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.