Position Title
Senior Executive, Industrial Relations
Report To
Senior Manager, Industrial Relations
Position Summary
This role is responsible to serve as a strategic lead in identifying, analyzing, and resolving complex industrial relations (IR) and employment disputes, ensuring that all interventions align with statutory requirements and internal governance. By providing expert advisory and maintaining rigorous compliance with established policies, the incumbent plays a critical role in mitigating legal risks and cultivating a stable, harmonious, and productive industrial relations climate across the organization.
Key Accountability
- Disciplinary Management & Investigations: Manage and facilitate comprehensive disciplinary inquiry (DI) processes and investigations into employee misconduct. Ensure all proceedings are conducted with strict adherence to established disciplinary policies, natural justice principles, and corporate governance.
- Case Analysis & Risk Mitigation: Critically evaluate case facts, technicalities, and employee rights to provide data-driven proposals for Disciplinary Inquiries or Appeal Committees, ensuring all recommendations minimize legal and financial exposure for the organization.
- Regulatory Liaison & Representation: Act as a key liaison and support network activities with essential government bodies, including the Labour Office, Industrial Relations (IR) Department, and the Industrial Court, to represent the organization’s interests effectively.
- Internal Advisory & Business Partnership: Serve as a subject matter expert (SME) to Business Units by providing proactive guidance on employment laws, collective agreements, and industrial relation matters, ensuring managers are equipped to handle grassroots issues effectively.
- IR Capability Building: Responsible for the design and delivery of industrial relations training and engagement sessions for various departments to improve overall organizational literacy on labour standards and disciplinary management.
- Industrial Harmony & Engagement: Drive regular engagement activities and climate monitoring across the organization to identify potential industrial unrest early, proposing proactive solutions to maintain a collaborative relationship between the company and its workforce.
Qualification & Working Experience
- Bachelor’s Degree in Human Resources or any related discipline
- At least 4 years of working experience in Human Resources.
Area of Experience
- Industrial Relations
- Human Resource
- Conflict Management
- Policy Review
