Employee Relations Manager

Overview

Our client is looking to appoint a seasoned Regional Employee Relations Manager, reports into Chief People Officer to take the lead on some of the most complex and sensitive people matters across the Asia region. This is a senior-level role that will require the individual to work closely with the Chief People Officer, Managing Directors, Site Leaders, and senior members of the HR function.

The position is critical in ensuring the fair and consistent treatment of employees, while also safeguarding the organisation from risk.

The successful candidate will need to demonstrate strong judgment in balancing employment law, organisational values, and cultural sensitivities. They will also need to bring a proven track record of managing highly sensitive grievances, investigations, and cases that frequently involve senior audiences or high reputational impact.

Key Responsibilities

• In this role, the Regional ER Manager will act as a trusted advisor to senior leadership teams on employee relations matters across multiple geographies. They will provide guidance on how best to resolve issues in a way that is fair, legally compliant, and consistent with company values. Collaboration with local HR teams will be essential to ensure alignment of ER strategies with broader people objectives across the region.

• A major part of the role will involve hands-on management of highly complex cases, including grievances, conduct issues, performance disputes, discrimination concerns, and other sensitive situations. The manager will be responsible for ensuring that investigations are thorough, well-documented, and result in fair and appropriate outcomes. Where required, they will also work directly with external legal counsel to mitigate risk and protect the organisation's reputation.

• The position also covers industrial relations responsibilities, including building constructive relationships with unions and government agencies in countries where collective consultation or labour relations play an important role.

• Another area of focus will be the ongoing review and improvement of ER-related policies and processes. The Regional ER Manager will be expected to ensure that disciplinary, grievance, and performance frameworks remain both legally compliant and practical for implementation across diverse markets. They will also provide tools, resources, and templates that make it easier for HR teams and managers to handle ER issues consistently.

• Beyond case management, this role will take on a developmental aspect by coaching and training leaders and HR professionals to increase their capability and confidence in handling ER matters. Training could range from running workshops on managing difficult conversations to conducting fair investigations and promoting dignity and respect in the workplace.

• Finally, the role will have a proactive element ,analysing ER data and trends to identify potential risk areas and recommending preventative strategies. This includes contributing to the creation of a culture of open dialogue, early intervention, and respectful conflict resolution, as well as playing a part in shaping a psychologically safe and inclusive environment across the organisation.

Profile of the Ideal Candidate

• The successful candidate will bring at least 10 years of progressive HR or ER experience, with a strong background in handling employee relations across multiple Asian countries. They must be comfortable operating at both strategic and operational levels, capable of providing guidance to senior leaders while also managing detailed casework directly.

• Strong technical knowledge of employment law across the region, combined with hands-on experience leading high-risk and sensitive cases from start to finish, will be essential. Equally important is the ability to influence and coach senior stakeholders with credibility and confidence.

• Resilience, discretion, and sound judgment are critical qualities, particularly given the complexity and sensitivity of the cases this person will manage.

• Experience working in large, multinational, or people-intensive environments would be highly regarded, and prior exposure to industrial relations or union engagement would be an advantage.