ER & Policies Specialist

The Employee Relations & Policies – CL8 role is aAssociate manager‑level position responsible forindependently managing complex employee relations matters, providingpolicy and ER advisory to senior stakeholders, leadinginvestigations and disciplinary decisions, anddriving ER governance, risk mitigation, and process excellence.
The role acts as atrusted advisor to HR and business leadership, with a strong focus onfairness, compliance, and risk management.

Key Responsibilities

Employee Relations & Case Management

• Independently managecomplex and sensitive ER cases, including misconduct, grievances, ethical concerns, and policy violations.
• Leadend‑to‑end investigations (fact finding, interviews, documentation, assessment, recommendations, and closure).
• Handling sensitive cases involving mental health issues, police matters, court proceedings, and similar concerns.
• Recommend and executeappropriate disciplinary actions, not limited to warnings, final actions, or terminations.
• Ensuretimely, fair, and consistent resolution of cases while minimizing business, reputational, and legal risk.
• Participate in change management initiatives that require strategic involvement from ER.

Policy Interpretation & Advisory

• Provideexpert interpretation of HR policies, Code of Business Ethics, and internal governance standards.
• Advise HRBPs and business leaders onpolicy application, employee risk, and ER strategy.
• Drivepolicy communication, awareness, and adherence across the organization.

Stakeholder & Leadership Engagement

• Interact directly withsenior HR leaders and business leadership as a trusted ER advisor.
• Exerciseindependent judgment on ER decisions withsignificant day‑to‑day and long‑term impact.
• Partner closely withLegal, Compliance, Ethics, and CI teams, including BEL and litigation‑sensitive matters.

Risk Mitigation & Governance

• Proactively identify trends, repeat risks, and systemic issues toprevent escalations and litigations.
• Ensuretimely escalation to Legal for potential or active litigation matters.
• Participate inER governance, audits, internal controls, and compliance reviews.
• Driveprocess improvements, audit closures, and action plan management.

People & Team Responsibilities

• Manage and guide amedium‑sized ER team (directly or matrixed – organization decision).
• Coach and supportteam members, including acting as a buddy or back‑up during leadership absence.
• Ensureworkload management, quality, consistency, and capability uplift within the team.

Decision‑Making Authority

• Acts independently on ER decisions within defined governance.
• Decisions havelasting impact on employees, teams, and organizational risk posture.
• Solutions arenot limited to disciplinary actions and may include corrective, preventive, or restorative approaches.

Key Skills & Competencies

Functional

• Strong expertise inEmployee Relations, Investigations, and HR Policies
• Solid understanding ofemployment law principles and internal compliance
• Risk assessment and mitigation
• Documentation and case articulation

Behavioral / Psychology‑Driven

• Strong emotional intelligence and active listening
• Ability to assess behavior, motivation, and situational context
• Calm, grounded handling of sensitive or distressing scenarios
• Balanced application of empathy and accountability

Experience & Qualifications

• Typically8–12 years of HR / ER experience, with significant hands‑on ER exposure
• Prior experience managingcomplex investigations and senior‑stakeholder cases
• Experience working inlarge, matrixed organizations
• HR / Law background preferred (not mandatory)

Career Level Indicators (CL8)

• Operates withminimal supervision
• Managescomplex cases and teams(organization discretion)
• Influences outcomes beyond own scope
• Recognized as asubject‑matter expert in ER & Policies

To be filled by recruiter

About Accenture

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