HR Manager - Employee Relations (ER)

ROLE & RESPONSIBILITIES

Case management and investigations

• Lead end‑to‑end ER case handling (e.g., conduct, performance, harassment, bullying), ensuring timely triage, impartial fact‑finding, and evidence‑based outcomes.
• Draft investigation plans, conduct interviews, analyze documentation/data, and prepare clear, defensible reports with findings and recommendations.
• Coordinate disciplinary processes (verbal/written/final warnings, dismissal) in line with company policy and local law; ensure documentation, approvals, and confidentiality.
• Track corrective actions, appeal outcomes, and non‑retaliation follow‑ups; maintain accurate case records in the case management system.

Organizational change support

• Advise on ER implications of restructurings, redundancy programs, transfers, and M&A integrations; ensure compliant execution and employee communications.

Policy, governance, and risk

• Interpret and apply local labor laws and internal policies; provide guidance to HR and leaders on ER matters and due process.
• Review and enhance ER policies, disciplinary and grievance procedures, and manager guidelines; contribute to global/regional standards and localization.
• Monitor ER trends and high‑risk indicators; deliver insights and recommendations to reduce systemic risks and improve culture.
• Support works council/union consultations where required and ensure compliance with information/consultation obligations.

Manager and HR capability building

• Coach HRBPs and line managers on early intervention, difficult conversations, performance improvement (informal and PIP), documentation, and anti‑retaliation.
• Design and deliver targeted training (e.g., respectful workplace, anti‑harassment/bullying, investigations 101, disciplinary process).
• Develop toolkits and templates (interview guides, notice letters, outcome letters, checklists) to drive consistency and quality.

Data, reporting, and continuous improvement

• Maintain ER dashboards and metrics (case volumes, cycle times, outcomes, appeals, litigation); identify hotspots and drive action plans.
• Conduct post‑case reviews and root‑cause analyses; implement preventive measures and process improvements.
• Manage external counsel and vendors (e.g., investigators, mediators) as needed; optimize cost and quality.

REQUIREMENTS

• Bachelor’s degree in Human Resources, Law, or related field; advanced degree or HR/legal certification  preferred.
• 6–10+ years of progressive HR/ER experience (or 4–6+ years for mid‑level roles) with a strong track record in investigations, disciplinary/grievance, organizational restructuring and performance management.
• Solid knowledge of local labor and employment law; experience working across multiple jurisdictions is a plus.
• Demonstrated ability to conduct unbiased investigations and produce clear, defensible reports and recommendations.
• Strong coaching and facilitation skills; proven ability to build manager capability and influence outcomes.
• Excellent judgment, discretion, and resilience; able to manage sensitive issues and make decisions under time pressure.
• Strong analytical and data literacy; experience with case management systems and HRIS.
• Experience engaging with works councils/unions and external legal counsel is advantageous.
• Business‑level English.

AstraZeneca embraces diversity and equality of opportunity. We are committed to building an inclusive and diverse team representing all backgrounds, with as wide a range of perspectives as possible, and harnessing industry-leading skills. We believe that the more inclusive we are, the better our work will be. We welcome and consider applications to join our team from all qualified candidates, regardless of their characteristics. We comply with all applicable laws and regulations on non-discrimination in employment (and recruitment), as well as work authorisation and employment eligibility verification requirements.