• To develop and implement employee relations strategies that foster a positive, fair, and productive work environment in line with company values and labor laws. The Employee Relations Officer will play a central role in handling employee grievances, promoting diversity and inclusion, resolving conflicts, and ensuring compliance with HR policies and practices.

DUTIES AND RESPONSIBILITIES​​​​​​​

• Develop and implement strategies that promote a positive work environment, enhance employee engagement, and strengthen labor relations within the manufacturing setting.
• Manage the employee grievance process by receiving, investigating, and resolving complaints in a fair, timely, and consistent manner.
• Mediate workplace conflicts and provide guidance to employees and supervisors on conflict resolution techniques to maintain a harmonious work environment.
• Promote diversity, equity, and inclusion by supporting inclusive workplace practices and facilitating relevant awareness and sensitization initiatives.
• Facilitate open communication between employees and management through regular forums, feedback mechanisms, and internal communication tools.
• Ensure compliance with internal HR policies, labor laws, and relevant industrial regulations, and assist in updating policies as needed.
• Design and implement employee well-being programs that support physical, mental, and emotional health, including awareness campaigns and access to wellness resources.
• Collaborate with trade union representatives and participate in collective bargaining processes, ensuring adherence to negotiated agreements.
• Monitor and support disciplinary and termination processes to ensure fairness and legal compliance.
• Maintain accurate and confidential records of all employee relations matters and prepare regular reports for HR leadership.
• Analyze trends in grievances, absenteeism, and turnover to identify root causes and recommend proactive interventions.
• Provide training and support to line managers and supervisors on employee relations practices, policies, and legal requirements.

EDUCATION, PROFESSIONAL QUALIFICATIONS AND EXPERIENCE

• Bachelor’s degree in Human Resource Management, Industrial Relations, or a related field.
• CHRP certification is preferred.
• Minimum of 5 years’ experience in an HR or employee relations role, preferably in a manufacturing or industrial setting.
• Solid knowledge of labor laws and industrial relations frameworks.
• Training in mediation, conflict resolution, or counseling is an added advantage.
• Strong interpersonal and communication skills.
• Excellent problem-solving and decision-making abilities.
• High level of integrity and confidentiality.
• Ability to work effectively with unionized and non-unionized staff.
• Organizational and time-management skills