Senior Manager, People & Culture (Employee Relations)

The role is responsible for ensuring a positive work environment and fair workplace by managing employee relations matters, keeping abreast of, and ensuring compliance with policies and regulations, and fostering effective communication between employees and management. He/she is responsible for managing various aspects of employee relations, including investigations, conflict resolution and policy implementation. Key Responsibilities Leadership & Strategy Lead and manage the People Relations team, providing coaching, mentorship, and guidance. Develop and implement employee relation strategies, policies, and practices aligned with organizational values and legal requirements. Act as a strategic advisor to People & Culture Leaders and Business Leaders on employee relation matters. Case Management Primary point of contact for employees regarding workplace issues, grievances, and complaints. Mediate and resolve conflicts and disputes involving unions, management, employees, or government agencies. This includes conducting investigations on employee complaints, allegations of misconduct, conflicts, unauthorized change, and recommend appropriate resolutions. Ensure investigations adhere to investigation protocols, establish facts and identify patterns/systemic issues, and prepare detailed report on findings, conclusions and make recommendations to Management and in accordance with employment laws, regulations, and company policies. Perform data and root cause analysis to identify opportunities for improvement. Coordinate with and assist Internal Audit in employee-related investigations. Advise and educate line managers on lessons learnt from cases investigated and foster a culture of ethical, fair decision-making and behaviour across the organization. Go-to person for case management and provide reliable counsel to People & Culture Leaders. Reporting, Documentation, Process Improvements Maintain accurate records of compliance activities - incident/investigation documentations, reports, training etc. Update management and stakeholders on compliance status and issues. Interact with Group Compliance team, Union, and other stakeholders to stay informed and abreast about changes in employment laws, regulations etc that may affect Singtel Group. Optimizing HR processes and workflows which involves streamlining and improving the efficiency of case management. Use data insights to recommend proactive measures and process improvements The ideal candidate should have/be Bachelor's degree in human resources or business administration, and is IHRP Certified. At least 8-10 years of related working experience in HR compliance and Industrial Relations from both union and employer’s perspective. Proven experience in leading or managing an employee relation team or function. Solid understanding of Singapore labour laws, regulations, compliance requirements and best practices. Experience in grievance handling and investigations. Strong interpersonal and conflict resolution skills. Excellent communication abilities including presentation skills. Skilled in analysis, problem-solving skills, critical thinking and meticulous attention to detail.