Role- Senior Manager- Employee Relations

Role & responsibilities

- Grievance and Inquiry Resolution: Proactively manage and resolve employee grievances and inquiries, ensuring that all issues are addressed promptly and effectively. This involves working closely with employees and management to facilitate open communication and resolution.
- Collaboration on Performance Improvement: Work in tandem with business leaders to address performance improvement issues. This involves collecting relevant information, participating in the review of performance improvement documents, and offering strategic recommendations to enhance employee performance.
- HR Compliance, Labor Code Governance & Risk Mitigation: Own and support HR-related statutory compliances, labor code readiness, employment law requirements, and internal governance obligations to ensure adherence with applicable legal and organizational standards. Proactively identify compliance gaps, assess people-risk exposure, recommend mitigation plans, partner with Legal/Compliance teams where required, and ensure timely reporting for internal governance and audit readiness.
- Strategic Initiative Design and Execution: Lead the design, planning, and execution of structured ER and HR initiatives, including labor code implementation, policy revisions, grievance framework improvements, workplace risk controls, associate engagement interventions, and process standardization. Translate insights from cases, compliance reviews, and business needs into scalable initiatives that strengthen governance and improve employee experience.
- ER Service Delivery Management: Oversee the delivery of ER services across locations, utilizing platforms like Service Now for query management, tiering support, and other communication channels. This includes ensuring timely and effective responses to employee inquiries and concerns.
- ER Case Management and Advisory: Independently manage and advise on complex ER cases, including disciplinary matters, grievances, involuntary exits, leaves of absence, performance-related concerns, workplace conduct issues, and other sensitive or high-risk matters.



Ensure each case is assessed through a fair, consistent, legally informed, and well-documented approach, with appropriate stakeholder alignment and timely closure.
- Consistency and Documentation: Guarantee consistency in the approach and resolution of employee concerns. This includes meticulous preparation of documentation and reports to ensure high-quality records are maintained.
- Monthly Reporting: Conduct monthly reporting of ER cases via the internal tracking log for the site. This involves compiling data, analyzing trends, and presenting findings to relevant stakeholders.
- Data Insights and Trend Analysis: Share data insights at the site level, derived from trends observed through various focus groups, listening posts, industry trends and ER case logs. Use this data to inform strategic decisions and enhance employee engagement.
- Liaison with Stakeholders: Act as a liaison with Business Leaders, HR Business Partners, Legal Compliance and other ER Advisors to keep them aligned and informed of the progress of employee relations matters on-site. This ensures alignment and continuity in HR practices across the organization.
- Policy Review, Governance and Implementation: Play an active role in reviewing, strengthening, implementing, and communicating ER/HR policies, procedures, and programs. Ensure policies remain aligned with business needs, statutory expectations, labor code requirements, internal governance standards, and associate-facing clarity. Partner with relevant stakeholders to drive adoption, ensure consistency, and maintain robust policy governance.
- HR Project and Transformation Engagement: Lead or contribute to cross-functional HR projects and transformation initiatives requiring ER expertise,



compliance understanding, business partnering, stakeholder management, and structured execution. Bring a strategic mindset to design practical solutions that improve governance, reduce risk, and enhance organizational effectiveness.

Preferred candidate profile

- Strong ER, HR Compliance and Legal Acumen: Demonstrated experience in Employee Relations and/or HR Business Partnering, with strong working knowledge of HR compliances, labor codes, employment law principles, statutory obligations, policy governance, and employee engagement practices. Ability to apply this knowledge in practical business situations while balancing associate experience, compliance requirements, and organizational risk.
- Prioritization and Execution: Ability to prioritize tasks and execute programs and transactions efficiently in a fast-paced setting, maintaining a high standard of quality and effectiveness.
- Communication and Interpersonal Skills: Exceptional written and verbal communication skills, coupled with strong interpersonal abilities to foster positive relationships with employees and management.
- Customer Focus, Business Judgment and Strategic Perspective: Strong customer orientation with the ability to understand business priorities, anticipate people-related risks, and align ER/HR initiatives with organizational objectives. Ability to convert operational insights, compliance considerations, and employee feedback into practical and strategic recommendations.
- Coaching and Influencing Skills: Proficient in coaching and influencing others, with the ability to guide and mentor employees and leaders towards achieving their full potential.
- Governance, Risk and Documentation Discipline: Strong ability to maintain audit-ready documentation, apply consistent decision-making frameworks, identify control gaps, and ensure timely closure of action items arising from ER cases, compliance reviews, audits, and policy implementation initiatives.

Function Employee Relations

Job Location GGN

Shift Timings 1PM-10 PM-HYBRID

📌 Employee Relations Manager (New Delhi)
🏢 IndiHire Consultants
📍 New Delhi