• Negotiable
  • Singapore
  • Permanent, Full time
  • Standard Chartered Bank Singapore
  • 31 Aug 17

Specialist, Employee Relations & Conduct

  • Location: Singapore
  • Salary: Negotiable
  • Job Type: Full time

Please view Job Description for details.

ER is responsible for developing and implementing the country Employee Relations (ER) strategy, with a view to creating a fair, respectful, diverse and high performing culture that enables employees to contribute their very best to the business.
The ER Specialists inter-act with HR Relationship Managers and other HR & Line Management stakeholders, to provide consultation and guidance on managing ER issues concerning employment conditions, discipline, grievances, performance improvement and organisational re-structuring, with a view towards ensuring that we live up to our promise of fair treatment to employees while safeguarding the Bank's interests.
ER is responsible for the Bank's relationship with unions. The desired outcomes are to have cooperative and harmonious relationships with the unions while preserving the Bank's ability to operate effectively and to maintain a position on Collective Bargaining terms that are within the overall industry norms.

Key Roles and Responsibilities

Provision of ER governance in order to facilitate positive employment relationships which reflect the Bank's values and support behaviours which are Here for Good and consistent with the Code of Conduct.
1. End to End Case Management of Grievance Cases
o Work with the HRBP, business and country/regional ER Head to agree the Grievance representative/s to investigate and hear the Grievance.
o Make arrangements for Grievance Hearing including issuing hearing invite/statement of complaint.
o Conduct the Grievance hearing or support the Grievance representative to conduct the Grievance hearing as the case may be.
o Complete analysis of data/facts and reach a fair and consistent resolution/conclusion which minimises the risk to the Bank.
o Update ERCMS at the initiation and conclusion of Grievance.
o Update relevant stakeholders with key findings including any disciplinary actions recommended.

2. End to End Case Management of Complex Disciplinary Cases
o Level of Involvement and support with the Investigations phase based on case nature and complexity.
o Conduct due fact finding and investigatory interviews including preparation of witness statements and investigation report.
o Make arrangements for the Disciplinary Hearing including issuing hearing invite/statement of disciplinary case and provision of evidence .
o Conduct of the Disciplinary hearing through supporting the hearing manager as required.
o Complete analysis of data/facts and reach a fair and consistent conclusion which minimises the risk to the Bank.
o Update relevant stakeholders with key findings and any relevant information, including any recommendations.
o Update ERCMS at the initiation of the hearing and conclusion of disciplinary hearing and/or appeal.
o Update HRBP and/or PRC team in case of a disciplinary action so that it could be highlighted for any potential P3 impact.

3. Collective ER Management
o Develop and manage the Bank's relationships Trade Unions in order to support employee engagement, business performance and the Bank's broader social responsibility priorities.
o Ensure appropriate collective agreements are implemented where appropriate and that negotiations (including pay) are concluded effectively.
o Manage collective disputes, diffuse business disruptions and ensure that appropriate business contingency plans are in place.
o Undertake collective consultation as required (e.g. collective redundancies, outsourcing, M&A, etc).

4. Effectively manage key stakeholder relationships.
o 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.
o Build internal networks with HRBPs and business stakeholders where required.
o 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
o Collaborate with Ministry of Manpower on development and application of government policy.

5. Managing employee-related risk across the region
o Provide commentary re ER MI and escalate country ER risks based on trends or any new findings/issues.
o Understand current local employment and discrimination law/case developments and be able to anticipate implications for the Bank.
o Create and implement suitable actions to mitigate identified risks
o Work with HR Legal and external counsel re data disclosure requests, litigation cases and preparation for/ appearance at Labour Court/Employment Tribunal.

6. Support Education and Training of HR and Line Managers
With the Country/Regional ER Head proactively support, advise update, educate and train HRBPs and line managers across the ER product areas.

Qualifications and Skills

Essential
* Role model and champion the Bank's values and behaviours
* 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
* Effective networker and organisational influencer
* Commercially astute
* Strong collaboration
* Ability to clearly and accurately analyse, interpret and communicate relevant and complex information
* Good coaching, networking, influencing & negotiating skills.
* Ability to assess risk & identify pragmatic solutions in context of conflicting demands.
* Ability to develop & gain credibility within the organisation in respect of ER expertise.

Desirable
* Experience in an international professional services/ banking environment.
* Proven experience in working in a complex matrix, with demanding and fast paced client groups.
* Experience of ER product & policy development.
* Involvement in collective ER issues e.g. collective communication & consultation in non-unionised environments, Trade Unions stakeholder management, collective bargaining, etc

How To Apply

You can search and view current opportunities across our organisation and apply immediately by visiting www.standardchartered.com and selecting Careers. To help speed up your application, please note the following:

- You will need to log in (or register if you are visiting our careers site for the first time) before you can apply for a specific role

- Some roles may require you to undertake an online talent assessment in addition to completing the application form (to facilitate this process it is preferable that you provide us with an email address as part of your contact information)
- We will ask you about your education, career history and skills and experience, it may be helpful to have this information at hand when completing your application

It usually takes 15 - 20 minutes to complete the application form; you can save your application at any time and return to complete it at your convenience.

Diversity and Inclusion

Standard Chartered is committed to diversity and inclusion. We believe that a work environment which embraces diversity will enable us to get the best out of the broadest spectrum of people to sustain strong business performance and competitive advantage. By building an inclusive culture, each employee can develop a sense of belonging, and have the opportunity to maximise their personal potential.