Head of Employee Relations
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Job Summary
- Shape Malaysia (including GBS) behaviours and culture by fostering a fair, inclusive and high-performing culture that mitigates people management risk to the Bank.
- Accountable for the leadership of the ER agenda and management of ER risk across SC and GBS Malaysia
- Provide leadership to deliver fair treatment for Bank colleagues by:
- Serving as a trusted COE and advisor
- Promoting the Bank’s valued behaviors through proactive initiatives for colleagues
- Driving global and regional consistency using ER best practices, policies and standards that recognize and support a locally diverse footprint
- Acting as an effective bridge between the Bank and its represented employee bodies
- Enabling a #simplerfasterbetter employee experience
- Steward the relationship between Bank and employee within the Group ER, Fair Accountability and Conduct framework including providing Malaysia (including GBS) leadership for the ER, Fair Accountability and Conduct product suite (e.g. disciplinary management, grievance management, performance improvement).
- Act as a key external stakeholder in Bank relationships with employee representative bodies, legal firms and local labour ministries (where locally relevant).
- Provide leadership for all ER talent in Malaysia (including GBS)
Key Responsibilities
Strategy
- Define and lead the Malaysia (including GBS) ER strategy in alignment with the global + regional ER team strategy, Bank strategy, regional business needs and the HR strategy/agenda.
- Maintain accountability for the effective delivery of all Global ER and ER Fair Accountability and Conduct products across Malaysia (including GBS) in line with Group strategy, policies, local laws and legislation.
- Ensure that the appropriate HR support mechanisms are in place and Group policy/procedures are followed for staff e.g. re-organization, re-deployment, redundancy etc.
- Effectively manage Bank engagement with employee representative bodies (e.g. works councils, unions etc) including, but not limited to, successful CBA negotiations and positive industrial relationships (where applicable).
- Actively reduce the cost and reliance on external legal counsel by providing in-house ER subject matter expertise.
- Provide suitable insights into employee engagement levels to Head of HR, Country Management Teams.
- Support the country execution of a performance-driven culture
People and Talent
- Actively support, through the management of the Malaysia (including GBS) ER team, effective training on ER product areas and related subjects to audiences including, but not limited to, HR and PLs
- In partnership with Group ER, HRBPs and Group Employment Legal, develop and implement opportunities to teach people managers on relevant ER matters and skills
- Ensure Malaysia (including GBS) ER team meets appropriate capability and capacity standards in order to deliver ER products and services in line with the Group ER, Fair Accountability and Conduct framework
- Oversee (and directly provide where appropriate) timely performance feedback and development opportunities for ER colleagues in support of individual growth, superlative ER service and up-to-date succession planning
Processes
- In partnership with the Head ER, Policy and Product, ensure ER processes conducted in Malaysia (including GBS) support the Bank’s Conduct agenda, reinforce the ER Product and align with the Bank’s valued behaviours.
- Oversee and streamline Malaysia (including GBS) and country processes for managing ER matters/administration in support of the ER Mission and Vision and Group HR Agenda.
Governance
- Be aware of and understand the regulatory frameworks in which the Group operates and the regulatory requirements and expectations relevant to the role.
- Provide guidance on ER related regulatory issues.
- Be accountable for the need and application of local ER related controls including any required testing (with limited exceptions).
- Ensure policy requirements, including updates as appropriate, are submitted to the HR Obligations Register.
- Collaborate with risk partners (e.g. Legal, Compliance) for advice and interpretation of local laws and regulations in the application of ER standards, processes and procedures
- Where applicable, act as the primary owner for communicating with local labour ministries on Employee Relations matters, and HR related policies and procedures.
- Ensure that the ER-related Policies, Standards, Procedures and Department Operation Instructions (DOIs) are up to date and in line with relevant local laws and best practice.
- Develop and manage (either through supervising or directly owning) 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 are concluded effectively.
- Oversee or directly 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 Management
- Oversee and manage ER-related employee risk across the country (including GBS).
- Provide commentary re ER MI and escalate 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.
- Work with HR Legal and external counsel re data disclosure requests, litigation cases and preparation for/ appearance at any applicable formal jurisdiction
- Identify, assess, and monitor regional and country ER process risks in line with overall operational risk management framework.
- Create and implement suitable actions to mitigate identified risks.
- Understand current local employment and discrimination law in local and international jurisdictions, together with employee trends to anticipate and minimise employee related risks.
- Oversight and management of any relevant country Group Policy and process dispensations across the region.
- Lead the resolution of highly sensitive/complex disciplinary and grievance cases in region that create significant risk to the Bank.
Regulatory and Business conduct
- Display exemplary conduct and live by the Group’s Values and Code of Conduct.
- Take personal responsibility for embedding the highest standards of ethics, including regulatory and business conduct, including understanding and ensuring compliance with, in letter and spirit, all applicable laws, regulations, guidelines and the Group Code of Conduct.
- Lead the country ER team to achieve the outcomes set out in the Bank’s Conduct Principles; Financial Crime Compliance; the Right Environment.
- Effectively and collaboratively identify, escalate, mitigate and resolve risk, conduct and compliance matters, as it relates to employee relations.
- Build external networks (e.g. ER Forums, Employee Associations, etc) and remain up to date with ER and legislative change/developments and be viewed both internally and externally as an expert in the ER field.
- Collaborate with HR Legal and Compliance and/or external legal counsel for advice on interpretation of local laws and regulations and ER policies, procedures, cases in-country.
- Collaborate with relevant government bodies including Labour Ministries re development and application of government policy as required.
Key Stakeholders
- Country (including GBS) Management Teams
- Head of ER, Asia
- Global Head ER
- Head HR Malaysia
- Head of HR, GBS
- Country HRBPs (including GBS)
- Employment Legal
- Compliance
- SIS
- Malaysia (including GBS) /Country Financial Crime Risk
- Malaysia (including GBS) /Country PRB (Performance, Reward and Benefits)
External Relationships
- Employee Representative Bodies / Unions
- Employment/Labour government departmentsLaw Firms
- Labour Ministries
- Employer Associations
- ER Forums
- Outplacement Vendor
Skills and Experience
- Manage Conduct
- Manage Risk
- Manage People
- Business Partnering
- Collective Consultation
- Manage Disciplinary and Grievances
Qualifications
- Qualified Employment Lawyer or ER specialist with significant relevant experience
- Experience in managing Bank engagement with employee representative bodies e.g. unions, works councils
- Strong knowledge of the local legislative and regulatory landscape
- Appropriate people leader experience
About Standard Chartered
We're an international bank, nimble enough to act, big enough for impact. For more than 170 years, we've 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 you're 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 can't 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, you'll 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
- Are better together, we can be ourselves, be inclusive, see more good in others, and work collectively to build for the long term
What we offer
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 leave, parental/maternity (20 weeks), sabbatical (12 months maximum) and volunteering leave (3 days), along 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.
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