Manager Employee Relations (Human Resources)

Job Description

• To work closely with HR business partners and HR legal to up-skill line managers in effectively dealing with ER related matters.
• To work closely with HR Business partners to deal with ER related issues and directly managing specific cases as agreed with Head of ER.
• To develop and maintain key internal relationships with stakeholders.
• End to End management ER cases, including Disciplinary, Grievance, Restructures, Poor Performance Management, and Mutual Separation Agreements.

Business 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.

Processes

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 fair 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.

1. 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.

1. Management of Restructure and Redundancies: Supporting the Business and HR stakeholders in the execution of Restructures and Redundancies.
2. Management of challenging Poor Performance cases: Supporting PLs in managing challenging poor performance cases.
3. Management of Mutual Separation Agreements: Supporting Business and HR stakeholders in the management of MSAs.

People and Talent Support in capability building of HR Business Partners and People Leaders Risk Management 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.

Governance Provision of ER governance in order to facilitate positive employment relationships which reflect the Bank s values and support behaviours which are Here for Good and consistent with the Code of Conduct. Regulatory & Business Conduct

• Display exemplary conduct and live by the Group s Values and Code of Conduct.
• Take personal responsibility for embedding the highest standards of ethics, including regulatory and business conduct, across Standard Chartered Bank. This includes understanding and ensuring compliance with, in letter and spirit, all applicable laws, regulations, guidelines and the Group Code of Conduct.
• Lead the UAE ER to achieve the outcomes set out in the Bank s Conduct Principles.
• Effectively and collaboratively identify, escalate, mitigate and resolve risk, conduct and compliance matters.

Key Stakeholders Internal

• Country/Business Management Groups
• Global ER team
• Country HRBPs/ Country Head of HR
• HR Legal and Compliance
• Country Financial Crime Risk and SIS
• Country PRB (Performance, Reward and Benefits)

External

• Legal firms
• Labour Ministries
• ER Forums
• Union

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Keyskills :
capability buildingcase managementdisciplinary actionpersonal responsibilityperformance managementfact findingwitness statements