Key Responsibilities
Strategic Business Partnership:
Collaborate with business leaders to understand operational goals and challenges, and develop tailored HR strategies to support team effectiveness, talent development, and organizational health.
Employee Relations Case Management:
Lead end-to-end handling of complex ER cases, including but not limited to: disciplinary actions, performance management disputes, harassment complaints, grievance procedures, and involuntary separations. Ensure thorough, objective, and timely investigations in full compliance with company policies and local labor laws.
Compliance & Policy Governance:
Provide expert guidance on employment law, regulatory requirements, and internal policies. Regularly review and update HR policies and procedures to mitigate legal and reputational risks.
Conflict Resolution & Mediation:
Facilitate difficult conversations and mediate conflicts between employees or between employees and management. Promote a culture of open communication and respectful workplace behavior.
Performance & Conduct Advisory:
Coach managers on effective performance management, corrective action plans, and documentation best practices to reduce ER risks and improve team outcomes.
Data-Driven ER Insights:
Analyze ER case trends and metrics to identify root causes, develop preventive actions, and provide strategic recommendations to leadership for reducing recurrence and improving workplace climate.
Change Management Support:
Support business restructures, redundancy processes, and other organizational changes with a strong focus on compliance, transparency, and empathy.
Training & Capability Building:
Design and deliver training for managers and employees on topics such as respectful workplace, ER procedures, compliance, and manager effectiveness.
Qualifications & Requirements
Education:
Bachelor’s degree in Human Resources, Law, Business Administration, or related field. Advanced degree or professional HR certification (e.g., SHRM, CIPD) is a plus.
Experience:
5–8 years of progressive HR experience, with at least 3–5 years in an HR Business Partner or HR Generalist role in a multinational corporation.
Proven hands-on experience in handling complex Employee Relations cases end-to-end, including investigations, documentation, and resolution.
Deep knowledge of employment laws and labor regulations in China; familiarity with other APAC regions is advantageous.
Experience in manufacturing, technology, or heavily regulated industries is preferred.
Competencies:
Strong ethical judgment, discretion, and emotional intelligence when dealing with sensitive situations.
Excellent communication, negotiation, and interpersonal skills, with ability to influence stakeholders at all levels.
Analytical mindset with ability to translate case trends into actionable insights.
Proactive, resilient, and able to work independently in a fast-paced environment.
