Job Description

Job Title

Head – Industrial Relations & Factory HR (Expat)

Location

Based in IVC (Expat Assignment)

Role Purpose

The Head – Industrial Relations & Factory HR will provide strategic leadership for Industrial Relations (IR), Factory HR, Labour Compliance, and workforce governance across all manufacturing operations in IVC, Nigeria, India, and Vietnam, while being based in IVC. Given that the majority of transformation initiatives and lender-driven projects are centered in IVC, this position will lead the implementation and monitoring of HR systems, labour standards, and compliance programs across all factory locations.

This is a senior expatriate leadership position requiring extensive experience in industrial relations, manufacturing HR, labour law compliance, and engagement with Development Finance Institutions (DFIs). The incumbent will play a critical role in implementing and sustaining IFC Performance Standard 2 (PS2) requirements and ensuring successful execution of lender-mandated action plans, including HRMS, Wage Action Plans (WAP), Labour Audit and Action Plans (LAAP), and Environmental & Social Action Plans (ESAP).

The role will partner closely with business leaders, factory management, legal teams, lenders, consultants, and external stakeholders to ensure compliance with international labour standards while fostering productive employee and union relations.

Key Responsibilities

1. Industrial Relations Strategy

• Develop and execute a comprehensive Industrial Relations strategy across all manufacturing locations.
• Standardize IR policies and governance while ensuring compliance with country-specific labour legislation.
• Build proactive employee engagement mechanisms to maintain harmonious industrial relations.
• Monitor IR trends and recommend preventive strategies to mitigate industrial disputes.

2. Union & Collective Bargaining

• Lead engagement with trade unions and employee representative bodies.
• Develop negotiation strategies for collective bargaining agreements.
• Represent the organization during union negotiations and dispute resolution.
• Maintain productive relationships with labour unions and government labour authorities.

3. Employee Relations

• Drive positive employee relations initiatives across all factory locations.
• Establish grievance handling mechanisms aligned with international labour standards.
• Promote fair treatment, employee welfare, and ethical workplace practices.
• Lead initiatives that enhance employee engagement and workforce stability.
• Execute and implement GBVH policies, frameworks, in each of the locations.
• Lead training programs and awareness campaigns of policies and compliance matters.

4. Labour Law & Compliance

• Ensure full compliance with labour laws across IVC, Nigeria, India, and Vietnam.
• Monitor changes in labour legislation and implement required policy updates.
• Conduct labour compliance audits and ensure timely closure of findings.
• Develop standard operating procedures to strengthen compliance governance.
• Ensure Minimum Wage and overtime compliance across all locations as per the ILO and IFC PS2 guidelines.
• Ensure third party contractors are 100% compliant with wage and social compliance as IFC PS 2 standards.

5. DFI, IFC PS2 & International Labour Standards

• Lead implementation of IFC Performance Standard 2 (Labour and Working Conditions) across all operations.
• Drive execution of lender action plans, including:
• HRMS implementation
• Wage Action Plans (WAP)
• Labour Audit Action Plans (LAAP)
• Environmental & Social Action Plans (ESAP)
• Coordinate with Development Finance Institutions, lenders, consultants, and auditors during due diligence and monitoring missions.
• Ensure timely closure of lender observations and compliance milestones.
• Support ESG and sustainability initiatives relating to labour and working conditions.

6. HRMS Implementation & Workforce Governance

• Lead implementation and optimization of the Group HR Management System (HRMS) across all factories.
• Ensure accurate employee data management and workforce reporting.
• Monitor HRMS adoption and drive continuous process improvement.
• Standardize HR processes across locations through digital transformation initiatives.

7. Factory Workforce Planning

• Lead manpower planning and workforce optimization for manufacturing operations.
• Develop manpower scheduling frameworks aligned with production requirements.
• Support workforce deployment, placements, and productivity initiatives.
• Partner with Operations to ensure workforce availability and efficiency.

8. Disciplinary & Investigation Management

• Lead investigations relating to misconduct, disciplinary matters, and workplace grievances.
• Ensure disciplinary actions comply with labour laws and company policies.
• Advise leadership on complex employee relations cases.
• Maintain governance and documentation for all disciplinary proceedings.

9. Risk Management

• Identify industrial relations risks across manufacturing operations.
• Develop mitigation strategies for labour disruptions and workforce-related risks.
• Conduct periodic compliance and risk assessments.
• Ensure business continuity through proactive IR planning.

10. Stakeholder Management

• Build effective relationships with:
• Factory leadership teams
• Government labour departments
• Labour inspectors
• Trade unions
• Development Finance Institutions (DFIs)
• External consultants
• Internal HR leadership
• Represent the organization during labour inspections, audits, and lender reviews.

11. Leadership & Team Development

• Provide leadership to Factory HR and Industrial Relations teams across all countries.
• Build organizational capability through coaching and mentoring.
• Develop succession plans for critical Factory HR roles.
• Foster a culture of compliance, accountability, and continuous improvement.

12. Reporting & Analytics

• Develop dashboards and management reports covering:
• Industrial relations metrics
• Labour compliance status
• Union matters
• Workforce analytics
• HRMS implementation progress
• Lender action plan status
• Prepare reports required by lenders, DFIs, senior management, and Board committees.
• Analyze workforce trends and recommend strategic interventions.

Qualifications

• Bachelor's degree in Human Resources, Industrial Relations, Law, Business Administration, or a related discipline.
• Master's degree or MBA in HR/Industrial Relations preferred.
• Professional certifications in Industrial Relations, Labour Law, ESG, or HR are advantageous.

Experience

• 15–20 years of progressive HR experience with significant exposure to manufacturing and industrial environments.
• Minimum 8–10 years in senior Industrial Relations or Factory HR leadership roles.
• Proven experience managing multi-country manufacturing operations with exposure in West Africa.
• Demonstrated experience working with Development Finance Institutions (DFIs) such as BII, DEG, Proparco, FMO, EBRD, or similar lenders.
• Strong track record implementing IFC Performance Standard 2 (PS2) and lender-driven labour and social compliance programs.
• Experience leading HRMS implementation and workforce digitization projects.
• Extensive experience handling unions, collective bargaining, labour disputes, and government labour authorities.
• Knowledge of French language is a plus but not mandatory, the candidate if shortlisted should have willingness to learn the language.

Key Competencies

Technical Competencies

• Industrial Relations
• Labour Law & Compliance
• Collective Bargaining
• Union Negotiations
• Factory HR Operations
• HRMS Implementation
• Workforce Planning
• Labour Risk Management
• Compliance Auditing
• ESG & Social Compliance
• IFC PS2 Implementation
• DFI Reporting
• HR Analytics

Leadership Competencies

• Strategic Leadership
• Influencing & Negotiation
• Stakeholder Management
• Cross-cultural Leadership
• Change Management
• Conflict Resolution
• Decision Making
• Coaching & Team Development
• Business Partnership
• Results Orientation

Key Success Measures

• Stable industrial relations across all manufacturing sites.
• Zero material labour law compliance violations.
• Successful implementation and sustained compliance with IFC PS2.
• Timely completion of HRMS, WAP, LAAP, and ESAP action items.
• Positive lender and DFI audit outcomes.
• Effective union engagement and successful collective bargaining outcomes.
• Improved workforce productivity and engagement.
• Accurate and timely compliance and workforce reporting.

This document is confidential and intended for the recipient only.