Senior Manager, Employee Relations, MENA-2200006209

Job Description

Senior Manager, Employee Relations, MENA - (2200006209)Job: Human ResourcesPrimary Location: Africa & Middle East-United Arab Emirates-DubaiSchedule: Full-timeEmployee Status: PermanentPosting Date: 05/Apr/2022, 9:00:52 AMUnposting Date: 19/Apr/2022, 10:59:00 PMAbout Standard Chartered Were an international bank, nimble enough to act, big enough for impact. For more than 160 years, weve worked to make a positive difference for our clients, communities, and each other. We question the status quo, love a challenge and enjoy finding new opportunities to grow and do better than before. If youre looking for a career with purpose and you want to work for a bank making a difference, we want to hear from you. You can count on us to celebrate your unique talents. And we cant wait to see the talents you can bring us.Our purpose, to drive commerce and prosperity through our unique diversity, together with our brand promise, to be here for good are achieved by how we each live our valued behaviours. When you work with us, youll see how we value difference and advocate inclusion. Together we:

• Do the right thing and are assertive, challenge one another, and live with integrity, while putting the client at the heart of what we do
• Never settle, continuously striving to improve and innovate, keeping things simple and learning from doing well, and not so well
• Be better together, we can be ourselves, be inclusive, see more good in others, and work collectively to build for the long term

In line with our Fair Pay Charter, we offer a competitive salary and benefits to support your mental, physical, financial and social wellbeing.

• Core bank funding for retirement savings, medical and life insurance, with flexible and voluntary benefits available in some locations
• Time-off including annual, parental/maternity (20 weeks), sabbatical (12 weeks maximum) and volunteering leave (3 days), along with with minimum global standards for annual and public holiday, which is combined to 30 days minimum
• Flexible working options based around home and office locations, with flexible working patterns
• Proactive wellbeing support through Unmind, a market-leading digital wellbeing platform, development courses for resilience and other human skills, global Employee Assistance Programme, sick leave, mental health first-aiders and all sorts of self-help toolkits
• A continuous learning culture to support your growth, with opportunities to reskill and upskill and access to physical, virtual and digital learning
• Being part of an inclusive and values driven organisation, one that embraces and celebrates our unique diversity, across our teams, business functions and geographies - everyone feels respected and can realise their full potential.

Recruitment assessments - some of our roles use assessments to help us understand how suitable you are for the role youve applied to. If you are invited to take an assessment, this is great news. It means your application has progressed to an important stage of our recruitment process.The Role ResponsibilitiesStrategy

• To work closely with HR business partners and HR legal to up-skill line managers in effectively dealing with ER related matters.
• To work closely with HR Business partners to deal with ER related issues and directly managing specific cases as agreed with Head of ER.
• To develop and maintain key internal relationships with stakeholders.
• End to End management ER cases, including Disciplinary, Grievance, Restructures, Poor Performance Management, and Mutual Separation Agreements.

Business

• Partner with stakeholders/business representatives to guide, advise and coach on the full range of ER related matters including disciplinary, grievances, redundancies; restructuring, performance matters, entry and exit issues for senior staff, other staff terminations and contracts/agreements.
• Lead and support the development of effective employee relations strategies that are aligned to business objectives across Region/Country and influencing Group policies and practices.

Processes

• End to end case management of grievance cases
  • Work with the HRBP, business and Regional AME ER Head to outline approach in line with country process (e.g. agree the Grievance representative/s to investigate and hear the Grievance and make arrangements for Grievance Hearing including issuing hearing invite/statement of complaint).
  • Conduct the Grievance process or provide support to conduct the grievance.
  • Complete analysis of data/facts and provide support to the decision maker of the Grievance to help them reach a fair and consistent resolution/conclusion which minimises the risk to the Bank.
  • Update ERCMS at the initiation and conclusion of Grievance.
  • Update relevant stakeholders with key findings including any disciplinary actions recommended.
• End to end case management of disciplinary cases (including complex cases)
  • Level of investigations involvement and support to be agreed with regional Head AME ER and based on case nature and complexity.
  • Conduct fact finding and investigatory interviews including as appropriate preparation of witness statements and investigation report.
  • Manage case in line with appropriate Policy/Procedures, providing appropriate support to management.
  • Complete analysis of data/facts and provide support to the decision maker(s) of the Disciplinary Grievance to help them reach a fair and consistent conclusion which minimises the risk to the Bank.
  • Update relevant stakeholders with key findings and any relevant information, including any recommendations.
  • Regularly update ERCMS including upon conclusion of disciplinary and/or appeal (where appropriate).
  • Update HRBP and/or PRC team in case of a disciplinary action so that it could be highlighted for any potential P3 impact.
• Management of Restructure and Redundancies: Supporting the Business and HR stakeholders in the execution of Restructures and Redundancies.
• Management of challenging Poor Performance cases: Supporting PLs in managing challenging poor performance cases.
• Management of Mutual Separation Agreements: Supporting Business and HR stakeholders in the management of MSAs.

People and Talent

• In partnership with learning, proactively support, advise, update, educate and train HRBPs, people managers and others as needed across the ER product areas and enable them to deal with critical ER related issues.

Governance

• Awareness and understanding of the regulatory framework in which the group operates and the regulatory requirements and expectations relevant to the role. Provide support and guidance on ER related regulatory issues.
• Responsible for ensuring local ER related controls are in place, effective and provide testing support as required and managed effectively with limited exceptions.
• Where applicable, provide input to and maintain as appropriate the HR Obligations Register as it pertains to ER.
• Support the Regional Head AME ER in ensuring that the ER related Policies, Procedures and Department Operation Instructions (DOIs) are up to date and in line with relevant local laws and best practice.

(Applicable to Jordan only): Collective ER Management

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

Risk ManagementManage employee-related risk across the country/region

• Provide commentary re ER MI and escalate country ER risks based on trends or any new findings/issues.
• Understand current local employment and other ER related legislation (e.g. discrimination)/best practice and be able to anticipate implications for the Bank.
• Create and implement suitable actions to mitigate identified risks

Keyskills :