Bharti Airtel Limited is a leading global telecommunications company with operations in 20 countries across Asia and Africa. With headquarters in New Delhi, India, the company ranks amongst the top 5 mobile service providers globally in terms of subscribers. In India, the company’s product offerings include 2G,3G and 4G services, fixed line, high speed broadband through DSL,IPTV, DTH, enterprise services including national & international long distance services to carriers. In the rest of the geographies, it offers 2G, 3G mobile services. Bharti Airtel had over 264 million customers across its operations at the end of July 2012.
About the Role:
The Employee Relations Manager will be responsible for implementing and managing employee relations strategies and policies, promoting a positive workplace culture and driving the right values and behaviors by identifying and resolving potentially volatile employee relations issues/workplace conflicts effectively. This role will ensure compliance with Airtel Policies, its code of conduct and Labor Laws. He or she will also support management in driving employee engagement, retention, and productivity and drive all employee relations and fair employment practices for both full-term employees (FTEs) and non-full-term employment (NFTEs) within the Airtel Organization.
Airtel Africa is proud to be an equal opportunity employer and remain fully committed to diversity and inclusion in the workplace.
Responsibilities
Employee Relations & Conflict Resolution
Serve as the primary point of contact for employee relations issues across the business.
Manage employee grievances, disciplinary actions, and workplace investigations with fairness, consistency, and in line with company policies and labor regulations.
Advise managers and leaders on grievance procedures, conflict resolution and best practices for handling workplace challenges.
Prepare necessary documentation to support the Legal Team in court cases against the organization relating to employee litigations.
Policy & Compliance
Develop, review, and implement HR and employee relations policies to ensure compliance with labor laws, industry standards, and organizational values.
Ensure all employee relations practices align with local regulatory requirements and internal governance frameworks.
Engagement & Culture
Drive initiatives to enhance employee engagement, morale, and workplace satisfaction.
Support management programs and cultural transformation initiatives to align with employee relations best practices and business strategy.
Employee Relations
Provide apt advice and counsel to Line on talent management, performance management, conflict resolution and other areas of employee relations.
Facilitate and guide various stakeholders on corrective actions, grievances, conflicts and disciplinary procedures.
Ensure resolution of all staff welfare issues within agreed timelines.
Stakeholders Management
Facilitate appropriate negotiation and consultation with external stakeholders in labour such as the Ministry of Labour & Productivity, Nigeria Employee Consultative (NECA) Forum, Chartered Institute of Personal Management etc.
Monitor and ensure organization’s compliance with government regulations in labour matters.
Monitor to ensure that employee related quarterly engagements are effective at the regional level.
Carry out periodic reviews of expectations of external stakeholders with respect to labour issues.
Relationship management with all Function Heads and employees within the organization.
Performance & Capability Support
Partner with managers and third-party service providers to address performance management concerns and support performance related conflict resolution efforts.
Provide coaching and training to managers on effective people management and employee relations.
Interface and work in partnership with the HRBPs and Line Managers to escalate appropriate problems to Management to avoid any disruptions to business operations.
HR data and insights
Track and analyze employee relations trends, grievances, and disciplinary cases, providing insights and recommendations to senior leadership.
Prepare regular reports and updates on ER metrics, risks, and interventions.
Conduct trends and report analysis on various HR indices.
Provide employee relations reports and information as required by HR support functions, internal and external audit.
Ensure accuracy and management of employee relations records for all disciplinary hearings
Qualifications
Educational Qualifications
Bachelor’s degree in Human Resources, Industrial Relations, Business Administration, or related field.
A professional qualification of CIPMN, CIPD, SHRM
Master’s degree an added advantage.
Relevant Experience & Functional / Technical Skills
Minimum of 8-10 years of progressive HR experience, with at least 3-5 years in employee relations within a large organization (telecommunications, FMCG, Financial services or technology industry experience preferred).
General Human Resources practice with a strong knowledge of labor laws, employee relations practices, and regulatory frameworks is required.
Proven experience managing workplace investigations and resolving complex employee relations issues.
Excellent interpersonal and communication skills with the ability to influence and build trust across all levels.
Strong problem-solving, negotiation, and conflict-resolution abilities.
High level of integrity, confidentiality, and professionalism.
Ability to work in a fast-paced, dynamic, and highly regulated industry.
Analytical mindset with the ability to use data to drive decisions.
Strong organizational and project management skills.
Demonstrating Integrity
Grievance and Discipline Management
Labour Law/Agreement Management