Lead, Employee Relations MENAP & Africa

Role Responsibilities 

Provision of ER governance in order to facilitate positive employment relationships which reflect and support the Bank’s valued behaviors which are Here for Good and consistent with the Code of Conduct.

 RESPONSIBILITIES

 Strategy

• To work closely with HR business partners and HR Legal to up-skill line managers in effectively dealing with ER related matters.
• To work closely with HR Business partners to provide Advisory support and to deal with ER related issues and directly managing specific cases as agreed with Head of ER.
• To develop and maintain key internal relationships with stakeholders.
• End to End management ER cases, including Disciplinary, Grievance, Restructures, Poor Performance Management, and Mutual Separation Agreements.
• Capability Building
• Fostering Sustainable working environment

 Business

• Partner with stakeholders/business representatives to guide, advise and coach on the full range of ER related matters including disciplinary, grievances, redundancies; restructuring, performance matters, entry and exit issues for senior staff, other staff terminations and contracts/agreements.
• Lead and support the development of effective employee relations strategies that are aligned to business objectives across Region/Country and influencing Group policies and practices.

 Processes 

End to end case management of grievance cases

• Work with the HRBP, business and Regional AME ER Head to outline approach in line with country process (e.g. UAE: agree the Grievance representative/s to investigate and hear the Grievance and make arrangements for Grievance Hearing including issuing hearing invite/statement of complaint).
• Conduct the Grievance process or provide support to conduct the grievance.
• Complete analysis of data/facts and provide support to the decision maker of the Grievance to help them reach a fair and consistent resolution/conclusion which minimises the risk to the Bank.  
• Update ERCMS at the initiation and conclusion of Grievance.
• Update relevant stakeholders with key findings including any disciplinary actions recommended. 

End to end case management of disciplinary cases (including complex cases)

• Level of investigations involvement and support to be agreed with regional Head AME ER and based on case nature and complexity.
• Conduct fact finding and investigatory interviews including as appropriate preparation of witness statements and investigation report.
• Manage case in line with appropriate Policy/Procedures, providing appropriate support to management.
• Complete analysis of data/facts and provide support to the decision maker(s) of the Disciplinary Grievance to help them reach a fair and consistent conclusion which minimises the risk to the Bank.  
• Update relevant stakeholders with key findings and any relevant information, including any recommendations.
• Regularly update ERCMS including upon conclusion of disciplinary and/or appeal (where appropriate).
• Update HRBP and/or PRC team in case of a disciplinary action so that it could be highlighted for any potential year end compensation impact.
• Review Restructure Business cases and execute on them
• Support Business with Managing Poor Performance.  Provide insight and guidance to improve the effectiveness of individual performance including Performance Improvement Plans.
• Support HRBPs and Business with managing Mutual Separation Agreements
• Managing Ministry of Labour mediations and reporting to Central Banks
• Regulated references

 People & Talent 

• In partnership with learning, proactively support, advise, update, educate and train HRBPs, people managers and others as needed across the ER product areas and enable them to deal with critical ER related issues.

 Risk Management 

Manage employee-related risk across the country/region

• Provide commentary re ER MI and escalate country ER risks based on trends or any new findings/issues.
• Understand current local employment and other ER related legislation (e.g. discrimination)/best practice and be able to anticipate implications for the Bank.
• Create and implement suitable actions to mitigate identified risks
• Work with HR Legal and external counsel re data disclosure requests, litigation cases and preparation for/ appearance at any applicable formal jurisdiction including Labour Court/Employment Tribunal etc.

 Governance  

• Awareness and understanding of the regulatory framework in which the group operates and the regulatory requirements and expectations relevant to the role. Provide support and guidance on ER related regulatory issues.
• Responsible for ensuring local ER related controls are in place, effective and provide testing support as required and managed effectively with limited exceptions.
• Where applicable, provide input to and maintain as appropriate the HR Obligations Register as it pertains to ER.
• Support the Regional Head EA ER in ensuring that the ER related Policies, Procedures and Department Operation Instructions (DOIs) are up to date and in line with relevant local laws and best practice.

 Regulatory & Business Conduct 

• Display exemplary conduct and live by the Group’s Values and Code of Conduct.
• Take personal responsibility for embedding the highest standards of ethics, including regulatory and business conduct, across Standard Chartered Bank. This includes understanding and ensuring compliance with, in letter and spirit, all applicable laws, regulations, guidelines and the Group Code of Conduct.
• Support the AME country ER teams to achieve the outcomes set out in the Bank’s Conduct Principles; Financial Crime Compliance; the Right Environment.
• Effectively and collaboratively identify, escalate, mitigate and resolve risk, conduct and compliance matters, as it relates to employee relations.
• Build external networks (e.g. ER Forums, Employee Associations, etc) and remain up to date with ER and legislative change/developments and be viewed both internally and externally as an expert in the ER field.
• Collaborate with HR Legal and Compliance and/or external legal counsel for advice on interpretation of local laws and regulations and ER policies, procedures, cases in-country.
• Support Regional Head ER AME in the collaboration with relevant government bodies including Labour Ministries re development and application of government policy.

Internal

• Country/Business Management Groups
• Global ER, FA and Conduct team
• Country HRBPs/ Country Head of HR
• HR Legal
• Compliance
• SIS
• EROPS
• Country Financial Crime Risk
• Country PRB (Performance, Reward and Benefits)
• Employee Advocacy Team – D&I, Wellbeing, and Employee Experience

External

• Employee Representative Bodies / Unions
• Legal firms
• Labour Ministries
• Employer Associations
• ER Forums
• Outplacement services

QUALIFICATIONS

TRAINING, LICENSES, MEMBERSHIPS AND CERTIFICATIONS 

ER specialist or qualified employment lawyer with a minimum of 5-6 years work experience.

• Proven track record and in depth experience of ER investigations and case management.
• Strong understanding of the local legislative and regulatory landscape

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