Labor Relations Senior Manager

Qualifications

• Minimum of First Degree or equivalent in any discipline plus a relevant higher degree or professional qualification
• 15 Minimum Years of Post-Graduation Work Experience
• 10 Minimum Years of Experience in Banking
• 10 Minimum Years in Previous Position

Qualifications

• Minimum of First Degree or equivalent in any discipline plus a relevant higher degree or professional qualification
• 15 Minimum Years of Post-Graduation Work Experience
• 10 Minimum Years of Experience in Banking
• 10 Minimum Years in Previous Position

Labor/ Union & Collective Negotiations:

• Implements the organization's employee relations strategy to minimize the negative impact of individual employee grievances or collective labor disputes.
• Coordinates employee and labor relations programs to ensure compliance with policies and practices.
• Represents the organization in contract negotiations with labor unions. Ensures that there is effective cost budgeting for any incremental asks/incentives to support contract negotiations.
• Liaises with managers, employees, and their representatives to investigate and resolve grievances and develop strategies to prevent their recurrence to maintain a productive and harmonious workplace.
• Ensures all employer-employee relationships in the organization comply with collective agreements, individual employment contracts, regulations, laws, and the organization's employment policies and standards.
• Analyzes and interpret bargaining trends and issues, as well as standards, regulations, and laws to understand their impact on the organization. This includes market benchmarking on similar organizations and the incentives provided under the relevant bargaining agreements.
• Represents management in negotiations and dispute resolution with employees, unions, employer bodies, government agencies, labor relations authorities, and other agencies to protect the organization's interests.

Employment Litigation:

• Provide support to Employment Legal and CHROs on employment litigation processes

Regulatory Advisory (HR and Local Labor Law):

• Partners with the CHROs, Employment Legal, ICRM and Country Legal teams to respond to Labor authorities or regulators on employment matters
• Translate external/internal labor counsel labor law / regulations and into changes impacting the workplace; monitor changes in labor law to advise management
• Support CHROs with Labor Department audits and/or inquiries
• Handbook amendments and policy dissemination
• Advise/counsel on all HR matters under local law including hiring, working shifts, over time and premium pay, exemption classifications under applicable wage and hour laws, DIRA and VIC,  Occupational Health & Safety, Terminations, performance, mobility , cross-border transfers, local legal vehicles, work visas or permits

Individual and Collective Dismissals (Terminations):

• Engage in negotiations for individual and collective dismissal processes, redundancy calculations, tax impact, cases preparation (dismissal letters, separation agreements, communication etc.) in consultation with Employment Legal

• Partner with Employment Legal, Country Legal, Employee Relations, HRAs and CHROs on Involuntary Terminations that require special support

Oversight & Reporting:

• Provide Information for Senior Escalation meetings and governance forums

Policy & Regulation:

• Confirm policy and Regulation applicability under labor law. Implementation is coordinated by Labor Relations in each country with Employment Law, ER, other COEs or HR Delivery accordingly.
• Provide advice to Policy Lead on changes to Employees Handbook: Update according to Labor Law amendments and jointly with the Union, file before Labor Board.
• New Policies Implementation

Occupational Health:

• Oversight on Occupational Health issues: committees participation, representation with regulators, as applicable

Third Parties contractors, NEMS:

• Third parties contractors, NEMS (Non Employees) Bankruptcy and Litigation Monitoring
• Advise on NEMS management and conversions

Risk & Controls:

• Identify controls to manage risks, conduct root cause analysis and look-across to prevent risks from being repeated
• Partner with HR Controls, ICRM, and Risk teams to provide support to the CHROs on issue management, tracking progress, escalating concerns
• Appropriately assess risk when business decisions are made, demonstrating particular consideration for the firm's reputation and safeguarding Citigroup, its clients and assets, by driving compliance with applicable laws, rules and regulations, adhering to Policy, applying sound ethical judgment regarding personal behavior, conduct and business practices, and escalating, managing and reporting control issues with transparency, as well as effectively supervise the activity of others and create accountability with those who fail to maintain these standards.

Others:

• Bank Associations/Regulators monthly Committees
• Data Privacy consultation matter
• Support implementation of "How we Work" strategy in each country accordingly
• Provides ad hoc support to the CHROs across a number of in-country HR generalist tasks
• Engages with other Labor Relations Managers on pan-MEA projects and initiatives