Lead Employee Relations

We are looking for an experienced Senior Employee Relations Manager to join our team. This is a new role within ING NL, created as we strongly believe having a dedicated Employee Relations role with end responsibility for the local Speak-up process on Undesirable Behavior is crucial in fostering and safeguarding a positive, safe and open work culture.

In this role, you are working for both the Global HR organisation as well as for the Local (NL) HR organisation.

In the global part of the role you are responsible for the quarterly Global Speak-up reporting of the countries to the CHRO on the aspect of Undesirable Behavior (UB).  In the local part of the role you are ultimately responsible for the local UB Speak-up process end-to-end and the broader adoptive culture. Further, you are the key contact person on Speak-up UB for the other ING countries while they implement Speak-up based on the NL process and you will report regularly on Speak-up in the Dutch Management Bank Board. In addition, you will be the manager of two experienced Employee Relations specialists and responsible for the current NL complaint committees, Confidential Advisors and Employee Relations Advisors.

This role works in close cooperation with Behavioural Risk on different topics overlapping and influencing the working environment.

Core responsibilities:

• Global Speak Up UB Reporting: Oversee quarterly speak-up reporting and work with other departments (e.g. Compliance) to prepare documents for presentation to the Global Management Board and Supervisory Board. Analyse and interpret data provided by the countries to understand challenges and risks and advise on strategies to address these risks and concerns.

• Local Speak-up UB process and culture: responsible for the local end-to-end Speak-up process, from the reporting moment through to the implementation of advice and aftercare. Regularly reporting on the Speak-up trends and cases to the Dutch Management Bank Board. Signaling and acting towards building a broader NL Speak-up UB culture, ensuring the culture is adaptive and receptive of the Speak-up process, there is a constant learning-loop on behavior and embedding Speak-up so that it is not a paper process but rather fully embraced in the working environment. This asks for continuous and pro-active senior stakeholder management and, if deemed necessary, to initiate action plans and organise interventions at all levels in the organisation. Strong partnership with Behavioral Risk and Risk Culture Teams.

• Lead Employee Relations in NL: responsible for overseeing workplace issues and conflict resolution, complaint committees and the Employee Relation Advisors and Confidential Advisors. Manage a team of 2 FTE, fostering a collaborative and high-performance environment.

• Policy application: Provide guidance and support to ensure fair and consistent application of company policies and processes. Connecting the dots between the variety of processes in and outside the HR domain to make sure there is alignment between the topics on one hand and the different departments on the other hand.

• Continuous communication: Initiate clear and frequent communication messages to make sure that the different topics remain on top of mind and provide clear guidance and explanation to employees on when and how to use the various employee relations processes. Make sure existing communication, texts and policies are clear and understandable.

• Overseeing various NL HR committees: responsible for guiding the ING Job Application Code Complaints Committee, the WGA Complaints Committee, the Employment Security Committee, the Undesirable Behaviour Committee, the Triage Committee and the Individual Right of Complaint Committee. Redesigning the context and overview of these committees, making this broader context more futureproof and user-friendly by simplifying and lowering any existing thresholds.

• Key HR representative for the Speak-up Triage Committee: taking part in the Triage Committee as a HR representative, next to HR Legal, CSI, Compliance, Behavioural Risk and the Chair and the Secretary.

• Policy Development: collaborate with Legal and HR teams to develop, implement and update employee relations policies and procedures. Ensure compliance with local and international labor laws. 

• Data Analysis and Reporting: Interpret and present reports on employee relations metrics, trends, and outcomes to senior management. Use data to inform decision making and drive continued improvement in employee relations practices. 

• Globally oversee and bring together Employee Relations community, i.e. develop minimum standards and common approaches globally where needed (e.g. to enable fair and consistent employee experience, respond to regulatory requirements) and  share best practices and market trends etc.

• Training and Development: develop and oversee delivery of scalable training programs to educate managers and employees on employee relations best practices and conflict resolution. Partner with the Local Center of Expertise on Training and Development.

• Project management: varying Employee Relations projects that are of high relevance for the HR Director/Global CHRO, such as implementation of global minimal standards.

How to succeed

• High ambition to bring Speak-up UB to the next level, ensuring ING is a front runner in the market.

• Excel in navigating complex matrix organisations and have a high level of organisational awareness.

• Strong strategic senior stakeholder management and independent and persuasive personality.

• Knowledge of international and local labor laws.

• High level of senior influencing skills.  

• Decisive and to the point.

• Master in collaboration to navigate certain topics across the organisation.

• Strategic mindset, seeing ahead to future possibilities and translating these into a structured plan.

• Unwavering integrity and high level of resilience.

• Affinity with numbers and data and a good understanding of data analysis and reporting to help support building the people agenda. Being able to leverage dashboarding to provide the right context.

• Overseeing conflict situations are being managed effectively, with a minimum of noise, keeping conflict resolution constructive and seeking agreement on critical issues within the stakeholder field.

Rewards and benefits
We want to make sure that it’s possible for you to strike the right balance between your career and your private life. Find out more about our employment conditions.

The benefits of working with us at ING include:

• A salarytailored to your qualities and experience

• 24-27 vacation days depending on contract

• Pension scheme

• 13th month salary

• 8% Holiday payment

• Hybrid working

• Personal growth and challenging work with endless possibilities

• An informal working environment with innovative colleagues

About us
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Questions?
Contact the recruiter attached to the advertisement. Want to apply directly? Please upload your CV and motivation letter by clicking the ‘Apply’ button.