Employee Relations Partner

Job Summary

The Employee Relations (ER) Partner advances Bechtels Vision, Values and Commitments by fostering a fair, respectful and positive workplace. The role provides trusted ER support across investigations, case management, employee and supervisor coaching, conflict resolution, training, background verification, exit interviews and sensitive workforce matters. Applying labour and employment law, policy, precedent, data and sound judgment, the ER Partner assesses risk, recommends practical and defensible actions, identifies emerging trends, and drives proactive improvements. The role partners closely with regional ER and the global ER Community of Expertise (CoE), and may support cross-regional cases where independence, capacity or conflict-of-interest considerations require it.

Major Responsibilities

• Lead end-to-end, impartial workplace investigations, including intake, interviews, evidence assessment, findings, Legal review, reporting, corrective actions and case closure.
• Investigate policy and conduct concerns, including discrimination, harassment, retaliation, bullying and other sensitive employee matters.
• Advise managers, HR and employees on conduct, performance, attendance, grievances, discipline, policy interpretation and sensitive employment decisions.
• Facilitate mediation and informal conflict resolution to address workplace concerns and improve working relationships.
• Manage complex ER matters, including complaints, Ethics referrals, employment claims, background verification, exit cases, corrective actions and workforce reductions.
• Assess legal, regulatory, reputational, business and employee risks, escalating or engaging specialist support where required.
• Partner with ER, Legal, HR, Ethics Compliance, Security and Industrial/Labor Relations to ensure consistent ER practices and case management.
• Support government/labour enquiries, inspections, audits and compliance matters, including India and cross-regional ER cases.
• Develop and deliver ER training on workplace conduct, performance management, POSH, Speak Up, non-retaliation and early intervention.
• Analyze ER trends, case metrics, audit findings and exit feedback to identify risks, root causes and improvement opportunities.
• Drive continuous improvement in case quality, timeliness, manager capability, employee experience, reporting, systems and ER processes.
• Prepare case reports, dashboards, trend analyses and executive presentations with clear findings, risks and recommendations.
• Maintain confidential, accurate and audit-ready records, supporting case-management systems, automation, reporting and records governance.
• Contribute to global ER initiatives and projects, including travel across India locations as required.

Education and Experience Requirements

• Bachelors degree (or international equivalent) in Human Resources, Labour/Industrial Relations, Law, Business or a related field, with typically 8-12 years of relevant ER experience; alternatively, 12-14 years of relevant work experience where applicable.
• Formal training and/or certification in workplace investigations is preferred; formal education or certification in labour and employment law is also preferred.
• Proven track record of conducting workplace investigations and producing findings and documentation capable of withstanding legal scrutiny.
• Practical experience applying labour and employment law to sensitive investigations, disciplinary matters, grievances, performance management and employment claims.
• Experience supporting government or labour department notices, inspections, audits or regulatory enquiries, and presenting findings and recommendations to management.
• Experience designing and delivering ER training, leading improvement initiatives, analyzing ER metrics and working in a multinational, engineering, construction, project or multi-location environment is preferred.

Required Knowledge and Skills

• Strong working knowledge of Indian labour and employment law, compliance requirements and ER best practices; exposure to other regional jurisdictions is an advantage.
• Strong investigation, interviewing, evidence assessment, analytical and report-writing capability, with the judgment to assess facts, precedent, policy, legal exposure, business impact and employee considerations before recommending action.
• Demonstrated ability to provide balanced, practical and defensible recommendations while maintaining fairness, independence, confidentiality, high ethical standards and discretion.
• Ability to present findings and recommendations credibly to all levels of leadership, including where stakeholders hold dissenting views, and to coach, challenge and engage in difficult or sensitive conversations with empathy and directness.
• Experience in workplace conflict resolution, including mediation, facilitated discussions and other approaches to resolving employee disputes, is preferred.
• Strong ER data interpretation and continuous-improvement skills, including the ability to create management reports, dashboards and trend analyses and convert insights into targeted actions.
• Ability to design engaging training and translate complex ER, legal and policy requirements into clear, practical manager and employee guidance.
• Strong communication, stakeholder-management and organizational skills, with the ability to manage multiple sensitive matters across geographical, cultural and time-zone boundaries.
• Proficiency in Microsoft 365 and electronic HR/ER case-management, reporting, presentation and workflow tools.
• Ability to travel as required.

Disclaimer: This job posting has been aggregated from external source. Role details, content, and availability are subject to change. Applicants are advised to confirm the latest information directly on the company website before applying.