Associate Director, Employee Relations & HR Compliance APAC (Chennai)

Title: Associate Director - Employee Relations & HR Compliance APAC
Location: Pune

Overview:

The role holder will be responsible and accountable for overseeing all aspects of employee relations, ensuring compliance with relevant laws, regulations, and company policies. This includes leading a team of ER advisors who support employee grievances, including POSH, and having the capability to personally handle high-complexity cases and lead investigations to closure. Additionally, the role holder will serve as the subject matter expert and the go-to person for all employee relations and HR compliance matters within the APAC region.

To be successful, the ideal candidate should be a strategic thinker with exceptional communication and interpersonal skills. They should readily adapt to change, demonstrate active and focused listening skills, foster an inclusive work environment, and effectively collaborate across multiple departments and stakeholders. Additionally, they must be adept at managing complex ER issues while maintaining a strong focus on legal compliance and ethical standards.

Key Responsibilities:

Employee Relations Management:

• Policy Development: In cooperation with the ER COE, develop and implement regional employee relations strategies, policies, and procedures in line with global guidance to ensure standardization and a universal approach, while integrating global best practices and accommodating local cultural and legal nuances.
• Advisory Role: Serve as a trusted advisor to management and HR teams on a wide range of employee relations issues, including performance management, disciplinary actions, grievances, conflict resolution, and POSH compliance.
• POSH Expertise: Ensure thorough and impartial investigations into employee complaints or concerns, including sexual harassment, with a clear understanding of POSH laws and compliance requirements. Maintain fairness, confidentiality, and adherence to legal standards. Conduct regular training sessions for employees and managers on POSH policies, including recognizing, preventing, and addressing sexual harassment. Ensure training materials are culturally sensitive and relevant to each country.
• Manager Coaching: Provide coaching and guidance to managers on effective communication, conflict resolution, POSH policies, and best practices for managing employee relations issues.
• Conflict Mediation: Handle complex and emotionally charged issues with composure, addressing situations objectively and without bias. Mediate issues between employees to minimize workplace conflict.
• Data Interpretation: Interpret data and make recommendations for positive change in the work environment, ensuring alignment with global standards and local regulations.

Compliance Oversight:

• Legal and Regulatory Updates: Stay updated with changing employment laws, regulations, and best practices across the APAC region. Ensure that company policies and practices remain compliant with both local and global standards.
• Training and Education: Develop and deliver training programs to educate employees and managers on compliance-related topics, including equal employment opportunity, harassment prevention, workplace safety, and POSH laws. Ensure training is engaging and relevant to each country.
• Risk Assessment and Mitigation: Collaborate with legal counsel and other stakeholders to assess and mitigate legal risks related to employee relations and HR compliance matters. Provide proactive solutions to potential compliance issues.
• Audits and Assessments: Conduct periodic audits and assessments to monitor compliance with internal policies and external regulations. Recommend and implement corrective actions as needed to ensure continuous improvement.
• Policy Harmonization: Work towards harmonizing HR policies across the region, ensuring they align with global standards while accommodating local legal and cultural differences. Promote a consistent and fair approach to HR compliance.
• Stakeholder Collaboration: Engage with internal and external stakeholders, including government agencies and industry associations, to stay informed about regulatory changes and best practices. Represent the company in compliance-related interactions.
• HR Compliance Areas: Oversee other aspects of HR compliance, including data privacy, employee benefits, labor relations, and health and safety regulations. Ensure comprehensive compliance across all HR functions.

Policy Development and Implementation:

• Leadership in Policy Development: Lead the development, review, and revision of HR policies and procedures to ensure alignment with global best practices and local legal requirements. Ensure policies reflect the organization's values and strategic objectives.
• Cross-Functional Collaboration: Work closely with cross-functional teams to communicate policy changes effectively. Ensure understanding and compliance among all employees by using clear and accessible communication channels.
• Effectiveness Monitoring: Monitor and evaluate the effectiveness of existing policies and initiatives. Recommend and implement improvements or adjustments as necessary to ensure continuous alignment with evolving best practices and regulatory changes.
• Global Integration: Ensure that HR policies are harmonized across the region, integrating global standards while accommodating local cultural and legal nuances. Promote a consistent and fair approach to policy implementation.

Relationship Building and Stakeholder Engagement:

• Internal Relationships: Cultivate strong relationships with internal stakeholders, including senior leadership, department heads, and HR business partners, to understand their needs and priorities related to employee relations and compliance.
• Liaison Role: Serve as a liaison between the HR department and other functional areas, providing expertise and support as needed to address complex ER and compliance issues.
• External Representation: Represent the company in interactions with external stakeholders, such as government agencies, industry associations, and legal counsel, on matters related to employee relations and compliance.

Qualifications & Experience:

• At least fifteen (15) years of direct employee relations, compliance, and statutory audit experience, including providing guidance to management and researching, investigating, and responding to employee issues and concerns.
• Knowledge of HR Compliance, Employment & Labor laws standards in the region.
• Apply in-depth knowledge of local, regional, and country regulations regarding employment practices related to the day-to-day management of employees to reduce legal risks and ensure regulatory compliance.
• Strong communication skills, both verbally (on phone, one-on-one, to groups) and in writing (emails, letters, reports, presentations) to various audiences (work group, team, company management, external clients, etc.).
• Demonstrate a professional level of confidentiality handling sensitive applicant, employee, and company information.
• Work independently and efficiently with minimal supervision (self-motivated, take initiative, and drive results).
• Certification in HR compliance (e.g., SHRM-SCP) preferred but not required.

Applicants may be required to appear onsite at a Wolters Kluwer office as part of the recruitment process.