Senior Employee Relations Manager, Asia

• Job number 1302268
  

We are looking for a Senior Employee Relations Manager with deep experience influencing and impacting high growth and dynamic businesses through effective management (both proactive and reactive) of a wide range of employee relations and issues. This person will be accountable for working with employees across organizations at Microsoft, building trusted relationships quickly, and leading with warmth, empathy, compassion, and creativity to think inside of and outside of the box to drive the right solutions. This role is part of our Asia team and there is flexibility on the location of the position, so other locations (within Asia) may be considered.

Responsibilities

Investigation and management of Employee concerns:

• Conducts the analysis and resolution of issues with increasing complexity, visibility and risk related to policy or culture concerns/violations and incident or threat response, independently or by collaborating with managers, peers in Human Resources and Legal as appropriate; recommends solutions to address issues from a systematic perspective.
• Structures approach to determine approach, interview all parties in an investigation or review of concerns on matters related to policy or culture concerns/violations and workplace behaviors. Documents findings, maintains appropriate levels of confidentiality and demonstrates leadership to influence direction of initiatives and investigations.
• Concludes an investigation, using findings, relevant partnership with team, and knowledge of the relevant regulations, and Microsoft business context and organizational policies to determine a resolution to investigation of policy or culture concerns/violations and incident or threat response, and recommends corrective/disciplinary actions as deemed appropriate.
• Collaborates with partners across stakeholders to seek counsel from senior peers or managers as needed on proposed strategy weighing complexity, sensitivity, and parties involved.
• Models best practices in interviewing techniques and mastery of empathy, confidentiality, and connecting themes across interview findings for peers.
• Uutlizes tools and resources to track, document work product and makes recommendations for refining, streamlining, and improving tools and their usage to improve future documentation needs.
• Assists/Partners with internal investigative entities at Microsoft (e.g., Workplace Investigations Team [WIT], Office of Legal Compliance [OLC], Global Security Investigations [GSI]) in investigations of serious cases and implements appropriate remediation in conjunction with a business, region, or geography; may lead the investigations for a business, region, or geography where resources are limited; ensures appropriate documentation of issues is in place.
• Seeks input from peers, managers, and appropriate stakeholders to ensure compliance with applicable laws and regulations and Microsoft policies.
• Identifies, raises, or escalates issues for trends in employee relations; partners with team and relevant Human Resources (HR) partners to reduce employee relations issues for a business, region, or geography.

Capability Building

• Supports and coaches employees as they navigate the employee relations process; objectively provides guidance through the employee relations experience, and acts as a sounding board for employees and managers on how to navigate work and handle themselves post-investigation.
• Provides training and guidance on information that may be situationally relevant (e.g., how to take a leave of absence, steps to the performance management process) or to address relevant skill/knowledge gaps (e.g., effective communication strategies, cultural differences impacting inclusivity).
• For internal partners seeking assistance, consults on a situation or concern, using expertise to make recommendations for next steps, determine what would need to occur next for the situation to need to be transferred to Employee Relations (ER), and if out of scope for ER, what best practices other teams should use to navigate the situation/concern.
• Partners with other internal teams to influence policy and decision making based upon preexisting ER best practices and observed trends. Recognizes when standard HR policies and process should be followed and where exceptions should and can be made.
• Initiates conversations with individual parties at Microsoft in conflict, listening for what is said both verbally and nonverbally in order to understand the nature of the conflict, what parties' contributions are to the conflict, their respective willingness to resolve it, and what may be potential solutions for conflict resolution while maintaining appropriate levels of confidentiality.
• Coaches and guides parties to leverage best resources and/or approach for the conflict after sharing their findings, or provides the tools that would allow for facilitating conflict resolution to occur as appropriate.

HR Project and Programs

• Guides and oversees the identification of needs to design and implement Employee Relations projects or programs (e.g., policy evolution, process, tools and partnerships with business and HR leaders; oversees project planning and execution.
• Gathers and interprets industry trends about Employee Relations programs and processes and identifies execution or communication gaps within a business, region, or geography; develops and proposes action plans to address the gaps in collaboration with peer disciplines (e.g., Human Resources Consulting and Business Partnership) and business leaders.

Operational Compliance

• Interprets and advocates Microsoft values and compliance with Human Resources policies for a business, region, or geography; identifies/raises needs to mitigate potential risks by collaborating with the Legal profession; leads their team in the collaboration with peers in other businesses, regions, or geographies; provides guidance to create standardized/scalable approach for enhancing compliance.
• Identifies the strategy for the localization/update of policies and procedures related to managed projects and programs; gains approval from business leadership in partnerships with Human Resources policy owners and Human Resources Business Partnership (HRBP).

Other

• Embody our culture and values

Qualifications

Required/Minimum Qualifications

• Bachelor's Degree in Management, Business Administration, Organizational Behavior, HR, Industrial Relations, Psychology, or related field.
• 7+ years of experience with Employee Relations, HR, mediation, investigation or related roles.
• Deep knowledge and exposure to India and its employment/labour regulations.

Additional or Preferred Qualifications

• Relevant experience with regional exposure to Asia region.

• Experienced in handling complex and sensitive employee relations matters, handling internal employee investigations and managing employee conflict.

• Senior Professional in Human Resources (SPHR)/Society for Human Resources Management-Certified Professional (SHRM-CP).

• Association of Workplace Investigators (AWI) certification or other relevant mediation/investigation-related certification.

Interested candidates Click on below link Apply Online and you will be redirected to Career Page of Company or Career url.

Our companyAt Microsoft we are dedicated to advancing human and organizational achievement.Microsoft enables digital transformation for the era of an intelligent cloud and an intelligent edge. Its mission is to empower every person and every organization on the planet to achieve more.