reaching collective bargaining deals between union and management.
• Conducts monthly labor-management meetings and documents labor relations assignments.
• Explains organizational policies, procedures, and processes for dealing with industrial relations issues.
• Interprets and communicates industrial relations policies and procedures.
• HR Legal and Regulatory Environment: Knowledge of HR legal and regulatory environment; ability to advise on laws and regulations affecting HR practices.
• Level Working Knowledge: Assesses situations or conditions with potential legal implications.
• Explains a specific HR policy or practice and relates it to a specific law or regulation.
• Follows locally relevant laws and policies governing HR issues.
• Answers queries on work-related aspects not covered by legislation.
• Implements and ensures adherence to a specific aspect of legislation.
• HR: Policies, Standards and Procedures: Knowledge of human resource function; ability to uphold the organizations and industrys standards, procedures and policies regarding human resources management.
• Level Working Knowledge: Analyzes policy and standards documentation and ensures organizational compliance.
• Maintains a specific set of standards and associated HR procedures.
• Communicates and refers potential exceptions upward for review and approval.
• Assists in the development and implementation of specific procedures.
• Provides feedback for the improvement of HR procedures.

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