Role Summary The Employee Relations & Policies – L8 role is a Associate manager‑level position responsible for independently managing complex employee relations matters , providing policy and ER advisory to senior stakeholders , leading investigations and disciplinary decisions , and driving ER governance, risk mitigation, and process excellence .

The role acts as a trusted advisor to HR and business leadership , with a strong focus on fairness, compliance, and risk management .

Key Responsibilities Employee Relations & Case Management

- Independently manage complex and sensitive ER cases, including misconduct, grievances, ethical concerns, and policy violations.
- Lead end‑to‑end investigations (fact finding, interviews, documentation, assessment, recommendations, and closure).
- Handling sensitive cases involving mental health issues, police matters, court proceedings, and similar concerns.
- Recommend and execute appropriate disciplinary actions, not limited to warnings, final actions, or terminations.
- Ensure timely, fair, and consistent resolution of cases while minimizing business, reputational, and legal risk.
- Participate in change management initiatives that require strategic involvement from ER.

Policy Interpretation & Advisory

- Provide expert interpretation of HR policies, Code of Business Ethics, and internal governance standards.
- Advise HRBPs and business leaders on policy application, employee risk, and ER strategy.
- Drive policy communication, awareness, and adherence across the organization.

Stakeholder & Leadership Engagement

- Interact directly with senior HR leaders and business leadership as a trusted ER advisor.




- Exercise independent judgment on ER decisions with significant day‑to‑day and long‑term impact.
- Partner closely with Legal, Compliance, Ethics, and CI teams, including BEL and litigation‑sensitive matters.

Risk Mitigation & Governance

- Proactively identify trends, repeat risks, and systemic issues to prevent escalations and litigations.
- Ensure timely escalation to Legal for potential or active litigation matters.
- Participate in ER governance, audits, internal controls, and compliance reviews.
- Drive process improvements, audit closures, and action plan management.

Behavioral Assessment & Human‑Centered Approach

- Apply behavioral insight to assess intent, context, and conduct
- Differentiate capability, behavior, and misconduct concerns
- Lead empathetic, professional employee interactions
- De-escalate sensitive situations effectively
- Promote fair and dignified outcomes within HR boundaries

People & Team Responsibilities

- Manage and guide a medium‑sized ER team (directly or matrixed – organization decision).
- Coach and support team members, including acting as a buddy or back‑up during leadership absence.
- Ensure workload management, quality, consistency, and capability uplift within the team.

Decision‑Making Authority

- Acts independently on ER decisions within defined governance.
- Decisions have lasting impact on employees, teams, and organizational risk posture.




- Solutions are not limited to disciplinary actions and may include corrective, preventive, or restorative approaches.

Key Skills & Competencies Functional

- Solid expertise in Employee Relations, Investigations, and HR Policies
- Solid understanding of employment law principles and internal compliance
- Risk assessment and mitigation
- Documentation and case articulation

Behavioral / Psychology‑Driven

- Strong emotional intelligence and active listening
- Ability to assess behavior, motivation, and situational context
- Calm, grounded handling of sensitive or distressing scenarios
- Balanced application of empathy and accountability

Experience & Qualifications

- Typically 8–12 years of HR / ER experience, with significant hands‑on ER exposure
- Experience or academic background as a counseling psychologist is preferred
- Education or experience in Psychology, Counseling, Social Work, or Behavioral Sciences (preferred)
- Prior experience managing complex investigations and senior‑stakeholder cases
- Experience working in large, matrixed organizations
- HR / Law background preferred (not mandatory)

Level Indicators (L8)

- Operates with minimal supervision
- Manages complex cases and teams (organization discretion)
- Influences outcomes beyond own scope
- Recognized as a subject‑matter expert in ER & Policies

Role Boundaries (Important Clarity)

- The role does not provide clinical counseling or therapy
- Psychology background is applied to better decision‑making, conversations, and outcomes, not medical or therapeutic intervention
- All actions remain within HR, policy, and governance frameworks

📌 ER & Policies Associate Manager (Gurugram)
🏢 Accenture in India
📍 Gurugram