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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