Job Description
IDFC FIRST Bank is looking for an experienced Lead ā Employee Relations to drive end-to-end statutory compliance, contingent workforce management, and employee relations across the organization. The role is responsible for ensuring compliance with labour laws, regulatory requirements, and internal governance standards while strengthening employee relations frameworks, mitigating organizational risks, and enabling business continuity across a geographically distributed workforce.
Key Responsibilities
Statutory Compliance (PAN India)
Ensure compliance with applicable labour laws including Shops and Establishments Acts, POSH, Social Security regulations, and Labour Codes covering Wages, Occupational Safety, Industrial Relations, and Social Security.
Monitor statutory compliance across branches, offices, and vendor locations.
Ensure timely statutory filings, registrations, renewals, and maintenance of statutory records.
Standardize compliance processes across all business locations.
Labour Inspections and Regulatory Liaison
Lead labour inspections, regulatory audits, and compliance reviews across multiple jurisdictions.
Coordinate with labour authorities, inspectors, and government departments.
Prepare timely, accurate, and compliant responses to notices and regulatory queries.
Drive closure of inspection observations while minimizing compliance risks.
Legal and Litigation Management
Manage labour litigation, disputes, and conciliation matters.
Coordinate with internal legal teams and external legal counsel for litigation strategy and representation.
Maintain documentation, evidence management, and case tracking systems.
Drive timely closure of employee-related legal matters.
Contingent Workforce Management
Manage the complete lifecycle of contingent employees from onboarding to exit.
Ensure compliance with the Contract Labour Regulation and Abolition Act (CLRA) and other applicable labour laws.
Monitor vendor compliance with statutory obligations and employee payments.
Drive cost governance while minimizing compliance and reputational risks.
Vendor Management
Oversee compliance aspects of vendor contracts and engagement models.
Define and monitor service level agreements, compliance scorecards, and audit mechanisms.
Conduct vendor compliance audits and ensure corrective action closure.
Partner with procurement and business teams to establish compliant engagement models.
Employee Relations
Manage disciplinary processes including show cause notices, charge sheets, domestic inquiries, and closure actions.
Handle employee grievances, escalations, and sensitive employee cases objectively.
Conduct investigations related to misconduct, fraud, and policy violations.
Support performance-related interventions and manage high-risk employee cases.
Policy Design and Governance
Draft, review, and update HR policies, standing orders, and employee relations frameworks.
Ensure policies remain aligned with evolving labour legislation and regulatory requirements.
Drive consistent policy implementation across all business locations.
Strengthen governance structures for employee relations processes.
Compliance Audits and Risk Management
Lead statutory, regulatory, and internal compliance audits.
Identify compliance gaps and implement preventive and corrective actions.
Monitor timely closure of audit observations.
Develop proactive compliance risk management frameworks.
Data and Reporting
Develop compliance dashboards, employee relations MIS reports, and litigation trackers.
Provide leadership with actionable insights on compliance risks, employee relations trends, disciplinary metrics, and audit performance.
Stakeholder Management
Collaborate with HR Business Partners, Business Heads, Legal, Compliance, Internal Audit, and regulatory authorities.
Act as a trusted advisor on employee relations and compliance matters.
Support alignment between business objectives and regulatory compliance.
Capability Building
Design and conduct training programs on disciplinary procedures, labour laws, employee conduct, ethics, and POSH compliance.
Strengthen employee relations capabilities across HR and business teams.
Secondary Responsibilities
Support organizational initiatives related to culture, compliance, leadership development, and cross-functional employee relations projects.
Education Qualifications
Bachelor's degree in any relevant discipline.
Master's degree in Human Resources or Law is preferred.
LL.B. qualification is preferred and provides an advantage for litigation and compliance responsibilities.
Experience
12 to 15 years of HR experience with significant expertise in Employee Relations and Compliance.
Experience managing large employee populations across multiple locations.
Strong exposure to labour laws, regulatory authorities, compliance audits, and employee relations case management.
Experience in Banking, Retail, Telecom, or other regulated industries is preferred.
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