People Relations Partner

About the team The People Relations team enables fair, consistent and legally compliant people practices while supporting business transformation. The team partners with P&C, Legal, Compliance, business leaders, employee representatives, unions and external advisers to manage complex employee and labour relations matters across the organisation. Based in Pune within Castrol P&C team, this role reports to the Head of People Relations and acts as the organisation's employee and industrial relations expert for India. The role combines strategic leadership with hands-on oversight of complex cases, negotiations and workforce change. Key tasks Develop the employee and labour relations strategy for India, establish governance frameworks and drive consistent, high-quality practices. Support and guide business partnering teams with complex and sensitive employee relations cases, including misconduct, ethics concerns, conflicts of interest, retaliation allegations, harassment complaints, grievances, disciplinary actions, executive investigations and whistleblowing matters by guiding partnering teams. Oversee investigation quality, evidence reviews, outcome consistency, escalation processes and litigation risk; ensure lessons learned are embedded into business practices. Lead negotiations with recognised trade unions and employee representatives, including wage negotiations and long-term settlements. Develop bargaining strategies, negotiation plans and communication approaches, and negotiate collective agreements covering pay, benefits, working time, attendance, shifts, organisational change, flexibility and employee welfare. Provide employee and labour relations leadership during acquisitions, divestments, integrations, outsourcing, reorganisations, site closures and workforce reductions. Assess labour risks, consultation obligations and employee communication requirements, partnering with Legal and P&C to develop compliant implementation plans. Lead engagement with labour authorities and support conciliation matters, standing orders interpretation, labour code compliance and industrial dispute prevention. Conduct regional workforce risk reviews, establish People Relations metrics and provide leaders with clear insight on workforce risks and trends. Coach P&C and business leaders, support business partnering professionals, build capability and establish standards that strengthen decision-making and employee experience. Build constructive relationships with executive leaders, unions, representative bodies, compliance teams and external advisers while supporting business transformation objectives. Experience required Degree in business, law, human resources management or a related discipline. Significant experience (8-12 years) in employee relations and industrial relations in India, ideally supporting manufacturing or operational workforces. Demonstrated experience working with recognised trade unions and leading collective bargaining, wage negotiations or long-term settlements. Strong practical knowledge of Indian labour and employment requirements, including labour authority engagement, conciliation, standing orders and industrial dispute prevention. Proven experience leading and guiding complex workplace investigations and managing sensitive complaints, disciplinary matters and employment risk. Experience supporting organisational change, restructuring, integrations, outsourcing, site change or workforce reduction programmes. Strong judgement and the ability to balance legal, employee, operational and reputational considerations in complex decisions. Excellent influencing, negotiation and stakeholder management skills, with confidence advising senior leaders and working across a matrix organisation. Clear written and verbal communication skills, including the ability to prepare executive briefings, negotiation materials and sensitive employee communications. Ability to use case data, risk indicators and People Relations metrics to identify trends, strengthen governance and improve manager capability. Reduced employee and labour relations risk exposure and litigation cost. Effective and timely resolution of complex employee disputes and investigations. Successful negotiation outcomes and constructive employee representative relationships. Compliant, well-managed workforce transitions and organisational change. Improved manager and P&C capability, decision quality and consistency of practice.