IN-Senior Manager-Employee Relations (ER)-IFS-IFS-Gurugram

Line of Service

Internal Firm Services

Industry/Sector

Not Applicable

Specialism

Operations

Management Level

Senior Manager

Job Description & Summary

At PwC, our people in people strategy focus on developing and implementing long-term strategies to align the organisation's human capital with its overall business objectives. This involves analysing workforce trends, applying the latest HR strategy, long-term workforce planning and improving overall employee experience.

In business partnering at PwC, you will focus on strategic consulting with business stakeholders, advising on people strategies, policies and programmes to achieve current and future business objectives and overcome people related challenges. You will work collaboratively with the wider HR team to shape the Firm’s people strategy and priorities based on their understanding of the business as well as influence the business alignment with and adoption of firmwide direction.

*Why PWC

At PwC, you will be part of a vibrant community of solvers that leads with trust and creates distinctive outcomes for our clients and communities. This purpose-led and values-driven work, powered by technology in an environment that drives innovation, will enable you to make a tangible impact in the real world. We reward your contributions, support your wellbeing, and offer inclusive benefits, flexibility programmes and mentorship that will help you thrive in work and life. Together, we grow, learn, care, collaborate, and create a future of infinite experiences for each other. Learn more about us.

At PwC, we believe in providing equal employment opportunities, without any discrimination on the grounds of gender, ethnic background, age, disability, marital status, sexual orientation, pregnancy, gender identity or expression, religion or other beliefs, perceived differences and status protected by law. We strive to create an environment where each one of our people can bring their true selves and contribute to their personal growth and the firm’s growth. To enable this, we have zero tolerance for any discrimination and harassment based on the above considerations. "

Role Summary

The Senior Manager – Employee Relations will act as a strategic partner to the business and HR leadership, responsible for managing complex employee relations matters, conducting investigations, advising leadership on people risk, and ensuring compliance with employment laws and organizational policies.

This role plays a critical part in maintaining a fair, compliant, and high-trust workplace by managing high-risk ER cases, advising senior leaders, strengthening ER governance frameworks, and driving proactive employee relations initiatives across the organization.  

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Responsibilities

1. Employee Relations Case Management

      •     Lead and resolve complex and high-risk employee relations cases including misconduct, grievance, performance disputes, disciplinary actions, 

      •     Conduct end-to-end workplace investigations/ due diligence including fact-finding, interviews, documentation, and recommendation of corrective actions.

      •     Ensure consistent application of policies and procedures while maintaining fairness, confidentiality, and legal compliance.  

2. Advisory to Business Leaders

      •     Serve as a trusted advisor to HR Business Partners, senior leadership, and people managers on employee relations matters.

      •     Provide guidance on disciplinary processes, performance management, terminations, restructuring, and sensitive employee issues.

      •     Assist HC leader to Coach leaders on conflict resolution, difficult conversations, and people management practices.  

3. Risk Management & Compliance

      •     Ensure adherence to employment laws, regulatory requirements, and company policies.

      •     Identify, assess, and mitigate employee-related risks across business units.

      •     Partner with Legal, Compliance, and Ethics teams on complex investigations or litigation risks.  

4. ER Framework, Governance & Policy

      •     Support the design and implementation of ER governance frameworks, processes, and policies across the organization.

      •     Drive consistent ER practices across service lines and business units.

      •     Conduct periodic reviews of policies to ensure compliance with labor laws and evolving workplace standards.  

5. Organizational Change & Workforce Matters

      •     Support business restructuring, workforce transitions, redundancy processes, and organizational changes.

      •     Provide ER support during large-scale workforce actions or sensitive business changes.  

6. Capability Building & Training

      •     Develop and deliver ER training programs for HR teams, managers, and leadership.

      •     Educate stakeholders on ER processes, investigation protocols, and employment law updates.  

7. Data, Insights & Continuous Improvement

      •     Analyze ER case trends and employee issues to identify systemic risks.

      •     Provide insights and recommendations to leadership to improve workplace culture and prevent recurring issues.  

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Stakeholder Management

The role works closely with:

      •     HR Business Partners

      •     Business Unit Leaders / Partners

      •     Legal and Compliance teams & 

   Ethics & Business Conduct 

      •     Global ER teams

      •     External counsel or regulatory bodies (if required)  

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Qualification & Experience

      •     10–14 years of experience in Employee Relations / HR / HRBP roles.

      •     Strong experience managing complex employee relations cases and workplace investigations.

      •     Experience in financial services, banking, consulting, or large multinational organizations preferred.

      •     Strong knowledge of Indian labor laws and regulatory frameworks.

      •     Postgraduate degree in HR / Industrial Relations / Law / MBA (HR) preferred.  

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Key Skills & Competencies

      •     Employee relations and workplace investigations

      •     Conflict resolution and grievance handling

      •     Employment law and regulatory compliance

      •     Stakeholder management and executive advisory

      •     High emotional intelligence and judgment

      •     Risk management and governance

      •     Confidential case handling and documentation  

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Leadership Expectation 

      •     Ability to manage high-visibility, sensitive cases involving senior employees

      •     Influence senior leadership and partners on difficult people decisions

      •     Work in a matrixed  organization with multiple stakeholders

      •     Maintain strict confidentiality and ethical standards

Mandatory skill sets:Investigative Auditing    
Employee Relationships    
Disciplinary Grievances

Preferred skill sets:

Employee Lifecycle Management

Employee Grievances

Years of experience required:11 Years

Education Qualification:
MBA/PGDM
 

Education (if blank, degree and/or field of study not specified)

Degrees/Field of Study required: Master of Business Administration

Degrees/Field of Study preferred:

Certifications (if blank, certifications not specified)

Required Skills

Investigative Auditing

Optional Skills

Accepting Feedback, Accepting Feedback, Active Listening, Analytical Thinking, Business Partnering, Business Transformation, Career Development, Change Management, Coaching and Feedback, Co-Creation, Communication, Creativity, Data Analytics, Data-Driven Decision Making (DIDM), Data-Driven Insights, Embracing Change, Emotional Regulation, Empathy, Employee Experience, Employee Life Cycle, Executive Negotiation, Human Capital Initiatives, Human Resources (HR) Coaching, Human Resources (HR) Metrics, Human Resources (HR) Policies {+ 35 more}

Desired Languages (If blank, desired languages not specified)

Travel Requirements

Available for Work Visa Sponsorship?

Government Clearance Required?

Job Posting End Date