Head, Employee Relations

• Develop and implement an Employee Relations framework aligned with the organization’s people and business objectives. 

• Establish and maintain effective employee voice mechanisms that enable open communication, consultation, and workforce participation. 

• Serve as the principal advisor to leaders on employee relations matters, workplace conduct, conflict management, and employment compliance. 

• Serve as Secretary to the Joint Consultative Committee (JCC), ensuring effective employee representation and constructive dialogue between management and employees, while providing strategic direction for its effectiveness, governance, and impact. 

• Design and implement frameworks for the early identification and resolution of employee concerns before escalation. 

• Drive initiatives that strengthen employee trust, organizational culture, inclusion, and psychological safety. 

• Lead workplace investigations relating to misconduct, ethics concerns, grievances, harassment, discrimination, and policy violations. 

• Develop governance standards for disciplinary processes and ensure consistency, fairness, and compliance across the organization. 

• Monitor workforce sentiment through surveys, focus groups, listening forums, and employee feedback channels, and recommend improvement actions. 

• Partner with HR Business Partners and business leaders to manage organizational change, restructuring, workforce transitions, and transformation initiatives. 

• Develop manager capability in handling employee relations issues through training, coaching, and advisory support. 

• Analyze employee relations trends and workforce data to identify risks and opportunities for improving employee experience and organizational performance. 

• Ensure compliance with applicable labour laws, employment regulations, internal policies, and corporate governance requirements. 

• Lead employee relations risk assessments and develop mitigation plans for workforce-related issues. 

• Benchmark employee relations practices against leading global organizations and implement continuous improvements. 

• Foster a workplace culture that supports engagement, accountability, diversity, equity, inclusion, and operational excellence. 

Education and Work Experience 

• Bachelor’s degree in Human Resources, Industrial Relations, Law, Business Administration, Social Sciences, or a related discipline. 

• Master’s degree in Human Resources, Industrial Relations, Business Administration (MBA), or a related field is an added advantage. 

• Professional certification such as CIPM, SHRM, CIPD, SPHR, or equivalent. 

• Minimum of 12–15 years’ progressive Human Resources experience, with at least 8–10 years in Employee Relations and 5 years in a leadership role. 

• Experience in oil and gas, refining, manufacturing, energy, or other complex industrial environments. 

• Proven experience in employee relations strategy, workplace investigations, grievance and disciplinary management, workforce governance, and employee consultation frameworks such as Joint Consultative Committees (JCCs).