Industrial Relations (IR) in knowledge-intensive sectors is increasingly defined by individual employment relations, shifting away from historical collective bargaining models. This study evaluates the structural alignment of grievance management and disciplinary mechanics within InternsForge Pvt. Ltd., a rapidly scaling Indian EdTech commercial establishment operating under the Karnataka Shops and Commercial Establishments Act. Utilizing a descriptive, mixed-methods baseline audit, we analyze an IR Climate Survey (n=58), 18 formal employee grievance cases, and 12 formal disciplinary records from FY 2025-26. The findings uncover a structural tension: while relational trust in HR leadership remains high (3.88/5), formal process awareness is critically deficient (2.74/5), and disciplinary due process metrics exhibit severe operational failures—notably, an absolute absence of a documented appeals channel (0% compliance). Furthermore, a statutory compliance gap exists regarding the mandatory formation of a Grievance Redressal Committee (GRC) under the Industrial Relations Code, 2020. This article operationalizes Dunlop’s Systems Theory, Fox’s Frame of Reference, and Ewing’s Due Process Model to construct a systemic strengthening framework for scaling enterprises.