This role plays a key part in shaping a positive and respectful workplace culture. It focuses on building trust between employees and management by driving fair and consistent employee relations practices.  The individual will lead efforts in conflict resolution, conduct investigations, and ensure compliance with evolving policies and regulations—while acting as a strategic partner in maintaining open and effective communication across all levels of the organization.

Key Responsibilities:

Leadership & Strategy

• Lead and manage the People Governance team, providing coaching, mentorship, and guidance.
• Develop and implement employee relation strategies, policies, and practices aligned with organizational values and legal requirements.
• Act as a strategic advisor to People & Culture Leaders and Business Leaders on employee relations matters.

Case Management

• Primary point of contact for employees regarding workplace issues, grievances, and complaints.
• Mediate and resolve conflicts and disputes involving unions, management, employees, or government agencies. This includes conducting investigations on employee complaints, allegations of misconduct, conflicts, unauthorized change, and recommend appropriate resolutions.
• Ensure investigations adhere to investigation protocols, establish facts and identify patterns/systemic issues, and prepare detailed report on findings, conclusions and make recommendations to Management and in accordance with employment laws, regulations, and company policies.
• Perform data and root cause analysis to identify opportunities for improvement.
• Coordinate with and assist Internal Audit in employee-related investigations.
• Advise and educate line managers on lessons learnt from cases investigated and foster a culture of ethical, fair decision-making and behaviour across the organization.
• Go-to person for case management and provide reliable counsel to People & Culture Leaders.

Reporting, Documentation, Process Improvements

• Maintain accurate records of compliance activities – incident/investigation documentations, reports, training etc.
• Update management and stakeholders on compliance status and issues.
• Interact with Group Compliance team, Union, and other stakeholders to stay informed and abreast about changes in employment laws, regulations etc that may affect Singtel Group.
• Optimizing HR processes and workflows which involves streamlining and improving the efficiency of case management.
• Use data insights to recommend proactive measures and process improvements

The ideal candidate should have/be

• Bachelor’s degree in human resources or business administration, and is IHRP Certified.
• At least 8-10 years of related working experience in HR compliance and Industrial Relations from both union and employer’s perspective.
• Proven experience in leading or managing an employee relation team or function.
• Solid understanding of Singapore labour laws, regulations, compliance requirements and best practices.
• Experience in grievance handling and investigations.
• Strong interpersonal and conflict resolution skills.
• Excellent communication abilities including presentation skills.
• Skilled in analysis, problem-solving skills, critical thinking and meticulous attention to detail.