Employee Relations Regional Manager, Asia Zones

**Position**:
The name Tiffany & Co. instills images of Beauty, Romance and the iconic Blue Box. It is a Symbol of Excellence. Since 1837, the masterpieces of Tiffany & Co. have defined style and celebrated the world’s great love stories.
- Join Tiffany & Co. and be part of the largest luxury group in the world - LVMH
- Are you passionate about Employee Relations?
- Do you love making a difference?

For over 180 years, Tiffany & Co. has enriched the lives of our clients by creating enduring objects of extraordinary beauty that are cherished for generations. The Employee Relations Regional Manager
- Asia Zones (South Asia Pacific, Greater China, Japan, South Korea & Industrial in Cambodia, Vietnam and Thailand) will be the primary point of contact for employee relations matters for the Asia Zones. This role is an essential part of the Employee Relations function and will be responsible for implementing globally aligned best practices to mitigate risk for the organization while ensuring consistency and fairness on all employee-related matters.

This role will collaborate with market leaders, HR business partners, and cross-functional stakeholders to address employee concerns, conduct investigations, and be a consultative partner for workplace accommodations, managing performance-related issues, and employment terminations. They will play an active role in developing and maintaining employment policies and procedures specific to the Zones across Asia.

The location of work is either Singapore or Shanghai regional office.

**Requirements**:
**Consultation on ER Compliance and Risk**
- Serve as a strategic partner to HRBP and Zone Leadership for the planning, design, development, implementation, management, and administration of the employee relations programs in the Asia Zone.
- Provide guidance to Management and HRBPs in the supported markets on topics ranging from policy interpretation, internal concern reviews, performance management, harassment, discrimination, retaliation, unfair dismissal, reductions in workforce and more.
- Ensure employment practices for Asia Zone are up to date, legally compliant and meet the requirements of company standards.
- Establish regular meetings with HRBPs to gain proactive talent insights and understand the business.
- Maintain in-depth knowledge of legislative trends and legal updates to advise the market accordingly.
- Review and advise on discipline and termination documentation - tailoring and delivering recommendations in an effective way to help influence the right outcomes with stakeholders while mitigating risk to the Company.
- Assist with supporting documentation for all reductions in force, restructures, and ad-hoc position eliminations.
- Develop and maintain key internal partnerships - legal, internal audit, and security.

**Alert line and Concerns Review**
- Conduct internal reviews within the market and zone on matters such as discrimination, harassment, bullying, working conditions, unfair dismissal, retaliation, wage and hour violations, disciplinary actions, and employee and applicant appeals and grievances.
- Ensure consistent and equitable process are applied. Make recommendations and oversee implementation of decisions that lead to the fair and consistent resolution of claims related to discrimination harassment, working conditions, disciplinary actions, and employee and applicant concerns

**Policy and Procedure Ownership and Compliance**
- Assess, recommend, and implement policies and practices as needed to meet the needs of the organization.
- Collaborate with HR partners regarding communication and implementation of policies and programs (handbook, websites, etc.) for Asia Zones to ensure compliance with applicable local employment laws and regulations.
- Ensure that employee relations procedures and systems are compliant with local, state, and federal law.
- Drive direct leadership of ER strategies and initiatives through the development of strong employee communication channels and strategically aligned business partner relationships to support a broader people risk management agenda.
- Create, maintain, and manage the reduction in workforce strategy locations (including the development of a Reduction in Force manual that provides clear guidance on severance payments and packages, notification discussions and required reporting).
- Drive a “continuous improvement” culture within Employee Relations function.

**Training**
- In conjunction with the rest of the Global Employee Relations team, create and deliver training to HR partners, the business and employees that improves employee knowledge of matters such as harassment, discrimination, retaliation, bullying, working conditions, etc. to minimize organizational and personal risk.
- Develop and execute communications and training strategies which most effectively support and position the related objectives and messages (including policies procedures and programs) for the Asia Zone & Industria