We are AMS. AMS is a global total workforce solutions firm founded in 1996. We enable organisations to thrive in an age of constant change by building, reshaping, and optimising workforces. We do this through talent acquisition and contingent workforce management, internal mobility and skills development, and talent and technology advisory services. Our solutions are delivered by our 10,000+ experts who live our passionate, bold, and authentic values. The ultimate aim is to help clients around the world, including 100+ blue-chip companies, create workforces that are fluid, resilient, diverse, and differentiated. We call this true workforce dexterity—and we’re here to help you achieve it.
Purpose:
To support the effective delivery of an Employee Relations (ER) approach that enables the People and Culture strategy and overall business goals. This role is focused on supporting the Employer and Employee relationship, preventing conflict situations through the design and delivery of tools, policies, processes and education that helps to promote a positive ER culture within the business, whilst balancing commercial risk and risk of litigation.
With direct line reporting into the Head of People and Culture, this role will work closely with HRBPs in region and the leaders in the business to provide advice and support on all employee relations activities within APAC. Including, where required, Works Councils/Unions/Employee representation groups.
Employee Relations Managers will also work closely with HR Operations, Legal and Compliance colleagues to enable a holistic approach to protecting the business and our people.
Responsibilities:
- Management and implementation of all People Policies: Supporting regular review activities of people policies that affect area of responsibility. Working with Legal and Compliance, flagging employee legislation changes that impact the region. Managing the introduction of all new and revised P&C policies, procedures, guidelines, and other contractual/legal documents for use by employees, managers, and P&C colleagues. Effectively communicating new legislation, updated policy and guidance within APAC and, where necessary, ensure training is delivered, tailored to the appropriate ‘audience’.
- ER case management : Effective overview of case management of people-related issues, assessing the commercial risk to mediate, advise and support primarily managers on ER issues such as: disciplinary, grievance, sickness absence and capability cases, where appropriate setting target timescales for resolution. Ensuring HR Operations are supported with knowledge base information on relevant topics. Overseeing and where necessary coordinating or leading on second line (more complex) ER cases, consulting with External Legal counsel where required.
- Monitoring and analysing ER activity : Using ER case management tracker to help Identify patterns (e.g. number of cases of a particular type). Taking action, working with the appropriate individuals (P&C/HR Ops and Line Managers) to address the issues that are identified and to develop initiatives to prevent further re-occurrence.
- Supporting the consistent implementation of ER initiatives that help our business to operate effectively and compliantly, fulfilling our ‘in country’ legal obligations in own area of responsibility: Supporting all employee relations initiatives within own area of responsibility including new client wins and exits (people transfers); proposed changes to business structures. Provide accurate, timely information and support key stakeholders and colleagues who are managing these situations.
- Supporting the framework that manages poor performance in Region: Supporting a high-performance culture by working with P&C colleagues (HRBP and Performance & Talent) to implement the tools and skills required to identify and improve poor performance. Track and review our poor performing population in own area of responsibility to ensure they are managed up, across or out effectively and consistently.
- Supporting the up-skilling and education of P&C colleagues, managers and employees: Supporting People Managers with HR Policy and Process implementation. Delivering designed education sessions and coaching managers to be competent and consistent in their execution of AMS people policies and procedures, encouraging them to deal with problems informally, wherever possible, rather than allowing situations to escalate.
Experience:
- Demonstrable experience in Employee Relations, preferably within a fast-moving.
- Relationship Management - Develop highly effective and collaborative relationships at all levels to promote good employee relations, being credible and confident with stakeholders at all levels. Able to understand how to operate in a complex matrixed organisation.
- Legislation and compliance knowledge - Maintain full up-to-date knowledge of regional Employment Legislation, significant case law and HR best practice.
- External insights - Keep abreast of trends and developments within Employee Relations and broader Human Resources in APAC
- Accuracy and reporting - Ensure the documentation and reporting of case management.
- Data insights and Analysis - reviewing for trends and themes to proactively reduce risk.
- Solutions focused - able to review facts and inputs and provide input for balanced decisions. Good analytical and problem-solving skills with strong delivery focus.
- Commercial understanding – promotes decision making based on business impacts.
- Organisational and Time Management- Able to work effectively in a fast-paced environment with conflicting priorities and deadlines.
- Coaching/Mediation – able to coach managers to achieve required behaviours and outcomes.
- Open to a short term contract of 3-4 months
Other
If this sounds like you and you’re inspired by the opportunity of joining a truly global business which is unique, credible and growing and possess the skills and experience required, please click the Apply button.
We are an equal opportunity employer who stands by our Diversity commitment. We encourage applications from all candidates and do not discriminate against race, religion, national origin, gender, physical or mental disability, or age.
