• Negotiable
  • Hong Kong
  • Permanent, Full time
  • Standard Chartered Bank Hong Kong
  • 30 Nov 17

Manager, Employee Relations, Hong Kong

  • Location: Hong Kong
  • Salary: Negotiable
  • Job Type: Full time

Please view Job Description for details.

Shaping regional behaviours and culture through protecting the Bank against employee-related risk by:
o Ensuring that the relationship between the Bank and its employees is managed appropriately within the Group ER, Fair Accountability and Conduct framework underpinned by clear procedures, policies and ultimately by relevant employment law for Hong Kong .
o Effectively managing the implementation of ER, Fair Accountability and Conduct product suite e.g. disciplinary management, grievance management or provision of outplacement services to the bank in Hong Kong
o Effectively managing key external stakeholder relationships with employee representative bodies, legal firms and local labour ministries (where relevant locally).

Key Roles and Responsibilities

1. End to end execution of ER processes, Fair Accountability and Conduct product suits for Hong Kong
o Responsible for managing ER processes and cases for Hong Kong .
o Accountable for ensuring all ER, ER, Fair Accountability and Conduct products are delivered effectively for Hong Kong in line with Group policies and local law and legislation.
o Managing and advising on any complex ER matters
o Effective management of employee representative bodies (e.g. works councils, unions etc) e.g. effective CBA negotiation (where applicable).
o Provide suitable insights into employee engagement levels to Head of ER Hong Kong and GCNA

2. Translation of country legislation and regulation into pragmatic actions for country team
o Ensuring all HR policies are kept updated in line with local legislative requirements
o Build external networks and remain up to date with legislative change and developments and be viewed both internally and externally as an expert in the ER field
o Collaborate with HR Legal and Compliance and/or external legal counsel for advice and decision on interpretation of local laws and regulations and ER policies, procedures, cases in-country.
o Primary accountability (where relevant) for communicating with local labour ministries on Employee Relations matters, and HR related policies and procedures.

3. ER Metrics and Analytics
o Identify, assess, and monitoring ER risks for Hong Kong in line with HR operational risk framework
o Create and implement suitable actions to mitigate identified risks.
o Understand current local employment and discrimination law in local and international jurisdictions, together with employee trends to anticipate and minimize employee related risks.

4. Supporting Education and Training of HR and Line Managers
o Working with Head of ER for Hong Kong and GCNA to proactively update HRBPs and line managers on recent employment law legislative changes and developments
o Working with local HR Business Partners to support roll out for line managers on

* Regional/Country Management Groups
* Global ER, FA and Conduct team
* Regional/Country HRBPs/ Heads of HR
* HR Legal and Compliance
* Regional/Country Financial Crime Risk
* Regional/Country PRB (Performance, Reward and Benefits)

* Employee Representative Bodies
* Employment/Labour government departments

* Role model and champion the Bank's values and behaviours
* Qualified employment lawyer or ER specialist with a minimum of 10 years work experience
* Experience in managing employee representative bodies e.g. unions, works councils
* An appreciation of the local legislative and regulatory landscape
* Strong networker and organisational influencer
* Commercially astute
* Strong collaboration

Qualifications and Skills


* Professional legal background
* Good mixture of both ER specialist and HR Business Partner experience
* Experience of designing and delivering OD interventions

Diversity and Inclusion

Standard Chartered is committed to diversity and inclusion. We believe that a work environment which embraces diversity will enable us to get the best out of the broadest spectrum of people to sustain strong business performance and competitive advantage. By building an inclusive culture, each employee can develop a sense of belonging, and have the opportunity to maximise their personal potential.