HR Employee Relations Manager

HR Employee Relations Manager - Field offices

Human Appeal is a faith-based charity that aims to abolish poverty by providing humanitarian aid, sustainable development programs, and championing advocacy for our beneficiaries worldwide. Human Appeal has seven International Field Offices across the globe.

CONDITION:

Please note this is a local contract; for this role, you must have the right to work in Pakistan.

Purpose of the Role:

The Regional Employee Relations Manager will oversee and enhance employee relations across field offices within the region. This role focuses on fostering a positive workplace culture by addressing employee concerns, resolving disputes, managing investigations, and delivering effective training programs. The position ensures alignment with the charity's standards, local labour laws, and organizational policies to maintain compliance and promote fairness across all operations.

Key Responsibilities:

1. Employee Relations Management

• Act as a trusted advisor to field office managers and HR teams on employee relations matters.
• Develop and implement strategies to maintain positive employee relations in alignment with organizational values.
• Monitor workplace conditions and address potential issues proactively to mitigate risks.

2. Investigations

• Lead and manage sensitive and complex workplace investigations, including allegations of misconduct, harassment, and policy violations.
• Maintain confidentiality and impartiality throughout investigation processes.
• Prepare high-quality and detailed investigation reports with actionable recommendations.
• Prepare summary reports for informal cases.
• Ensure investigations comply with organizational policies, local labor laws, and donor requirements.
• Mediate and resolve employee disputes effectively, fostering dialogue and collaboration between parties.
• Provide coaching and support to managers in handling grievances, disciplinary actions, and performance management.
• Facilitate formal grievance hearings as needed.
• Facilitate informal resolution pathways to promote positive relations and peacebuilding.
• Recognize, intercept, and mitigate HR risks and cases at an early stage to prevent snowballing and unwarranted use of HR resources.

4. Training and Capacity Building

• Design and deliver training sessions for field office/global managers and HR staff on employee relations, workplace ethics, and conflict resolution.
• Develop resources and tools to enhance understanding of employee relations policies and procedures.
• Build capacity among field teams to handle routine employee relations matters independently.

5. Policy Development and Compliance

• Ensure compliance with local labor laws, donor requirements, and INGO standards across all employee relations practices.
• Contribute to the development and periodic review of organizational policies and HR handbooks related to employee relations or best practices.
• Monitor legislative changes and advise on necessary policy updates.

6. Stakeholder Collaboration

• Work closely with country office HR teams to provide guidance and ensure consistent application of employee relations policies.
• Collaborate with local legal counsel on complex cases to mitigate organizational risks.
• Liaise with Global HR teams to align regional practices with organizational standards.
• Line manage junior investigations staff and capacity build the broader Head office HR team.

7. Reporting and Metrics

• Track and report on employee relations metrics, trends, and outcomes to the Associate HR Director.
• Ensure efficient and high-speed completion of investigations to service level standards and SLAs.
• Use data insights to recommend strategies for improving workplace culture and reducing disputes.
• Maintain evidence-based filing, evidence logs, and audit trails to ensure complete files free from gaps or subjective practices.
• Ensure timely escalation and consultations with the People & Culture Manager and Director for high-risk cases to ensure a risk-averse approach.

Qualifications and Experience:

• Bachelor's degree in Human Resources, Business Administration, or a related field.
• 7+ years of HR experience with a focus on employee relations, including at least 3 years in a managerial role within the INGO sector.
• Proven experience conducting workplace investigations and resolving disputes.
• Strong ability to interpret regional labor laws and employment practices.
• Excellent communication, negotiation, and interpersonal skills.
• Demonstrated ability to manage sensitive issues with discretion and integrity.
• Experience in training and capacity building for HR teams and managers.
• Willingness to travel frequently to field offices.
• Master's degree or certification in HR (e.g., SHRM, CIPD, or equivalent).
• Experience in the INGO sector or other international organizations.
• Familiarity with donor compliance standards, Field Office Operations, and safeguarding policies.
• Multilingual capabilities relevant to the region.

Note: This job description is intended to convey essential information about the scope of the position and is not an exhaustive list of skills, efforts, duties, responsibilities, or working conditions associated with it. Modifications may be made to adjust to the needs of the NGO.