Key Roles and Responsibilities:

1. Strategic Leadership & Governance

- Develop and execute the global Employee Relations strategy aligned with organizational objectives and business priorities.

- Act as a trusted advisor to the CHRO, executive team, and business leaders on complex employee relations and employment law issues.

- Establish and maintain governance frameworks for ER policies, investigations, and compliance standards.

- Drive a culture of fairness, transparency, and accountability through proactive ER practices.

2. Employee Relations Advisory & Case Management

- Oversee and guide the resolution of complex and sensitive employee relations cases, including performance management, grievances, disciplinary actions, and terminations.

- Provide expert interpretation of labor and employment laws, ensuring consistent application of company policies.

- Partner with legal counsel on high-risk cases and ensure mitigation of potential litigation or reputational risks.

- Implement data-driven case tracking and trend analysis to identify systemic issues and recommend corrective actions.

3. Policy Development & Compliance

- Lead the creation, review, and implementation of HR policies, ensuring compliance with local and global employment legislation.

- Monitor evolving labor laws, regulatory changes, and industry best practices to maintain policy relevance and legal compliance.

- Establish audit mechanisms to ensure adherence to policies and proper documentation of ER actions and decisions.

4. Leadership Coaching & Capability Building

- Coach and influence senior business leaders and HR Business Partners to handle ER issues effectively and confidently.

- Develop and deliver training programs on ER best practices, conflict resolution, and compliance awareness.

- Build capability within HR teams to manage routine ER matters autonomously while escalating complex issues appropriately.

5. Risk Management & Compliance Oversight

- Identify and proactively manage employment-related risks across global or regional operations.

- Partner with Risk and Compliance teams to align ER frameworks with broader organizational risk management strategies.

- Lead investigations related to misconduct, harassment, discrimination, or ethics violations with sensitivity and integrity.

- Ensure proper documentation, tracking, and timely closure of all ER-related cases.

6. Organizational Culture & Change Management

- Serve as a culture steward, reinforcing company values through all ER processes and communications.

- Contribute to the development of employee engagement and retention strategies that align with organizational values.

- Provide insights from ER trends and employee feedback to shape talent and organizational strategies.

- Partner with DEI, Talent, and HR Strategy teams to embed inclusion and psychological safety in workplace practices.

7. Data Analytics & Insights

- Oversee ER reporting and analytics to provide insights on trends, root causes, and emerging risks.

- Present regular dashboards and updates to senior leadership highlighting key ER metrics, compliance status, and improvement plans.

- Use data insights to drive proactive interventions and policy enhancements.

8. People Leadership

- Lead a high-performing Employee Relations team across regions or business units.

- Set clear objectives, manage performance, and build succession pipelines for key ER roles.

- Foster collaboration and continuous learning within the ER function.

Key Performance Indicators (KPIs):

- Reduction in ER case cycle time and litigation exposure.

- Compliance with internal and external labor regulations.

- Improvement in employee engagement and trust scores.

- Leader and HRBP satisfaction with ER support and advisory quality.

- Timely resolution of ER cases and proactive risk identification.

Preferred Qualifications & Experience:

- Master's Degree in Human Resources, Business Management, or Employment Law (MBA/LLM preferred).

- 15+ years of progressive HR experience with at least 5-7 years in Employee Relations leadership roles.

- Proven track record in managing ER across multiple geographies or business units.

- Deep understanding of employment law, organizational behavior, and workplace investigations.

- Exceptional communication, negotiation, and stakeholder management skills.