SUMMARY
The Human Resources Operations Manager is responsible for leading Employee Relations (ER) activities while ensuring effective HR operational processes, smooth employee lifecycle management, and continuous improvement of HR policies and procedures.
The role ensures fair and consistent handling of employee matters, compliance with labor laws, and the promotion of a positive and productive work environment. It acts as a key link between employees, line managers, and leadership.
JOB RESPONSIBILITIES
Employee Relations Management
- Act as the primary point of contact for all Employee Relations matters across the organization.
- Manage end-to-end employee relations cases including grievances, complaints, disciplinary actions, and workplace conflicts.
- Ensure fair, consistent, and timely handling of workplace compliance matters.
- Recommend corrective actions in line with company policies and applicable labor laws.
- Lead workplace investigations and ensure proper documentation and closure of ER cases.
HR Operations, Processes & Employee Lifecycle
- Oversee and support the employee onboarding process to ensure a smooth, consistent, and positive experience for new joiners.
- Ensure onboarding activities are effectively aligned with company policies and operational requirements.
- Support HR operational initiatives and programs aimed at improving employee experience and service quality.
- Act as a driver for HR initiatives that enhance employee relations, communication, and workplace effectiveness.
- Ensure seamless employee lifecycle management processes (onboarding, transfers, exits, etc.) are executed efficiently.
Policy, Procedure Development & Optimization
- Optimize HR operational processes to ensure consistency, efficiency, and a smooth employee experience.
- Contribute to continuous improvement of HR policies and procedures.
- Ensure HR procedures are practical, compliant, and effectively implemented across the organization.
- Support standardization of HR practices to strengthen governance and operational control.
Labor Law & Compliance
- Ensure full compliance with applicable labor laws, government regulations, and internal HR policies.
- Maintain up-to-date knowledge of labor regulations and ensure organizational alignment with legal requirements.
- Support audits and compliance reviews related to Employee Relations matters.
- Mitigate organizational risk by ensuring fair and legally compliant handling of employee issues.
Workplace Relations & Conflict Management
- Handle escalations from managers related to attendance, conduct, and behavioral issues.
- Act as a liaison between management and employees to ensure fair communication and resolution of workplace concerns.
- Support management in preventing and resolving workplace disputes.
- Conduct structured investigations and ensure unbiased resolution of workplace conflicts.
Employee Engagement & Communication
- Monitor employee satisfaction and workplace climate through feedback and direct engagement.
- Own and drive employee engagement strategy and initiatives to improve engagement scores, retention, and workplace culture across the organization.
- Design and implement structured engagement programs in collaboration with HR leadership and business stakeholders.
- Support initiatives aimed at improving employee engagement and strengthening communication across the organization.
- Assist in internal communication related to policies, employee conduct, and workplace expectations.
ER Data, Reporting & Governance
- Maintain accurate and confidential records of ER cases, investigations, and outcomes.
- Prepare periodic ER reports, trend analysis, and insights for HR leadership.
- Identify recurring issues and recommend preventive actions and improvements.
- Use data-driven insights to support decision-making and reduce workplace risks.
Manager Support & Capability Building
- Coach managers and supervisors on handling employee relations matters effectively.
- Provide guidance on disciplinary procedures, conflict resolution, and performance-related issues.
- Support leadership in building consistent and fair people management practices.
- Build manager capability to proactively address employee behavior and workplace issues.
Stakeholder Management & Leadership Influence
- Act as a key HR partner to HR Business Partners (HRBPs) and business leadership teams in managing employee relations strategy and execution.
- Collaborate closely with senior leadership to provide insights, recommendations, and solutions on workforce behavior, culture, and employee relations trends.
- Influence and guide managers and leaders on people management practices to ensure consistent and fair application of HR policies across all levels.
- Support leadership decision-making through ER data insights, risk assessment, and organizational climate analysis.
REQUIRED QUALIFICATIONS
Education & Experience
- Bachelor's degree in human resources, Business Administration, or related field.
- Minimum 10 years of experience in HR, with strong focus on Employee Relations and/or Industrial Relations.
Knowledge & Skills
- Strong knowledge of labor laws, HR policies, and disciplinary procedures.
- Proven experience in handling complex employee relations cases and investigations.
- Strong communication, negotiation, and conflict resolution skills.
- High level of confidentiality, integrity, and professionalism.
- Good understanding of HR systems and government labor portals.
