Senior Manager - Employee Relations - UK
Role Title: Manager / Sr Manager Employee Relations
Location: UK (London)
Summary of Roles & Responsibility
We are seeking an experienced Employee Relations Manager to lead the Employee Relations (ER) function for UK & I. The ER Manager will develop a deep understanding of Infosys’s business and will collaborate with HR teams, Legal functions and business leaders to drive the Employee Relations function/policies/processes and interventions in UK & I. Manager/Sr Manager ER is a subject matter expert on employee relations issues and leads Employee relations function for a country or sub-function. Will ensure compliance with the applicable labor laws and regulations and work on enabling awareness to leaders, managers and employees about ER related policies. ER manager will be responsible for interventions to sustain culture & values that align with the organization’s goal and strategy to create a more positive and productive work environment. This role holder will be responsible for reviewing, formulating and implementing the Employee Relations function/practices in UK & I. As the Lead of the Employee Relations functions in UK & I, you will be the point of contact for all Employee Relations matters in the country such as preventive and corrective actions of behavior/value incidents, disciplinary processes, major employee grievances and investigations.
Details of Roles & Responsibility: Strategic ER Management
- Responsible for ER strategy for UK&I region. Provides specialist advice on employee relations requirements and procedures to Business leaders, HR leaders and Sr management
- Establishing/sustaining/and improving ER process and process owner for operational matrices
- Drives ER processes including separations/terminations, absence management, performance management, workplace grievances, investigations and creation of required documentation to support those processes in close coordination with Legal teams. Review the Employee relations practices/policies involving value violations (disciplinary process), grievance redressal process, performance deficiency process and suggest changes/improvements
- Guide & enable Business partner HR, Business leaders, Manager community on the following:
- Values adherence: Proactive measures to avoid the occurrence of various types of value digressions. In case of incidents of value digressions, process & methods to conduct investigations and ensuing actions
- Employee grievances: Proactive measures to avoid the occurrence of grievances among employees to ensure a positive work environment. In case of the occurrence of grievances, process to be followed.
- Performance deficiencies: Enable Business partner HR and Business leaders on the process to be followed in of performance improvement plans or poor performance exits.
- Drive anti-sexual harassment initiatives, and coordinate internal investigations in case of any incident
- Work with Labour authorities and other stake holders for statutory compliances involving Employee relations functions.
- Work with Unions (if any) as applicable with an objective of a positive work environment in line with Business strategy and business need
- Conduct or support central teams in case of any whistleblower investigations as needed
- Conduct trend analysis to forecast and take measures to prevent incidents
- Undertake management development activities by coaching, influencing, and sharing knowledge to increase manager’s abilities to manage their teams.
- Stay current on employment law, ER practices and trends.
- Track and interpret tends in employee relations to proactively identify issues and develop training and other interventions and solutions.
- Promote the Company’s Culture and policies.
Knowledge & Skills
- Minimum of 10 – 20 years’ experience in HR with at least 5 years exposure to Employee Relations functions in UK
- ER manager will be a subject matter expert in Employee Relations of UK&I. Exposure to ER practices in Continental Europe will be an added advantage
- Strong team players enjoy a fast paced, evolving international environment and who is proactive, assertive, decisive, and resilient.
- A key capability is the ability to understand the global business context and to be able to make practical, risk-based decisions that drive business outcomes based on solid employment law knowledge and experience, process improvement mindset and key understanding of HR matters.
- Strong written and verbal communications skills
- Experience in dealing with conflict resolution
- Ability to adapt quickly to a changing environmentCoaching and Influencing skills.
- Proficiency in Microsoft Office skills (Outlook, Excel, Word, PPT etc.).
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