Industrial Relations / Plant HR / Factory HR job description | Keka HR (2022)

We are looking for a high-performing industrial relations/plant HR/factory HR manager to act as liaison manager between the labour force and management. You will be responsible for hiring and laying off employees, planning personnel needs, and conducting job analysis. You will also need to evaluate performances, manage salaries and wages, schedule employee vacations, provide benefits, resolve disputes, and communicate with employees at every level.

Additionally, you will be required to prepare and distribute information for management to be used during the collective bargaining process. You need to be well-versed with collective bargaining trends, wage data, economics, and labour laws. A capable industrial relations managers should be able to interpret and administer employees’ contracts regarding issues such as:

  • Economics
  • Healthcare benefits
  • Salaries and wages
  • Work hours
  • Fair employment practices
  • Safety codes
  • Union practices
  • Pensions
  • Grievances


Your core responsibility will be to oversee the workers and the equipment they operate on the factory floor and be responsible for contributing to and carrying out production strategy decisions. You will have to design, plan, and implement human resources programs for the plant. You will need to administer corporate policies relating to compensation, benefits, employee relations, training, and health and safety programs. A crucial duty would be to manage subordinate staff in their day-to-day work and ensure that project/department milestones/goals are met and adhered to approved budgets. Other duties include:

  • Oversee all necessary paperwork, employee communications, benefits maintenance, leave tracking, management reports, workers compensation claims, and return to work programs is completed
  • Complete initial reporting, accident investigations, communication work restrictions, claim adjuster correspondence, tracking and claim review analysis for settlements
  • Create termination packages, complete assigned terminations, ensure all termination paperwork is complete as per requirements
  • Oversee the performance management of the employees and assist in salary planning
  • Steer HR-related projects and initiatives throughout the year, maintain HR-related spreadsheets, update and distribute it on a predetermined schedule
  • Develop labour policies
  • Handle grievance procedures
  • Manage dispute resolutions involving unions, management, employees or government agencies, etc.
  • Ensure the HR staff is knowledgeable about union contract compliance
  • Advise management on contract negotiations and similar management-union relations
  • Consult HR executive staff regarding personnel policies
  • Create and revise union contracts
  • Head monthly labour management meetings
  • Prepare documentation regarding labour relations assignments


This job requires years of experience, not less than 7 years, working on the factory floor and gaining technical experience with the equipment. 1 to 3 years of supervisory experience is an added advantage.

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  • Bachelor’s degree in labour relations, business management or human resources is required
  • Candidates with a Master’s degree in human resource management and industrial/labour relations would be given preference
  • 10 years of experience in HR, with at least 3 years of HR experience in a manufacturing environment
  • Strong analytical and problem-solving skills
  • Great verbal and written communications skills; not afraid to speak up when required
  • Meticulous attention to detail, quality, and follow-through; strong interpersonal skills
  • Proficient in MS Office suite of software.

Employment type –Permanent Job, Full Time

Remuneration –As per the industry standards.

Samples Job Descriptions

#1 Mondelēz India Foods Ltd – Factory HR Manager


Mondelēz India Foods Ltd is a leading global confectionery & snacks company. It began its operations in 1948 by importing chocolates. After 60+ years of existence, it today has six company-owned manufacturing facilities at Thane, Induri (Pune), Malanpur (Gwalior), Sricity (Andhra Pradesh), Baddi (Himachal Pradesh), and Hyderabad and 4 sales offices (New Delhi, Mumbai, Kolkata and Chennai). The corporate office is in Mumbai.

We operate in five categories in India – Chocolate, Confectionery, Beverages, Biscuits, Gum and Candy and market 11 Power Brands which include Bournvita, Dairy Milk, Halls, Gems, 5Star, Choclairs, Perk, Celebrations, Bournville, Tang & Oreo. Mondelez India Foods Ltd dominates the chocolate market in India with approximately 70% share of the market.


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As the factory HR head, you will contribute in creating Performance Driven Values Led organization by aligning to the business goals the factory and implementing sustainable HR initiatives with your colleagues to enhance the organization capability of your unit.

Key Accountabilities:

HR supports business growth by driving the right culture, mindsets and behaviours. This is done through organization change initiatives, enabling effective team working, driving the right goal alignment processes, driving performance management to drive growth and other similar initiatives. The HR Manager is tasked with both identifying and leading the change initiatives required for driving growth in the factory.

  • The HR Manager is responsible for the organization’s readiness for the factory in conjunction with the factory heads. They are also responsible for resourcing for their pools as well from the perspective of the right talent to drive the right growth.
  • The HR Manager is responsible for the holistic management of the executive talent in the factory. The HR Manager will also be responsible for execution the compensation strategies for executives to deliver against the overall HR strategy.
  • The HR Manager is also responsible for the development of colleagues through the PDP process, and in identifying and developing the right L&D interventions by themselves as well as in conjunction with the wider HR organization locally and globally.
  • HR Managers will be responsible for adherence to statutes as well as organisation values.

In order to succeed in this role, it is expected that he/she will have:

  • Excellent team management & communication skills
  • Conflict management skills.
  • IL6S and HPWS working knowledge
  • High levels of persuasion, influence & facilitation skills
  • Flexibility, adaptability and able to think laterally in different environments
  • Strong focus on delivery and results with high drive and energy levels


Qualification and Career Experience Full Time Post graduate degree in Human Resource Management from reputed B- School. Min 9-12 years experience in the managerial cadre.Experience of handling High performance work systems.Experience of managing a large site (>1000 workforce). Thorough understanding of HR processes, labour laws and grievance handling.

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#2 Anmol Industries

Job purpose

To create a collaborative effort, through synchronization and matrix functioning, smooth and trouble-free operation in Manufacturing to achieve the targeted production with specified Quality standards and decided budget by harmonizing the use of Manpower, raw materials plant and equipment.

Key Responsiblity

  • Should be able to lead, develop, motivate and guide the Team effectively to achieve the set Company’s Goals.
  • Plan for the optimization of Labour in strategizing production schedules with proper planning.
  • Setting up planning activities for achieving higher productivity with minimum downtime.
  • He has to be responsible for the Production and Maintenance budget.
  • Responsible for creating the systems and sub-systems and processes to Maximise productivity levels with the highest quality standards.
  • Should be able to form, lead, guide and train the Production Team in all aspects of Production Management.
  • Shall be responsible for all the Safety and Environment related issues of the Plant.
  • Responsible for all the modifications, improvements and New Projects in the Plant.
  • In collaboration with the concerned plan the maintenance (both condition-based and proactive) of plant and equipment during the idle period and non-production days.
  • Responsible for all modifications, improvements and New Projects in the Plant.
  • Responsible for implementation of Continuous Improvement measures in the Plant.
  • Should liaise with Finance & Accounts, Purchase and Logistics, sales, and HR for optimization of all the activities of production keeping the cost factor at the minimum on a continuous basis.


#3 DURA Automotive Systems

  • Develops implements, manages and administers policies and programs related to employment, employee relations, wage and salary administration, training, orientation, safety, health and benefits effectively and in accordance with company policy and governmental regulations.
  • Communicates and works with corporate HR on specific questions, problems or policy interpretation.
  • Manages the employment process of hourly and salary employees for the plant including recruitment, selection, offers of employment, relocation, drug screening and new hire orientation process in compliance with company policy and governmental regulations.
  • Oversees the administration of salary administration and performance evaluation programs established by the corporation through effective communication to managers and employees on company guidelines and ensuring compliance with Human Resources, HRIS and Payroll procedures.
  • Proposes and oversees the administration approved wage administration programs by researching the appropriate local or regional markets, communicating programs effectively to managers and employees, and ensuring approved programs and pay practices are followed.
  • Effectively communicates the company’s health and welfare benefit programs and provides advice or acts as liaison with insurance providers and corporate office when problems or non-routine situations evolve.
  • Oversees and administers other employment benefits such as vacation, service recognition awards, educational assistance, etc. and maintains all human resources related record keeping in compliance with company policy and governmental regulations.
  • Develops, administers, and/or selects training programs for personnel as needs arise and coordinates or conducts training sessions to promote a well-educated and safety conscious work environment.
  • Oversees and coordinates all necessary safety related tasks including training, inspections, internal audits, reporting and compliance with governmental regulations.
  • Non Union Employee Relations – Provides guidance to supervisors and employees on problems originating from individual work situations, work environment or personal problems. Counsels management and employees on grievances and complaints and takes appropriate steps to see that they are resolved or channeled to management in an effort to retain union-free status.
  • Ensure that all activities related to administration of the Dura Employee Benefit Plan comply with the Plan’s policies and procedures related to the protection of participants Protected Health Information (PHI) as defined under HIPAA Privacy Regulation.
  • Works with managers, supervises and Corporate Compensation on the development or improvement of job descriptions to ensure job descriptions are an accurate reflection of job responsibilities and qualifications.
  • Performs special projects as assigned by supervisor.
  • Exposed to ISO/TS16949 audit.

Standard Qualifications

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  • Bachelor’s degree required.
  • 10-15+ years related experience. Additional education can be substituted for experience and vice versa.
  • Experience with unions required.
  • Exposure/experience with ISO/TS16949 is a plus.
  • Working Knowledge: Assignments require considerable knowledge of management practice and policy interpretation or a combination of education and experience that develops technical capability to independently evaluate, select and apply techniques and standards.

The above statements are intended to describe the general nature and level of work being performed by people assigned to this job. They are not intended to be an exhaustive list of all responsibilities, duties, and requirements of personnel as classified.

DURA Automotive Systems is an Equal Opportunities Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, or protected veteran status and will not be discriminated against on the basis of disability.

About Us:

DURA Automotive Systems, a Lynn Tilton company, is a global automotive supplier specializing in the design, engineering and manufacturing of innovative solutions that propel the vehicle development initiatives of automakers. DURA is focused on advancing global sustainability technology in three core areas

  • Driving fuel economy improvement through vehicle lightweighting and intelligent mechatronics
  • Advancing safety through innovative structural vehicle architectures and advanced driver control solutions
  • Preserving our environment through sustainable manufacturing practices

The company’s products include mechatronic control systems, including shift-by-wire systems; electronic systems, including actuators and Advanced Driver Assist Systems (ADAS); lightweight structural body systems, including aluminium closures; and exterior systems, including window systems and exterior trim.

DURA is headquartered in Auburn Hills, Michigan, USA; with global sales of $1.7 billion. The company has 12,000 employees worldwide and operates 40 facilities in 15 countries. Strong investments in new innovation programs and access to the extensive network of Lynn Tilton technology companies that span virtual gaming, electronics, fashion and aerospace industries have catapulted DURA’s future product offering to anticipate and satisfy the next generation of customer needs. DURA is nationally certified in the United States by the Women’s Business Enterprise Council.

(Video) Thomas' Testimonial, Director of HR at Manufacturing Plant



What does HR do in a factory? ›

You will be responsible for hiring and laying off employees, planning personnel needs, and conducting job analysis. You will also need to evaluate performances, manage salaries and wages, schedule employee vacations, provide benefits, resolve disputes, and communicate with employees at every level.

What is the difference between HR and industrial relations? ›

Human resource management focuses on the ways of effectively managing the human resources in an organization and industrial relations is about establishing good relationships between employers and employees. Industrial relations is a part of human resource management.

What is human resources industrial relations? ›

Human resources and industrial relations officers conduct research and advise on recruitment, training, staff appraisal and industrial relations policies and assist specialist managers with negotiations on behalf of a commercial enterprise, trade union or other organisation.

What are the 7 roles of HR? ›

What Does an HR Manager Do? 7 Functions of the Human Resources Department
  • Recruitment and Hiring.
  • Training and Development.
  • Employer-Employee Relations.
  • Maintain Company Culture.
  • Manage Employee Benefits.
  • Create a Safe Work Environment.
  • Handle Disciplinary Actions.

What are the 4 types of HR? ›

recruitment. labor relations. training and development. human resources information systems (HRIS) professionals.

What is the most important role of HR? ›

One of HR's primary roles is managing payment and benefits for an organization's staff. Proper management of compensation, time off, and insurance is what keeps employee satisfaction high. As a human resource manager, you'll be in charge of distributing, communicating, and improving compensation and benefits packages.

What are the roles of industrial relations? ›

From this perspective, industrial relations covers all aspects of the employment relationship, including human resource management, employee relations, and union-management. But specifically industrial relations is the study and practice of collective bargaining, Trade unionism, and labour-management relations.

What are examples of industrial relations? ›

What is industrial relations?
  • Minimum terms and conditions of employment.
  • Enterprise bargaining, or the process of negotiation between employer and employee.
  • Provision for flexible work arrangements.
  • Protections against unfair or unlawful employment termination.
29 Dec 2020

What is IR in factory? ›

The term industrial relations explains the relationship between employees and management which stem directly or indirectly from union-employer relationship.

What does HR employee relations do? ›

When it comes to employee relations, an HR department has two primary functions. First, HR helps prevent and resolve problems or disputes between employees and management. Second, they assist in creating and enforcing policies that are fair and consistent for everyone in the workplace.

What is HR in a industrial management? ›

The term human resources was first used in the early 1900s, and then more widely in the 1960s, to describe the people who work for the organization, in aggregate. HRM is employee management with an emphasis on those employees as assets of the business.

What are the objectives of industrial relations in HRM? ›

The primary objective of industrial relations is to maintain and develop good and healthy relations between employees and employers or operatives and management.

What are the 5 main areas of HR? ›

Human Resources manages 5 main duties: talent management, compensation and employee benefits, training and development, compliance, and workplace safety.

What are the 4 major HR functions? ›

Human resource management has four basic functions: staffing, training and development, motivation, and maintenance. Staffing is the recruitment and selection of potential employees done through interviewing, applications, networking, etc.

What are the 3 most important HR laws? ›

The three most important HR laws are Title VII of the Civil Rights Act, Discrimination, and Labor Laws pertaining to minimum wage and working conditions. These laws are laws that help human resource professionals create organizational human resource rules.

What is HR job salary? ›

The Average Human Resources salary in the UK is £37,202. 214. New jobs added in the last day. 27,958. Jobs in, ranging from £26,142 to £75,114.

Which industry is best for HR? ›

Top influential HR experts in India across different industries
  • HR in Automotive Industry.
  • HR in E-commerce industry.
  • HR in software & IT industry.
  • HR in Manufacturing or Commercial Industry.
  • HR in Chemical industry.
  • HR in Real Estate.
  • HR in Online Travel.
  • HR in Consulting industry.
10 Oct 2021

Which field is best in HR? ›

Top 10 Highest Paying HR Jobs in India [A Complete Report]
  • HR Manager.
  • Training and Development Manager.
  • Compensation and Benefits Manager.
  • Recruitment and Placement Manager.
  • HR Consultant.
  • Executive Recruiter.
  • International HR Associate.
  • Employee Relations Specialist.
25 Nov 2020

What are the basic HR concepts? ›

What are the basics of Human Resource Management? Recruitment & selection, performance management, learning & development, succession planning, compensation and benefits, Human Resources Information Systems, and HR data and analytics are considered cornerstones of effective HRM.

How many types of HR are there? ›

The types are: 1. HR Specialist 2. HR Manager 3. HR Executive.

Who is above HR in a company? ›

Vice president of human resources or chief human resources officer (CHRO) An organization might have either a VP of HR or a CHRO that reports directly to the business owner or the CEO. This is the most senior-level position in an HR team.

What are the 3 major types of approaches to industrial relations? ›

The three popular approaches to industrial relations are the unitary approach, Pluralistic approach, and Marxist approach.

Who are the three actors of industrial relations? ›

Traditionally, industrial relations was the concern of three principal actors: workers and their unions, managers/employers, and the government.

What does an industrial relations specialist do? ›

Industrial relations managers and specialists prepare and distribute information for management to be used during the collective bargaining process. Industrial relations managers are extremely knowledgeable in collective bargaining trends, wage data, economics and labor laws.

What is industrial relations in simple words? ›

Industrial relation refers to a relationship between the employers and employees. It also refers to a field of study that examines these types of relationships, especially groups of workers in unions. The employers are represented by management and employees are represented by unions.

What are the main components of industrial relations? ›

According to Barbash, the key processes of industrial relations are: (a) management efficiency or cost discipline, (b) work society and union protectivism, (c) management protectivism to safeguard their rights or prerogatives, (d) collective bargaining interactions, and (e) state regulation and intervention.

What is the role of employer in IR? ›

Employers are responsible for providing a favourable work environment for the employees. They have many rights and powers like laying off inefficient employees, taking strategic decisions such as mergers, acquisition or shutdown of the organization and adapting technological changes in the operations.

What is IR manager of HR? ›

Industrial Relations (IR)

A field within HR that refers to the relationship between the employer and the employee and the organisations that provide support to both parties.

How HRM and IR is related? ›

Accordingly, industrial relations pertains to the study and practice of collective bargaining, TRADE unionism, and labor-management relations, while human resource management is a separate, largely distinct field that deals with nonunion employment relationships and the personnel practices and policies of employers.

Is employee relations the same as HR? ›

That's because the primary focus within an HR department is to prevent and resolve any conflicts between employees, management and staff. Employee Relations is not the same as HR, but it does fall under the same umbrella. This is why many HR teams are already operating within Employee Relations without knowing it.

What are the duties of HR manager? ›

The Human Resource Manager will lead and direct the routine functions of the Human Resources (HR) department including hiring and interviewing staff, administering pay, benefits, and leave, and enforcing company policies and practices.

What is HR executive role? ›

HR Executive responsibilities include creating referral programs, updating HR policies and overseeing our hiring processes. To be successful in this role, you should have an extensive background in Human Resources departments and thorough knowledge of labor legislation.

What is the role of employee relations officer? ›

Employee relations focuses on creating and delivering people practices which develop - and maintain - positive working relationships between an organisation and its people. Working closely with unions and employee representatives, you'll need to ensure that people practices are fair and transparent.

What is the role of an industrial relations officer? ›

Assist employees and management with queries and requests. Answer and forward calls within the HR Office. Use discretion and maintain confidentiality at all times • Advise management on all matters that involve conflict between employees. Perform general administrative duties for the HR Office which may include filing.

What are the 5 roles of HR? ›

Human Resources manages 5 main duties: talent management, compensation and employee benefits, training and development, compliance, and workplace safety. An HR department can help provide organizational structure and the ability to meet business needs by effectively managing the employee lifecycle.

What are the 3 main responsibilities of human resources? ›

What are the three major roles of human resources management? Running payroll, writing job descriptions, creating workplace policies and procuring benefits packages are typical of HR administration.

How do you describe HR experience? ›

Describe the challenges of your duties and how you handled those challenges while adhering to company policies and laws. Explain your experience managing employee records and how you ensured that employee matters were handled quickly and accurately.

Why should I hire you for HR position? ›

Over the years, I have acquired relevant skills and experience, which I shall bring to your organization. I have also worked tirelessly on my communication abilities and teamwork skills, which I will put to use in my future career, which would be in your organization if I am selected for the position.

How many types of HR are there? ›

What Are the 5 Types of Human Resources? There are numerous, important human resources functions carried out by an HR Department. Five well-known types of these responsibilities could include: Recruiting, hiring, and onboarding new employees.

How can I improve my HR skills? ›

How to develop your human resources skills
  1. Embrace new learning opportunities. Adopting a mentality of embracing new learning opportunities wherever they might appear can help you develop your HR skills. ...
  2. Observe experts. ...
  3. Pursue additional education. ...
  4. Collaborate with other HR professionals.
14 Dec 2021

What is an HR employee relations specialist? ›

An Employee Relations Specialist explains and provides advice to workers about company and governmental rules, regulations, and procedures, and need for compliance. Additionally, an Employee Relations Specialist may have the following duties: Counsels employees regarding work, family, or personal problems.

Why is industrial relations important? ›

The most important benefit of industrial relations is that this ensures continuity of production. This means, continuous employment for all from manager to workers. The resources are fully utilized, resulting in the maximum possible production. There is uninterrupted flow of income for all.

What are some of the challenges that HR employee relations face? ›

Conflicts, sexual harassment, annual leave disputes, bullying and other employee relations issues can negatively impact your organization. As a business owner or HR manager, it's your responsibility to prevent and address these problems before they escalate.

Who is a industrial Relation officer? ›

Industrial relations officer represents industrial, commercial, union, employers or other organizations for industrial negotiations. Industrial relations officer is responsible to promote effective organizational practices among employees and employers.

What are the causes of poor industrial relations? ›

However, the following are briefly the causes of poor industrial relations: Mental inertia on the part of management and labour;
  • An intolerant attitude of contempt of contempt towards the workers on the part of management.
  • Inadequate fixation of wage or wage structure;
  • Unhealthy working conditions;
  • Indiscipline;

How much does a labour relations officer earn? ›

The average labour relations officer salary in South Africa is R 4 430 154 per year or R 2 272 per hour.


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