Employee Relations (ER) Manager

Job Summary

We have an exciting opportunity for an ER Manager to join our team. Experience within ER is essential.

Strategy

Shaping country behaviors and culture through protecting the Bank against employee-related risk by:

1. Ensuring that the relationship between the Bank and its employees is managed appropriately within the Group ER and Conduct framework underpinned by clear standards and ultimately by relevant employment law.
2. Effectively managing key external stakeholder relationships with employee representative bodies, legal firms and local labour ministries (where relevant locally).

Processes

1. Advise and support business and HR stakeholders across the ER remit across Europe such as redundancy and restructuring including Collective Consultation (if applicable), TUPE, Performance Improvement Planning, Dispute resolution, Disciplinary Management, Grievance Management, HR investigations, and others.
2. Support and advise People Leaders with large scale restructuring and redundancy projects and provide advice on complex / high risk redundancy situations as well as ad hoc redundancy or restructuring proposals.
3. Support and drive the country collective consultation agenda as applicable.
4. Disciplinary and Grievance Management.
5. Liaise closely with colleagues inside and outside HR for example other HR Centres of Excellence such as International Mobility, Resourcing, Performance, Reward & Benefits, Employment Legal, Shared Investigation Services & Compliance etc.
6. Manage advice on informal issues/grievances with a view to preventing them from becoming a formal case.

Key Responsibilities

1. Support management of the Bank’s relationships with employee representative bodies.
2. Support the execution of country and regional Conduct agenda.
3. Support the regulatory references process. Review and where required, sign off ER related documentation produced by ER Operations, such as regulatory references to ensure accuracy.
4. Play relevant support and advisory role in relation to Close Personal Relationships.
5. Get involved in ad hoc ER projects for the Region and contribute where requested to the Global ER agenda/ER leadership team initiatives.
6. Review existing documentation, letters, templates, guides, processes and identify any opportunities for improvement or simplification.
7. Support training and briefing materials for clients on ER products and services.
8. Work with ER Operations to produce meaningful and simple data insights to share with key ER stakeholders and to analyse and identify trends.

People & Talent

Education and Training of HR and People Leaders

1. Support People Leaders with ER products and services including but not limited to restructuring and change Management initiatives, in particular Collective Consultation, TUPE, and offshoring.
2. Liaise closely with Employment Legal and proactively update HRBPs and People Leaders on recent employment law legislative changes and developments or new internal standards or approaches.
3. Support development of products, policies and processes to up-skill People Leaders in effectively dealing with ER matters.

Risk Management

Defining and managing employee-related risk across the country

1. Identify, assess, and monitor country ER process risks in line with overall operational risk management framework.
2. Create and implement suitable actions to mitigate identified risks.
3. Understand current local employment and discrimination law in local and international jurisdictions, together with employee trends to anticipate and minimize employee related risks.
4. Support management of any relevant country Standards and process dispensations as may be required.
5. Proactive analysis and guidance on ER trends.

Skills And Experience

Governance

Translation of country legislation and regulation into pragmatic actions for country teams

1. Build internal and external networks and remain up to date with legislative change and developments and be viewed both internally and externally as an expert in the ER field.
2. Collaborate with HR Legal and Compliance and/or external legal counsel for advice and decision on interpretation of local laws and regulations and ER policies, procedures, cases in-country.
3. Primary accountability (where relevant) for communicating with local labor ministries on ER matters, and HR related policies and procedures.
4. Knowledge of ER to support European markets in particular, Germany, France, Sweden, Poland, Turkey, Ireland.

Key Stakeholders Are Not Limited To But Include

1. Global ER colleagues
2. Country Head of HR
3. Employment Legal
4. Employee Representative Bodies
5. Unions
6. Legal firms
7. Labour Departments
8. Employer Associations

Qualifications

1. Employment law qualification advantageous but not essential.
2. CIPD membership advantageous.

Role Specific Technical Competencies include

1. Manage Conduct, Risk and People
2. Industry Knowledge
3. Operational Risk
4. Organisational Change Management
5. HR Legal and Regulatory environment
6. Human Resources Consulting

About Standard Chartered

We're an international bank, nimble enough to act, big enough for impact. For more than 170 years, we've worked to make a positive difference for our clients, communities, and each other. We question the status quo, love a challenge and enjoy finding new opportunities to grow and do better than before. If you're looking for a career with purpose and you want to work for a bank making a difference, we want to hear from you. You can count on us to celebrate your unique talents and we can't wait to see the talents you can bring us.

Our purpose, to drive commerce and prosperity through our unique diversity, together with our brand promise, to be here for good are achieved by how we each live our valued behaviours. When you work with us, you'll see how we value difference and advocate inclusion.

Together We

1. Do the right thing and are assertive, challenge one another, and live with integrity, while putting the client at the heart of what we do.
2. Never settle, continuously striving to improve and innovate, keeping things simple and learning from doing well, and not so well.
3. Are better together, we can be ourselves, be inclusive, see more good in others, and work collectively to build for the long term.

What We Offer

In line with our Fair Pay Charter, we offer a competitive salary and benefits to support your mental, physical, financial and social wellbeing.

1. Core bank funding for retirement savings, medical and life insurance, with flexible and voluntary benefits available in some locations.
2. Time-off including annual leave, parental/maternity (20 weeks), sabbatical (12 months maximum) and volunteering leave (3 days), along with minimum global standards for annual and public holiday, which is combined to 30 days minimum.
3. Flexible working options based around home and office locations, with flexible working patterns.
4. Proactive wellbeing support through Unmind, a market-leading digital wellbeing platform, development courses for resilience and other human skills, global Employee Assistance Programme, sick leave, mental health first-aiders and all sorts of self-help toolkits.
5. A continuous learning culture to support your growth, with opportunities to reskill and upskill and access to physical, virtual and digital learning.
6. Being part of an inclusive and values driven organisation, one that embraces and celebrates our unique diversity, across our teams, business functions and geographies - everyone feels respected and can realise their full potential.