Manager/Senior Manager - Employee Relations - Bank

We are currently hiring Manager / Sr. Manager - Employee Relations for a MNC Bank.

Key Roles and Responsibilities:

1. End to End Case Management of Grievance Cases

Work with the HRBP, business and country/regional ER Head to agree the Grievance representative/s to investigate and hear the Grievance.

Make arrangements for Grievance Hearing including issuing hearing invite/statement of complaint.

Conduct the Grievance hearing or support the Grievance representative to conduct the Grievance hearing as the case may be.

Complete analysis of data/facts and reach a faor and consistent resolution/conclusion which minimises the risk to the Bank.

Update ERCMS at the initiation and conclusion of Grievance.

Update relevant stakeholders with key findings including any disciplinary actions recommended.

2. End to End Case Management of Complex Disciplinary Cases

Level of Involvement and support with the Investigations phase based on case nature and complexity.

Conduct due fact finding and investigatory interviews including preparation of witness statements and investigation report.

Make arrangements for the Disciplinary Hearing including issuing hearing invite/statement of disciplinary case and provision of evidence .

Conduct of the Disciplinary hearing through supporting the hearing manager as required.

Complete analysis of data/facts and reach a fair and consistent conclusion which minimises the risk to the Bank.

Update relevant stakeholders with key findings and any relevant information, including any recommendations.

Update ERCMS at the initiation of the hearing and conclusion of disciplinary hearing and/or appeal.

Update HRBP and/or PRC team in case of a disciplinary action so that it could be highlighted for any potential P3 impact.

3. Collective ER Management

Develop and manage the Bank's relationships with employee representative bodies (Trade Unions, Works Councils, Employee Councils, etc) in order to support employee engagement, business performance and the Bank's broader social responsibility priorities.

Ensure appropriate collective agreements are implemented where appropriate and that negotiations (including pay) are concluded effectively.

Manage collective disputes, diffuse business disruptions and ensure that appropriate business contingency plans are in place.

Undertake collective consultation as required (e.g. collective redundancies, outsourcing, M&A, etc).

4. Effectively manage key stakeholder relationships.

Build external networks (e.g. ER Forums, Employee Associations, etc) and remain up to date with ER and legislative change/developments and be viewed both internally and externally as an expert in the ER field.

Build internal networks with HRBPs and business stakeholders where required.

Collaborate with HR Legal and Compliance and/or external legal counsel for advice on interpretation of local laws and regulations and ER policies, procedures, cases in-country

Collaborate with Labour Ministries re development and application of government policy.

5. Managing employee-related risk across the region

Provide commentary re ER MI and escalate country ER risks based on trends or any new findings/issues.

Understand current local employment and discrimination law/case developments and be able to anticipate implications for the Bank.

Create and implement suitable actions to mitigate identified risks

Work with HR Legal and external counsel re data disclosure requests, litigation cases and preparation for/ appearance at Labour Court/Employment Tribunal.

6. Support Education and Training of HR and Line Managers

With the Country/Regional ER Head proactively support, advise update, educate and train HRBPs and line managers across the ER product areas.

Essential

- Role model and champion the Bank's values and behaviours

- ER specialist or qualified employment lawyer with a minimum of 5-10 years work experience.

- Proven track record and in depth experience of ER investigations and case management.

- Strong understanding of the local legislative and regulatory landscape

- Effective networker and organisational influencer

- Commercially astute

- Strong collaboration

- Ability to clearly and accurately analyse, interpret and communicate relevant and complex information

- Good coaching, networking, influencing & negotiating skills.

- Ability to assess risk & identify pragmatic solutions in context of conflicting demands.

- Ability to develop & gain credibility within the organisation in respect of ER expertise.

Desirable

- Experience in an international professional services/ banking environment.

- Proven experience in working in a complex matrix, with demanding and fast paced client groups.

- Experience of ER product & policy development.

- Involvement in collective ER issues e.g. collective communication & consultation in non-unionised environments, TU/Works Council stakeholder management, collective bargaining, etc