Corrective Actions & Disciplinary Framework
- Review, redesign, and standardize corrective action practices, including counseling, verbal warnings, written warnings, and final actions, ensuring alignment with labor law and company standards.
- Establish clear disciplinary guidelines and decision-making frameworks to ensure consistency, fairness, and legal defensibility across all cases.
2. Employee Relations Case Management
- Lead and manage complex Employee Relations cases, including misconduct, grievances, performance-related disputes, and disciplinary actions.
- Conduct impartial, fact-based investigations, ensuring confidentiality, procedural fairness, and well-documented outcomes.
- Deliver recommendations that balance business needs, employee rights, and compliance requirements.
- Maintain accurate, complete ER records and investigation files that meet audit and legal standards.
- Analyze ER data to identify trends, compliance gaps, and recurring risk areas; prepare periodic reports for senior management.
3. Employee Engagement & Workplace Relations
- Strengthen employee engagement through regular field visits to stores and operational sites, maintaining direct visibility and approachability.
- Act as a trusted point of contact for employees, identifying key concerns related to morale, workload, leadership behavior, and workplace conditions.
- Partner with Operations and HR leadership to design and implement solutions that improve employee well-being, retention, and workplace culture.
- Proactively identify early warning signs of disengagement, conflict, or turnover and intervene before issues escalate.
- Blind spot to avoid: Engagement is not events or surveys only—it’s presence, listening, and follow-through.
4. Performance Management & Organizational Structure
- Lead and oversee performance appraisal processes for Operations teams and Head Office employees, ensuring consistency and objectivity.
- Review and support the development of grading structures, job levels, and benefits frameworks in alignment with business growth and internal equity.
- Partner with leadership to review job roles, responsibilities, and qualification requirements, ensuring clarity, accountability, and role effectiveness.
- Support managers in performance improvement planning and difficult performance conversations.
Qualifications:
Bachelor’s degree in Human Resource , Business Administration, or related field.
Minimum 3–5 years of relevant HR experience.