The Head of Employee Relations is responsible for developing and executing all employee relations initiatives to fosters a high-performance, inclusive, and trust-based workplace culture across the business.
The role serves as the custodian of employee relations governance, employee voice mechanisms, workplace investigations, conflict resolution, employment compliance, and workforce engagement practices.
The position drives a proactive employee relations framework that strengthens organizational effectiveness, enhances employee experience, mitigates workforce risks, and promotes a culture of fairness, accountability, respect, and continuous improvement.
Working closely with business leaders and Consultative forum, the role ensures that employee concerns are effectively addressed, employee perspectives are incorporated into organizational decision-making, and global best practices in employee relations are embedded throughout the employee lifecycle.
Key Duties and Responsibilities
Develop and implement an Employee Relations framework aligned with the organization's people and business objectives.
Establish and maintain effective employee voice mechanisms that enable open communication, consultation, and workforce participation.
Serve as the principal advisor to leaders on employee relations matters, workplace conduct, conflict management, and employment compliance.
Serve as Secretary to the Joint Consultative Committee (JCC), ensuring effective employee representation and constructive dialogue between management and employees, while providing strategic direction for its effectiveness, governance, and impact.
Design and implement frameworks for the early identification and resolution of employee concerns before escalation.
Drive initiatives that strengthen employee trust, organizational culture, inclusion, and psychological safety.
Lead workplace investigations relating to misconduct, ethics concerns, grievances, harassment, discrimination, and policy violations.
Develop governance standards for disciplinary processes and ensure consistency, fairness, and compliance across the organization.
Monitor workforce sentiment through surveys, focus groups, listening forums, and employee feedback channels, and recommend improvement actions.
Partner with HR Business Partners and business leaders to manage organizational change, restructuring, workforce transitions, and transformation initiatives.
Develop manager capability in handling employee relations issues through training, coaching, and advisory support.
Analyze employee relations trends and workforce data to identify risks and opportunities for improving employee experience and organizational performance.
Ensure compliance with applicable labour laws, employment regulations, internal policies, and corporate governance requirements.
Lead employee relations risk assessments and develop mitigation plans for workforce-related issues.
Benchmark employee relations practices against leading global organizations and implement continuous improvements.
Foster a workplace culture that supports engagement, accountability, diversity, equity, inclusion, and operational excellence.
Education and Work Experience
Bachelor's degree in Human Resources, Industrial Relations, Law, Business Administration, Social Sciences, or a related discipline.
Master's degree in Human Resources, Industrial Relations, Business Administration (MBA), or a related field is an added advantage.
Professional certification such as CIPM, SHRM, CIPD, SPHR, or equivalent.
Minimum of 12 - 15 years' progressive Human Resources experience, with at least 8 - 10 years in Employee Relations and 5 years in a leadership role.
Experience in oil and gas, refining, manufacturing, energy, or other complex industrial environments.
Proven experience in employee relations strategy, workplace investigations, grievance and disciplinary management, workforce governance, and employee consultation frameworks such as Joint Consultative Committees (JCCs).