Director, Employee Relations at Salesforce

Singapore, , Singapore -

Full Time

Start Date

Immediate

Expiry Date

13 Jan, 26

Salary

0.0

Posted On

15 Oct, 25

Experience

10 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Employee Relations, Performance Management, Case Management, Consultation, Stakeholder Management, Conflict Resolution, HR Policies, Investigation, Coaching, Data Analysis, Project Management, Legal Compliance, Communication, Problem Solving, Team Collaboration, Adaptability

Industry

Software Development

Description

To get the best candidate experience, please consider applying for a maximum of 3 roles within 12 months to ensure you are not duplicating efforts. Job Category Employee Success Job Details About Salesforce Salesforce is the #1 AI CRM, where humans with agents drive customer success together. Here, ambition meets action. Tech meets trust. And innovation isn’t a buzzword — it’s a way of life. The world of work as we know it is changing and we're looking for Trailblazers who are passionate about bettering business and the world through AI, driving innovation, and keeping Salesforce's core values at the heart of it all. Ready to level-up your career at the company leading workforce transformation in the agentic era? You’re in the right place! Agentforce is the future of AI, and you are the future of Salesforce. Employee Success is made up of HR professionals, Recruiters, Operations, and Coordinators that come together to continue to build out Salesforce. In Employee Success, we strive to bring on top talent and continue to build out our organisation with the Aloha style treatment. Whether we are recruiting the next great candidate, refining our operations, we strive to provide the royal treatment and continue to build a great organisation. Role Description The Employee Relations Director role based in Singapore provides Employee Relations and Performance Management expertise, case management and consultation, within a centralised, Employee Relations (ER) function, for South East Asia (Asean) and Greater China Region (GCR). Responsible for ongoing development of; and leveraging common consistent practices and processes to ensure a fair and consistent approach across clients. Handles complex, high-risk or sensitive employee relations cases and can establish strong working relationships with local BP’s and Leaders. Reports to the Senior Director, Employee Relations APAC & JPKT. Your Impact To be successful in this role you will be a great relationship builder at all levels; connect and build trust to ensure employees feel comfortable to discuss matters in a safe & neutral environment; managing your time, work independently with minimal supervision, and respond promptly to communications as a priority; pay attention to the detail and accuracy of data while remaining calm under pressure; propose solutions and recommend plans for improvement that always align with best practice in company policy, values, guidelines, and respective country’s legislation compliance. Specific responsibilities include, but are not limited to: Conduct ER investigations to include: gathering and analysing facts, applying relevant laws, policies, and past practice to reach conclusions and recommend management action. Partner with internal Employment Attorneys, Internal Audit, and other internal investigative bodies, as necessary. Interpret and apply corporate policies and practices, employment law, and other regulations to provide advice, guidance, or clarification for ER inquiries. Facilitate and apply interventions to resolve low-risk employee disagreements, conflicts, or misunderstandings when needed. Compile investigation findings into concise investigation reports and clearly communicate conclusions and recommendations to relevant stakeholders to drive for decisions. Deliver warnings and disciplinary actions on all scales when required. Maintain required documentation including intake and investigative notes, supporting documents, and final reports. Collaborate and partner with HRBPs, internal Employment Legal, HR partners, and Employee Success Shared Services organisations to review and implement workforce change or reduction strategy plans. Provide expertise and case management of ER issues, including Performance Management, from initial intake to resolution, received from managers, HR Business Partners (HRBPs) and other employees, for assigned business(es). Deliver expertise, consultation, guidance and coaching to managers and HRBPs to address employee behaviour and performance concerns; provide guidance and assist with the development and delivery of appropriate feedback or corrective/disciplinary actions which align with company approach, practices, and processes. Track, report, and analyse case trends utilising internal Case Management Systems and present these to local Senior leaders on a quarterly basis. Apply project management skills to lead ER projects, especially in the creation and/or optimisation of ER processes in the region. Assist with the creation and implementation of further ER and HR related policies and templates as applicable to the ASEAN region. Collaborate closely with HR stakeholders to ensure consistency and compliance with applicable laws, regulations and Company policies. ER support for other locations for adequate APAC coverage as needed. 1 local direct report Minimum Qualifications: Must have demonstrated ability to conduct thorough ER investigations based on data; ability to document and report cases in a detailed manner and to arrive at logical and fact based conclusions. Extensive HR experience with significant Employee Relations expertise, including dedicated ER work at a senior manager level or above. Business level English language ability including reading, writing, listening and speaking. Prior HR experience supporting ASEAN locations, in particular Indonesia, Thailand, Philippines &/or China. Understanding of key principles of performance management and demonstrated ability in guiding and coaching managers through a range of ER issues. Strong stakeholder management skills and ability to handle escalations. Demonstrated ability to navigate successfully within ambiguity, multiple priorities, and a constantly changing environment. Ability to operate/advise in the "grey" areas. Adept understanding of client motivations and business pain points; effective at leveraging inputs to influence solid business decisions. Comfortable dealing with conflict resolution. Ability to make decisions guided by policies, practices, procedures and business plans; receives general oversight and direction from Senior Director ER. Works independently; receives minimal guidance on day-to-day work and deliverables. Preferred Qualifications: Experience in working in a centralised ER or HR model, in a high volume, fast-paced environment, preferably in a high growth technology company. Systems experience including Workday, HR Acuity, Slack and Google. Creates and executes influence strategies that persuade key stakeholders to take action that will advance shared interest and business goals. Experience providing coaching and guidance to other HR members and Managers. Uses best practices and knowledge of internal or external business issues to improve delivery of services. Solves complex problems; takes a new perspective using existing solutions. This is a remote position; however, occasional office attendance may be required, typically 1-2 days per week. Unleash Your Potential When you join Salesforce, you’ll be limitless in all areas of your life. Our benefits and resources support you to find balance and be your best, and our AI agents accelerate your impact so you can do your best. Together, we’ll bring the power of Agentforce to organizations of all sizes and deliver amazing experiences that customers love. Apply today to not only shape the future — but to redefine what’s possible — for yourself, for AI, and the world. Accommodations If you require assistance due to a disability applying for open positions please submit a request via this Accommodations Request Form. Posting Statement Salesforce is an equal opportunity employer and maintains a policy of non-discrimination with all employees and applicants for employment. What does that mean exactly? It means that at Salesforce, we believe in equality for all. And we believe we can lead the path to equality in part by creating a workplace that’s inclusive, and free from discrimination. Know your rights: workplace discrimination is illegal. Any employee or potential employee will be assessed on the basis of merit, competence and qualifications – without regard to race, religion, color, national origin, sex, sexual orientation, gender expression or identity, transgender status, age, disability, veteran or marital status, political viewpoint, or other classifications protected by law. This policy applies to current and prospective employees, no matter where they are in their Salesforce employment journey. It also applies to recruiting, hiring, job assignment, compensation, promotion, benefits, training, assessment of job performance, discipline, termination, and everything in between. Recruiting, hiring, and promotion decisions at Salesforce are fair and based on merit. The same goes for compensation, benefits, promotions, transfers, reduction in workforce, recall, training, and education. We're Salesforce, the Customer Company, inspiring the future of business with AI + Data + CRM. Leading with our core values, we help companies across every industry blaze new trails and connect with customers in a whole new way. And, we empower you to be a Trailblazer, too — driving your performance and career growth, charting new paths, and improving the state of the world. If you believe in business as the greatest platform for change and in companies doing well and doing good – you've come to the right place.

Responsibilities

The Employee Relations Director will handle complex employee relations cases and provide expertise in performance management across the South East Asia and Greater China regions. This role involves conducting investigations, collaborating with HR partners, and implementing consistent practices to ensure fair treatment of employees.