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Job Title: HR Executive
Location: Amli Factory Silvassa
ABOUT UNILEVER
With 3.4 billion people in over 190 countries using our products every day, Unilever is a business that makes a real impact on the world. Work on brands that are loved and improve the lives of our consumers and the communities around us. We are driven by our purpose: to make sustainable living commonplace, and it is our belief that doing business the right way drives superior performance. At the heart of what we do is our people – we believe that when our people work with purpose, we will create a better business and a better world. At Unilever, your career will be a unique journey, grounded in our inclusive, collaborative, and flexible working environment. We don’t believe in the ‘one size fits all’ approach and instead we will equip you with the tools you need to shape your own future.
FUNCTION INTRODUCTION
Human resource is a strategic function that facilitates effective people management practices. It helps organizations optimize their human capital to achieve their goals and objectives.
JOB PURPOSE:
Co-create inclusive performance culture and partner business at sourcing units by implementing the right Unit HR Strategy in line with the company's larger HR, ER and SC strategies, owning capability interventions to support business transformation, while maintaining cordial IR in the ecosystem ensuring business continuity.
JOB RESPONSIBILITIES:
A. Business Partnering:
a) Assisting in executing the HR Strategy for the Unit.
b) Guard and ensure the application of all Unilever Policies and governance requirements at Supply Units.
B. Manpower Planning and Recruitment:
a) Ensuring Manpower Availability of 100% Permanent and Contract Labour.
b) Discipline Management: Tracking and Controlling Unauthorized Absenteeism.
c) Assist the UHRM in designing key support systems – succession plans, mentoring schemes, coaching framework, induction programs etc.
d) Identify sources of recruitment and maintain data bank of job aspirants.
e) Facilitate recruitment, induction, and deployment of temporary workmen.
f) Performance monitoring of new recruits to assess the effectiveness of the recruitment process.
g) Organize induction training for new recruits including classroom, practical and on-the-job training.
h) Co-ordinate for appraisal reports of trainees, probationers and confirmed employees.
C. Cultural development and change and communication at unit:
a) Assist in Action planning and Driving major transformation initiatives like World Class Manufacturing, Future of Work etc.
b) Drive Culture of Inclusion and improve representation on shopfloor w.r.t PwDs, Women and LGBTQ+.
c) Execute initiatives and projects aiming for site integration and collaborative work along the extended supply chain.
d) Facilitate robust communication support, communication forums, team briefings, newsletters, etc.
e) Establish connectivity with all levels of employees and get first-hand information about Unit culture and develop change initiatives to set in the right culture.
D. Learning management at unit:
a) Facilitate Skill Mix Transformation at site through FoW Upskilling & Reskilling Agenda as per Factory Master Plan (factory needs)
b) Develop and Execute Annual Training Calendar and specify the learning objectives in line with business requirements.
c) Facilitate preparation of Job rotation plans for on-the-job learning.
d) Maintain data on learning activities. Maintain learning facilities and resources (eg technical training centre, learning centre).
e) Coordinate with external/internal facilitators and institutions (ITI, CBWE, NGOs, etc.) Sensitivity: Public
f) Operate the evaluation system and provide feedback. Analyse evaluation and plan for improvements.
g) Retention of key talent through capability building and defining career progression.
E. Performance improvement and management at Unit
a) Monitor PDP system for the executives and workers. Ensure compliance to quality requirements, processes, and timings.
b) Facilitate Performance reviews for blue collar population.
c) Manage Employee Exits and Performance Counselling.
F. Managing Employee Relations & Public Relations
a) Maintain Harmonious, productive, and progressive employee relations while effectively managing Union expectations.
b) Collective bargaining and wage negotiations – Execute Negotiation strategy under the guidance of the team.
c) Maintain cordial relations with all workmen by regular formal and informal interaction with workmen / workmen groups and opinion leaders on the shop floor.
d) Play vital role in all conflict resolution pertaining to workmen.
e) Establish and manage relationships with external Government and Political bodies.
G. CSR projects:
a) Ensure execution of ‘Prabhat’ – Our program to develop sustainable ecosystems and communities at Site Level.
WHAT YOU NEED TO SUCCEED
EXPERIENCES AND QUALIFICATIONS –
• Essential Experience - 2 to 6 Years of experience Educational Qualification
• Post Graduate Diploma or equivalent in Personnel Management/ Human Resource Management.
KEY SKILLS REQUIRED Union Management, Knowledge on statutory compliances, Stakeholder Management
Our commitment to Equality, Diversity & Inclusion
Unilever embraces diversity and encourages applicants from all walks of life! This means giving full and fair consideration to all applicants and continuing development of all employees regardless of age, disability, gender reassignment, race, religion or belief, sex, sexual orientation, marriage and civil partnership, and pregnancy and maternity.