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Role Overview

The Employee Relations & Engagement Manager is responsible for fostering a positive, compliant, and high-performing work environment by driving employee relations strategies and engagement initiatives. The role ensures alignment with organizational values, labor laws, and internal governance while strengthening employee experience, trust, and organizational culture.

Key Responsibilities

Employee Relations

Serve as the primary point of contact for employee relations matters, including grievances, disciplinary cases, and conflict resolution
Ensure all employee cases are handled in accordance with company policies, labor laws, and due process requirements
Partner with Legal and HR Business Partners to manage complex and high-risk cases
Conduct investigations, administrative hearings, and documentation (NTEs, case reports, decisions)
Provide guidance to managers on performance management, corrective actions, and employee conduct

Engagement & Culture

Design and implement employee engagement strategies aligned with organizational priorities
Lead company-wide engagement programs, events, and initiatives to enhance employee experience
Drive employee listening strategies (e.g., surveys, focus groups) and translate insights into actionable plans
Monitor engagement metrics and recommend interventions to improve morale, retention, and productivity
Champion company culture, values, and internal communication alignment

Policy, Governance & Compliance

Ensure compliance with labor laws, company policies, and internal governance frameworks
Review and update HR policies related to employee conduct, discipline, and workplace standards
Maintain proper documentation and audit-ready records for all employee relations cases
Support internal and external audits related to employee relations

Stakeholder Management

Partner closely with HRBPs, Legal, and business leaders to address employee concerns and organizational risks
Provide advisory support to leadership on employee relations trends and engagement insights
Facilitate alignment between business needs and employee experience initiatives

Qualifications

Bachelor's degree in Human Resources, Psychology, Legal Management, or related field
At least 8–15 years of progressive HR experience, with strong exposure to employee relations and engagement
Solid understanding of labor laws, disciplinary processes, and case management
Experience handling administrative cases, investigations, and conflict resolution
Proven experience in designing and implementing engagement programs

Work Setup

Must be willing to work 100% onsite in BGC

Labor Relations and Employee Engagement Manager (Lawyer)