Specialist, Employee Relations India and APAC

Overview

ROLE AT A GLANCE: 

The Employee Relations Specialist plays an important and increasingly independent role in delivering ER support within their market as part of the local team. Reporting to the Director of Global Employee Relations, this role owns low‑to‑moderate complexity ER cases end‑to‑end, leads investigations with a growing degree of autonomy, and actively contributes to policy, training, and change initiatives within our global ER framework.

The Specialist helps ensure that employee concerns are addressed thoroughly, fairly, and promptly — with clear and accurate documentation, sound judgment, and consistent application of policies aligned with local labor law and our global standards. It's a hands‑on role that combines solid ER execution with developing advisory capability, and a meaningful contributor to a positive, trusted employee experience across the organization

HOW YOU’LL MAKE AN IMPACT: 

Investigations

• Lead and own fact‑finding investigations for low‑to‑moderate complexity matters — including document review, preliminary and follow‑up interviews, evidence gathering, and drafting findings summaries — exercising sound judgment throughout.
• Align with the Global Director of Employee Relations before finalizing investigation conclusions or recommendations, ensuring consistency on approach, documentation quality, and risk considerations.
• Contribute meaningfully to more complex investigations by conducting discrete workstreams, coordinating logistics, taking detailed notes, and preparing well‑organized draft summaries
•  Apply established investigation protocols consistently and maintain strict confidentiality at every stage.
•  Maintain accurate, thorough, and confidential case documentation in HR systems.

Policy Guidance & ER Support

• Serve as a reliable go‑to resource for HR and ER policy questions in the market, providing practical guidance grounded in established frameworks and local labor law, and escalating complex or ambiguous matters to the Global Director.
• Apply a solid working knowledge of local employment law and global ER policies to advise employees and managers on standard‑to‑moderate ER matters with confidence.
• Contribute to maintaining and strengthening local SOPs, templates, and ER resources, identifying opportunities for improvement and flagging gaps to the Global Director

Grievance & Conflict Resolution

• Independently manage standard‑to‑moderate workplace concerns — including interpersonal conflicts, recurring issues, and situations involving multiple parties — from intake through closure, ensuring timely, fair, and consistent handling.
• Support mediation efforts by preparing materials, coordinating logistics, capturing key notes, and tracking follow‑up actions; escalate formal mediation facilitation to the Global Director as appropriate.
• Maintain thorough, accurate, and confidential case documentation in HR systems, ensuring records meet quality standards

Performance Management Support

• Provide managers with confident, practical guidance on performance documentation, feedback conversations, and standard‑to‑moderate performance improvement processes, escalating higher‑risk or senior‑level situations to the Global Director.
• Draft well‑structured performance improvement plans (PIPs) and supporting documentation, incorporating knowledge of policy and local requirements, for Global Director review and alignment before issuance.
•  Identify when performance situations carry elevated risk and proactively loop in the Global Director early in the process

Change Management Support

• Take ownership of assigned ER workstreams within organizational change efforts, including drafting employee and manager communications, coordinating logistics, and tracking employee questions and concerns.
• Proactively surface and escalate employee concerns raised during change efforts, ensuring they are assessed and routed to the right partners, including the Global Director where needed

Corrective Action Support

• Guide managers through standard‑to‑moderate corrective action processes with confidence, ensuring decisions are grounded in policy, consistent with precedent, and appropriately documented.
• Draft corrective action documentation — including written warnings and performance improvement plans — with attention to accuracy, policy alignment, and local legal requirements, for Global Director review prior to issuance.
• Maintain meticulous documentation and records for all corrective action cases, ensuring proper storage and confidentiality.

Training & Education

• Contribute to the design and delivery of ER training by developing materials, coordinating logistics, and managing follow‑up communications.
• Facilitate portions of ER training sessions — including policy education and manager guidance topics — with coaching and oversight from the Global Director.
• Actively help build ER knowledge and awareness across the India market through consistent engagement with HRBPs and proactive communication on ER topics.

Additional duties as assigned

TEAM DYNAMICS: 

We’re building our Global Employee Relations team from the ground up, which means you’ll be part of shaping how ER shows up across the company for years to come. This is a truly global effort—supporting employees and leaders in different regions, cultures, and regulatory environments. 

We partner closely with our HR Business Partners, Ethics & Compliance, and Legal teams to ensure we’re approaching situations with consistency, fairness, and a shared commitment to our values. It’s a highly collaborative space where thoughtful problem‑solving and strong relationships really matter. If you enjoy meaningful work that helps create a positive, trusted employee experience, this is a team where you can make a real impact.

QUALIFICATIONS FOR SUCCESS: 

Education

• Bachelor's degree in Human Resources, Law, Business, Psychology, or a related field, or equivalent experience.

Experience

• 4-6 + years of HR or Employee Relations experience, including exposure to case management, investigations,  performance management and corrective action.  

Technical and professional skills

• Solid working knowledge of local labor and employment law, with a genuine commitment to continued growth in ER expertise.
• Demonstrated experience leading investigations, including document review, fact‑finding interviews, evidence analysis, and drafting clear, well‑supported case summaries.
• Ability to draft high‑quality, policy‑aligned ER documentation (PIPs, corrective action letters, investigation summaries) that requires minimal rework at senior review.
• Strong written and verbal communication skills in local language; working English proficiency is required.
•  Proficiency with HRIS and case management tools; able to manage a portfolio of open cases with attention to quality and deadlines.
•  High integrity and sound judgment; able to handle sensitive and confidential information with discretion and care.
• Strong attention to detail and organizational skills; consistent and thorough in documentation practices.
• Empathy and strong listening skills; able to build genuine trust with employees and managers across different situations.
•  Solid conflict‑resolution skills; able to navigate emotionally charged or sensitive interpersonal situations with composure and fairness.
• Growth mindset, openness to coaching and feedback, and comfort working effectively in a matrixed, global environment across time zones and cultures