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Associate Director, Employee Relations
4 months ago
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Employee Relations plays a pivotal role within the Human Resources & Organisational Development department and across the business to mitigate reputational and legal risks and any associated costs to the Bank and provide advice to line managers, HR colleagues and staff. The Associate Director, Employee Relations, promotes an employee relations environment which is governed by the internal law of the Bank, and ensuring this is applied in providing solutions. The incumbent manages the Employee Relations team and its deliverables, as well as the relationship with the Staff Council to promote effective and co-operative working relationships.
Background
The role:
- Provides expertise on matters within the framework of internal dispute resolution to the HR Business Partners, HR Centres of Expertise, line managers and employees across the Bank.
- Understands the key business drivers of the organisation as well as challenges and applies this knowledge in order to define best solutions to employee-related matters.
To maintain strategic partnerships requires a high degree of interaction with clients at all levels, including the specialist units within HR, Office of the General Counsel (“OGC”), Office of the Chief Compliance Officer (“OCCO”), Finance Department, Administration Department, Communications Department, Staff Council, Staff Legal Advisor and Ombudsman.
Facts / Scale
- Works with the Director, Employee Relations, People Solutions & Advisory to support and directly advise on employee relations issues to a wide range of internal stakeholders, from HR Management Team, MD HR&OD, President's Office, ExCom Members and MDs. Influencing decision-making on employee relations matters.
- Management of Employee Relations.
- Manages and works with key internal stakeholders in HR, OGC, OCCO and Staff Council to develop and maintain the internal dispute resolution framework
- Responsible for administration of the Administrative Review Committee (ARC) Assessors and Secretariat and Administrative Tribunal Secretariat.
- Works independently, noting the complexity and often highly confidential nature of work.
Accountabilities & Responsibilities
- Responsible for the delivery of expert advice and tools to line managers across the Bank to enable effective management and facilitation of sensitive, delicate or problematic employee relations issues (including medical cases).
- Actively manages the relationship with the Staff Council to effectively develop constructive and positive dialogue and consultations on employee-related issues/actions.
- Supports the Director, Employee Relations, People Solutions & Advisory in relation to regular reviews and introduction of aligned ER directives, procedures and processes, in close collaboration with the HRMT, HRBPs, OCCO, OGC and other internal stakeholders.
- Provides recommendations on the implementation of HR policies, procedures and strategic initiatives to ensure effective and fair leadership decisions, specifically in relation to dispute resolution and consistency with Staff Handbook provisions.
- Supports the Director, Employee Relations, People Solutions & Advisory in p artnering with and constructively challenging other stakeholders if necessary, in the preparation and execution of the annual cycle processes (e.g. performance and compensation review as well as promotion round) to mitigate risks and ensure fair and consistent application of relevant guidelines.
- Provides oversight and advice around the ER-related elements of the overall HR budget.
- Responsible for the negotiation and early resolution of employment-related disputes to minimise and manage reputational and legal risks and associated costs to the Bank.
- Supports the Director, Employee Relations, People Solutions & Advisory in advising the MD HR&OD on issues such as CDRP and RWP matters, performance management and requests for review of administrative decisions; relations with the SC.
- Responsible for managing the caseload as assigned to the team, including timely handling of cases to ensure MD HROD response is aligned with existing policies and processes.
- Responsible for supporting the introduction of and administering a new mediation function.
Knowledge, Skills, Experience & Qualifications
Experience & Qualifications
- Extensive and proven track record in Employee relations experience at a senior level as an HR generalist in an international environment and/or an employment law background would be advantageous.
- Proven track record of effectively challenging and influencing sources/stakeholders at all levels to broken solutions and obtain required deliverables.
- Accredited Mediator and qualifications in Negotiating skills (or equivalent experience) would be advantageous.
- Demonstrated experience in dispute resolution.
- Analytical with experience in analysing trends, and developing insight to drive strategic decision-making.
Knowledge and Skills
- Strong analytical and agile, creative problem-solving skills, particularly in complex legal and/or regulatory environments.
- Excellent communication skills: written and verbal, including a high level of attention to detail.
- Demonstrated sound decision-making skills, with a focus on the identification of risks and issues that may have an adverse effect on the business from an ER perspective.
- Able to demonstrate gravitas and credibility at all levels
- Proven strong communication skills, with a focus on strong negotiating and influencing skills
- Effective team leadership and management skills
- Attention to detail and ability to effectively flex style between strategic and operational priorities.
- Excellent relationship management skills with a high level of emotional intelligence, excellent interpersonal skills; a wide understanding of people's issues
- Experience in the use and application of technology, creativity and innovation, sound data analytics experience and the ability to generate insight through systems and tools.
What is it like to work at the EBRD?
Our agile and innovative approach is what makes life at the EBRD a unique experience You will be part of a pioneering and diverse international organisation, and use your talents to make a real difference to people's lives and help shape the future of the regions we invest in.
The EBRD environment provides you with:
- Varied, stimulating and engaging work that gives you an opportunity to interact with a wide range of experts in the financial, political, public and private sectors across the regions we invest in;
- A working culture that embraces inclusion and celebrates diversity;
- An environment that places sustainability, equality and digital transformation at the heart of what we do.
Diversity is one of the Bank’s core values which are at the heart of everything it does. A diverse workforce with the right knowledge and skills enables connection with our clients, brings pioneering ideas, energy and innovation. The EBRD staff is characterised by its rich diversity of nationalities, cultures and opinions and we aim to sustain and build on this strength. As such, the EBRD seeks to ensure that everyone is treated with respect and given equal opportunities and works in an inclusive environment. The EBRD encourages all qualified candidates who are nationals of the EBRD member countries to apply regardless of their racial, ethnic, religious and cultural background, gender, sexual orientation or disabilities. As an inclusive employer, we promote flexible working and expecting our employee to attend the office 50% of their working time.
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