(Senior) Manager, Employee Relations

ROLE DESCRIPTION

The (Senior) Manager of Employee Relations is a strategic HR role, responsible for shaping and executing global employee relations and HR compliance, ensuring consistent, fair, and legally compliant practices across the organization. Primary responsibilities include managing social dialogue globally, ensuring compliance with labor regulations and managing compliance escalations.  The incumbent will work closely with Labor & Employment Law function, Legal Compliance function, HR Business Partners, social partners (e.g., works councils, unions), and senior leadership to foster a positive employee experience and support business objectives.

As a (Senior) Manager, Employee Relations, you will be responsible to:

Social Dialogue and Employee Relations:

• • Lead the development and implementation of global employee relations policies and practices
  • Serve as a key advisor on complex employee relations issues, investigations, and conflict resolution
  • Partner with Legal and HRBPs to ensure compliance with labor laws and internal policies
  • Build and maintain strong relationships with social partners, including works councils and unions
  • Support change management initiatives and organizational restructuring from an ER perspective, owning worldwide social dialogue and, ensuring smooth communication and collaboration during implementation of changes
  • With support from HBRP, Business leads and COEs, lead the delivery and discussion with social partners when it comes to change of structure, work conditions, workplace and FTEs (eg flex work policies, on call policies, new performance management framework or change of org design).
  • Responsible for the set up of an European Works council and management of its activities
  • Coordinate with HR Business Partners who hold local responsibilities in leading social dialogue relationships in their respective countries (NL, DE, Israel, US, LU), acting as the local responsible for social dialogue Luxembourg
  • Lead negotiation of collective departure agreements (worldwide), implementation of structural changes in partnership with respective local HR Business Partners
  • Support and advise the leadership team on the implementation of timely changes within legal frameworks to ensure the company remains compliant
  • Act as a liaison for employee concerns and feedback, fostering a positive and compliant work environment.

Compliance Framework, Investigations and Escalations management:

• • Lead for the HR function the implementation and governance of frameworks related to harassment and discrimination prevention, whistleblower investigations, data privacy compliance, ethical conduct policies, disciplinary actions and employee lifecycle actions in compliance with labor laws
  • Partner with Legal, HRBPs, and social partners to ensure,  legally compliant processes, as well as alignment between US and Europe strategies and practices
  • Oversee sensitive investigations, ensuring confidentiality, integrity, and timely resolution, managing escalations when appropriate and communicating to CHRO and Compliance Officer
  • In collaboration with Legal when needed, valuate risks for the company resulting from compliance cases, implementing adequate controls and follow-up actions as risk mitigation
  • Liaise with external legal counsel as needed on employment law matters, in collaboration with in-house Labor & Employment Law team

Continuous Improvement and general compliance:

• • Drive general compliance with labor laws, including matters such as pay equity, hybrid working, right to disconnect and other related matters
  • Support HR centers of expertise and HRBP leads to enable managers and employees with the information they need to drive compliant career development and performance management conversations.

COMPETENCIES

• • Strategic Thinking & Execution: Anticipates regulatory and reputational risks, sets a clear roadmap, and drives execution with measurable outcomes in line with business strategy
  • Influence & Negotiation: Engages stakeholders effectively and secures buy-in for business initiatives, with optimal compliance and risk mitigation outcomes.
  • Legal & Regulatory Acumen: Interprets employment, privacy, and workplace regulations into practical controls and guidance for HR, social partners and leaders.
  • Communication & Interpersonal Skills: Communicates sensitive and complex topics clearly while building trust with diverse stakeholders.
  • Problem Solving & Decision Making: Applies sound judgment to sensitive situations to reach fair, defensible conclusions.
  • Change Leadership:Guides the organization through compliance-related changes with clarity, consistency, and a focus on adoption.
  • Confidentiality & Integrity: Handles sensitive information with discretion and consistently upholds ethical and compliance standards.

QUALIFICATIONS & EXPERIENCE

• • Bachelor’s degree in Human Resources, Business Administration, or related field; advanced degree preferred
  • Extensive experience (>10 years) in employee relations and compliance management, with a proven track record in manging complex ER cases in multinational environments
  • Strong understanding of labor laws and regulations in multiple jurisdictions
  • Proven ability to manage complex organizational dynamics, collaborating with diverse stakeholders
  • Excellent communication and leadership skills
  • Proficiency in Microsoft Office Suite, adaptable to AI-empowered working solutions
  • Fluency in English; French, German or additional languages are considered a plus

The job responsibilities outlined in this document are not exhaustive and may evolve over time and be reviewed according to business needs.