Employee Relations Supervisor

Responsibilities:

• Handle employee relations matters, including conflict resolution, employee grievances, and disciplinary actions. Ensure fair and consistent application of policies and procedures.
• Collaborate with the HR team to develop, update, and communicate HR policies and procedures specific to the engineering sector, considering industry standards and legal requirements.
• Provide expert advice to managers and employees on HR-related matters, ensuring compliance with employment laws and regulations.
• Develop and conduct training programs for employees and managers on employee relations topics, including conflict resolution, communication skills, and compliance.
• Stay informed about employment laws and regulations relevant to the engineering sector. Ensure policies and practices comply with legal requirements.
• Collaborate with the performance management process, providing guidance on performance improvement plans and terminations when necessary.
• Work on initiatives to enhance employee engagement and satisfaction within the engineering sector. Identify and address issues affecting morale and teamwork.
• Effectively communicate HR policies, changes, and updates to employees within the engineering sector. Act as a liaison between employees and management.
• Utilize HR analytics to identify trends and patterns within the engineering sector. Provide insights to support decision-making and continuous improvement.

Minimum Requirements:

• A strong background in employee relations, preferably within the engineering sector or a related industry.
• Excellent communication and interpersonal skills to effectively engage with employees, managers, and other stakeholders.
• Strong problem-solving skills to address complex employee relations issues and find practical solutions.
• In-depth knowledge of employment laws and regulations, especially those relevant to the engineering sector.
• The ability to provide strategic HR guidance to the engineering sector and act as a trusted consultant to management.
• Proficient in resolving conflicts and mediating disputes, promoting a positive and collaborative work environment.
• The ability to analyze HR data to identify trends and propose data-driven solutions.
• A bachelor’s or master’s degree in human resources, Business Administration, or a related field is often preferred.