Job Purpose:
To strategically manage and direct Employee Relations (ER) for a highly distributed retail workforce. This role will transform the ER function from a traditional policing unit into a Proactive Strategic Partner.
By implementing Lean processes and visual workflow tracking, it will prevent labor disputes, standardize fair disciplinary actions, and build strong government relations. Ultimately, this role safeguards the organization's reputation while directly supporting the corporate goals.
Key Responsibilities:
Strategic Investigation & Disciplinary Action
- Standardize lean investigation processes to ensure fairness, transparency, and speed when handling complex fraud or high-risk complaints within the frontline workforce.
- Review and approve disciplinary actions (e.g., warning letters, unpaid suspensions, or terminations) to mitigate the risk of unfair dismissal lawsuits.
- Implement a Visual Kanban Board to track the status of all ER cases, actively managing Work-In-Progress (WIP) limits to prevent case backlogs and reduce wait times.
Government & Legal Relations
- Act as the authorized corporate representative to negotiate, mediate, and resolve disputes with labor inspectors, legal officers, the Department of Labor Protection and Welfare, and the Labor Court.
- Prepare legal documentation and collaborate strategically with internal/external legal counsels to resolve labor disputes with maximum cost efficiency.
Labor Law Compliance & Preventive ER
- Provide proactive, predictive labor law advice to Regional HR Business Partners (HRBPs) and Store Operations Directors to prevent grievances at the field level.
- Review and update the company's work rules, employment contracts, and HR policies to align with new labor laws and organizational ERM frameworks.
Team Leadership & Conflict Management
- Lead the ER team through a change management process using the ADKAR framework to eliminate the Big Brother fear associated with performance tracking, shifting the culture toward transparency.
- Manage conflicts between store operations and HR by utilizing data-backed evidence rather than administrative mandates.
Qualifications:
- Education: Bachelor's degree or higher in Law, Labor Relations, Political Science, Human Resources, or a related field.
- Experience: Minimum of 5+ years of direct experience in Employee/Labor Relations, with at least 3-4 years at the managerial level.
- Industry Expertise: Must possess extensive experience managing a high-volume frontline workforce in the Retail, Modern Trade, or FMCG sectors.
- Skills: Deep expertise in local labor protection laws, excellent conflict management and negotiation skills, and practical experience using Agile/Lean task-tracking software.
