Employee Relations Manager
2 weeks ago
Valiram WP. Kuala Lumpur, Federal Territory of Kuala Lumpur, Malaysia
Employee Relations ManagerSummary:
The Employee Relations (ER) Manager is responsible for leading and managing all aspects of disciplinary processes and discussions within the organization. This includes developing and implementing policies, increasing awareness, providing education, and offering expert advisory support on key employee relations matters. Key focus areas include grievance handling, disciplinary issues, performance improvement plans (PIPs), and regular reviews of policies and guidelines to ensure alignment with organizational needs.
KEY RESPONSIBILITY AREAS:
- Policy and Advisory Expertise: Serve as a subject matter expert in handling grievances, disciplinary procedures, and PIPs. Ensure company policies and guidelines are up-to-date and compliant with employment laws.
- Development & Implementation of Policies: Establish or enhance processes to ensure proper reporting and documentation of misconduct for compliance and transparency. Act as the liaison with government and statutory bodies, including the Ministry of Human Resources, Department of Industrial Relations, and Immigration Department, to ensure compliance and maintain relationships.
- Legal Compliance and Best Practices: Stay informed about current employment legislation, such as the Employment Act 1955 (EA1955) and Industrial Relations Act 1967 (IRA1967) and provide guidance to management on industry best practices.
- Labour and Industrial Relations Representation: Represent the company in Labour and Industrial Relations court proceedings when necessary.
- Stakeholder Collaboration: Partner with Group Country HR, business leaders, and the legal team to interpret and align local labor laws with Valiram's disciplinary policies.
- Training and Awareness: Conduct and facilitate training sessions to educate stakeholders on employee relations processes and procedures.
- Preventive Strategies: Develop and execute preventive measures to minimize ER/IR issues, such as organizing training programs, creating educational content (e.g., videos), hosting discussions, and implementing surveillance mechanisms like CCTV monitoring.
KEY REQUIREMENTS:
- Bachelor's Degree in Human Resource Management, Psychology, Business Administration, or a related legal discipline.
- Additional certifications in employee relations, industrial relations, or HR practices (e.g., SHRM-CP, CIPD) are a plus.
- 3–5 years of management experience in Employee Relations (ER) or Industrial Relations (IR) within a medium to large organization.
- Expertise in handling disciplinary actions, grievance management, and performance improvement plans (PIPs).
- Experience representing organizations in labor-related court proceedings is an advantage.
- In-depth understanding of labor laws and regulations, including the Employment Act and Industrial Relations Act.
- Ability to draft and implement HR policies aligned with best practices and legal standards.
- Strong advisory skills to guide management on ER/IR matters and recommend effective solutions.
- Proficient in conflict resolution, mediation, and negotiation.
- Excellent interpersonal and communication skills to engage effectively with employees, management, and external stakeholders.
- Collaborative mindset with the ability to work across departments and influence without direct authority.
- Resilient and empathetic, with a problem-solving approach.
- High level of integrity and discretion in handling sensitive employee matters.
Mid-Senior level
Employment typeFull-time
Job functionStrategy/Planning, Administrative, and Human Resources
IndustriesRetail
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