Senior Manager

Job Description Senior Manager – Employee Relations (ER) Location: India (Gurgaon / Mumbai / Bangalore) Function: Human Resources – Talent / Employee Relations Experience: 10–14 years Role Summary The Senior Manager – Employee Relations will act as a strategic partner to the business and HR leadership, responsible for managing complex employee relations matters, conducting investigations, advising leadership on people risk, and ensuring compliance with employment laws and organizational policies. This role plays a critical part in maintaining a fair, compliant, and high\-trust workplace by managing high\-risk ER cases, advising senior leaders, strengthening ER governance frameworks, and driving proactive employee relations initiatives across the organization. ⸻ Key Responsibilities 1\. Employee Relations Case Management • Lead and resolve complex and high\-risk employee relations cases including misconduct, grievance, performance disputes, disciplinary actions, • Conduct end\-to\-end workplace investigations/ due diligence including fact\-finding, interviews, documentation, and recommendation of corrective actions. • Ensure consistent application of policies and procedures while maintaining fairness, confidentiality, and legal compliance. 2\. Advisory to Business Leaders • Serve as a trusted advisor to HR Business Partners, senior leadership, and people managers on employee relations matters. • Provide guidance on disciplinary processes, performance management, terminations, restructuring, and sensitive employee issues. • Assist HC leader to Coach leaders on conflict resolution, difficult conversations, and people management practices. 3\. Risk Management \& Compliance • Ensure adherence to employment laws, regulatory requirements, and company policies. • Identify, assess, and mitigate employee\-related risks across business units. • Partner with Legal, Compliance, and Ethics teams on complex investigations or litigation risks. 4\. ER Framework, Governance \& Policy • Support the design and implementation of ER governance frameworks, processes, and policies across the organization. • Drive consistent ER practices across service lines and business units. • Conduct periodic reviews of policies to ensure compliance with labor laws and evolving workplace standards. 5\. Organizational Change \& Workforce Matters • Support business restructuring, workforce transitions, redundancy processes, and organizational changes. • Provide ER support during large\-scale workforce actions or sensitive business changes. 6\. Capability Building \& Training • Develop and deliver ER training programs for HR teams, managers, and leadership. • Educate stakeholders on ER processes, investigation protocols, and employment law updates. 7\. Data, Insights \& Continuous Improvement • Analyze ER case trends and employee issues to identify systemic risks. • Provide insights and recommendations to leadership to improve workplace culture and prevent recurring issues. ⸻ Stakeholder Management The role works closely with: • HR Business Partners • Business Unit Leaders / Partners • Legal and Compliance teams \& Ethics \& Business Conduct • Global ER teams • External counsel or regulatory bodies (if required) ⸻ Qualification \& Experience • 10–14 years of experience in Employee Relations / HR / HRBP roles. • Strong experience managing complex employee relations cases and workplace investigations. • Experience in financial services, banking, consulting, or large multinational organizations preferred. • Strong knowledge of Indian labor laws and regulatory frameworks. • Postgraduate degree in HR / Industrial Relations / Law / MBA (HR) preferred. ⸻ Key Skills \& Competencies • Employee relations and workplace investigations • Conflict resolution and grievance handling • Employment law and regulatory compliance • Stakeholder management and executive advisory • High emotional intelligence and judgment • Risk management and governance • Confidential case handling and documentation ⸻ Leadership Expectation • Ability to manage high\-visibility, sensitive cases involving senior employees • Influence senior leadership and partners on difficult people decisions • Work in a matrixed organization with multiple stakeholders • Maintain strict confidentiality and ethical standards