Head of Global Employee Relations - Singapore

About The Team The operations team endeavours to continuously build and deliver a seamless and positive employee experience across the whole employee lifecycle. We're dedicated to leading with care and have empathy in mind. We strive to develop efficient and simple people processes, systems, policies, and programs. We aspire to ensure employees feel heard and that they are given the appropriate resources and support needed to be effective and efficient during their careers. Responsibilities - Global Scale & Complexity: Work closely with the Global ER COE and Regional teams to deliver a proactive ER function spanning EMEA, AMS, and APAC, covering over 30+ countries. Manage the inherent complexities of diverse legal frameworks and cultural nuances across these global markets. - Strategy & Compliance: Implement a data-informed Global Employee Relations strategy, ensuring strict legal and regulatory compliance across all jurisdictions while maintaining organizational consistency. - ER Framework & Case Management: Support the ER Lead in driving the development and implementation of a robust ER framework. This includes overseeing high-risk activities such as grievances, disciplinary investigations, complex absence management, and performance interventions on a global scale. - Policy Governance: Partner with the ER Lead to develop, review, and localize employment policies (e.g., underperformance, misconduct, redundancy, flexible working), ensuring they remain compliant with evolving labor laws in 45+ key jurisdictions. - Stakeholder Partnership & Investigation: Collaborate with business leaders and HR partners to implement ER best practices. Lead and conduct investigations (bullying, harassment, discrimination, retaliation), ensuring due process and delivering balanced outcomes. - Risk Mitigation: Proactively identify trends and labor risks. Develop specialized strategies for post-termination restrictions and non-compete clauses. Lead ER input for large-scale restructuring and redundancies. - Labor Relations & External Representation: Act as a key representative in complex negotiations with Labor Unions and Work Councils (specifically in Germany, France, Poland, Netherlands, Japan, Korea, and Indonesia). Manage collective bargaining and social partner relationships. - Digital Transformation: Lead the development of an "ER One-Stop System" to digitize case records, severance calculations, and approval workflows, ensuring operational efficiency and data integrity. Minimum Qualifications - 10+ years of HR experience with a proven track record of leading a global team across EMEA, APAC, and AMS; must have hands-on experience managing ER functions among global countries. - Deep expertise in navigating complex labor markets and negotiating with Work Councils/Unions, specifically in Germany, France, Poland, the Netherlands, Japan, Korea, and Indonesia. - Proficient in building digital "one-stop" ER systems for case tracking and severance management. - Proficiency in English and Mandarin to collaborate and partner effectively with global stakeholders and stakeholders based in Mandarin-speaking markets. Preferred Qualifications - Expertise in managing high-volume ER operations within fast-paced internet or tech environments; ability to handle large-scale redundancies and rapid organizational changes with agility. - Experience leading specialized investigation teams to handle cases (bullying, harassment, retaliation); ability to design global policies (e.g., non-compete) to mitigate legal risks.