Manager – Employee Relations (ER)

Employee Grievances & ER Case Management

· Manage employee grievances and ER cases, including fact-finding, case tracking, stakeholder coordination, and closure.

· Maintain confidential case records covering case status, ownership, ageing, actions, escalation, and closure.

· Identify recurring grievance themes and provide insights to HR leadership for preventive interventions.

Critical Incidents & Disciplinary Matters

· Manage critical employee incidents involving conduct, behavioural, workplace, and other sensitive matters.

· Coordinate investigations, statements, evidence, and disciplinary actions arising from misconduct, policy violations, and Code of Conduct breaches.

· Ensure cases are handled consistently in line with approved policies and established processes, in consultation with HR leadership and Legal where required.

Suspension, Termination & Involuntary Separation

· Manage end-to-end HR Operations processes for suspension, termination, and involuntary separation cases.

· Coordinate required approvals, employee communications, separation documentation, and stakeholder actions with HRBP, Business, Legal, Payroll, IT, and other teams.

· Track cases through final resolution and ensure appropriate records are maintained.

ER Letters, Records & Documentation

· Own ER documentation and the central repository for sensitive employee case records.

· Draft, coordinate, and maintain ER/statutory letters including show-cause notices, warning/disciplinary letters, suspension letters, termination letters, and involuntary separation documentation.

· Ensure approved templates, version control, confidentiality, data accuracy, and audit readiness of ER records.

Policy, Compliance & Stakeholder Management

· Partner with HR leadership and Legal to ensure ER processes align with applicable employment laws, statutory requirements, and internal policies.

· Support review of the Code of Conduct and disciplinary/ER processes and recommend improvements based on case trends.

· Collaborate with HR Operations, HRBPs, Business, Legal, Payroll/Finance, IT/Admin/Security, and other stakeholders to ensure timely resolution of cases.

Reporting & Process Improvement

· Prepare ER MIS covering grievances, critical incidents, disciplinary cases, suspension, termination/involuntary separation, ageing, and pending actions.

· Highlight high-risk, overdue, or recurring cases and provide actionable insights to HR leadership.

· Strengthen ER case management through standard workflows, checklists, templates, documentation protocols, and HRMS/HR Tech enablement.

Required Skills & Competencies

· Strong hands-on experience in Employee Relations and HR Operations.

· Experience in grievance handling, disciplinary processes, misconduct cases, and sensitive employee matters.

· Hands-on experience in suspension, termination, and involuntary separation processes.

· Strong experience in drafting and managing HR/ER letters and case documentation.

· Working knowledge of applicable employment/labour laws and internal HR policy frameworks.

· Strong stakeholder management, communication, judgement, confidentiality, and conflict-handling skills.

· High attention to detail with strong documentation and case follow-through discipline.

· Good analytical and reporting skills with working knowledge of Excel/MIS; HRMS/HR Tech experience is an advantage.

· Open to Travel to manage ER Cases, if needed, for investigation purposes.

Requirements

Preferred Qualifications

· Graduate/Postgraduate in Human Resources, Business Administration, Labour Relations, or a related field.

· 7–10 years of relevant HR experience with significant hands-on Employee Relations exposure.

· Candidates from retail, technology, consumer, or other high-volume/multi-location workforce environments will be preferred.

Success Metrics

· Timely and effective closure of employee grievance and ER cases.

· Accuracy, completeness, confidentiality, and audit readiness of ER letters and case documentation.

· Timely and compliant execution of suspension, termination, and involuntary separation processes.

· Reduction in pending/ageing ER cases and quality of ER MIS and management reporting.

· Consistent application of ER processes and continuous improvement in ER governance and efficiency.