(Relocation to Vietnam) Employee Relations Manager

RMIT University Vietnam LLC; Melbourne; Sur place; AUD 176 000 - 235 000; Plein temps

Avantages offerts par ce poste

Relocation allowance

Relocation flights

School tuition support

Medical insurance

Global mobility support

Annual leave and holidays

Career development

Résumé du poste

RMIT University Vietnam LLC is seeking an Employee Relations Manager to lead ER/IR matters across the organisation in a cross-cultural, international context. The role requires expert knowledge of Vietnamese employment legislation, strong case management, and the ability to advise senior leaders on complex ER/IR issues in an internationally connected environment.

The successful candidate will manage end-to-end investigations, liaise with unions, and ensure fair processes while partnering with

Qualifications

• Degree in HR/IR/Law required.
• Experience in employee and industrial relations.
• Experience leading workplace investigations.
• Strong knowledge of local employment legislation and regulatory requirements.

Responsabilités

• Oversee end-to-end management of ER/IR matters including disciplinary actions and grievances.
• Lead workplace investigations with planning, evidence assessment and reporting.
• Engage with Trade Unions and employee representatives, ensuring compliance and constructive dialogue.
• Provide strategic advice to leaders on ER/IR risks and interventions.
• Coach and develop ER team members and HRBP partners.
• Ensure governance and documentation standards for ER/IR records.

Connaissances

Employee relations

IR management

Stakeholder management

Investigations

Policy interpretation

Formation

Degree in HR/IR/Law

Master's degree desirable

Description du poste

(Relocation to Vietnam) Employee Relations Manager

RMIT University Vietnam LLC - Melbourne VIC

At RMIT Vietnam, international exposure meets real-world impact through strong industry and government collaboration. Working at RMIT means building a meaningful career while creating impact in a high-performing environment.

Further insight into our mission, impact and global connections is available in the RMIT Vietnam Profile.

WHAT WE OFFER

• Competitive remuneration package USD for expatriate candidates
• Relocation allowance package of US$6,000
• Relocation flights from home location to Vietnam for candidate and direct dependents (if applicable)
• International repatriation flights for the staff and direct dependents at the end of their contract.
• School tuition fees for children to attend the K-12 program in Vietnam, up to US$20,000 per child or US$40,000 for two children per year.
• Premium private medical insurance for employee and immediate family, plus Personal Accident Insurance
• Dedicated support from Global Mobility Team to support with immigration and relocation to Vietnam.

Other benefits

• Generous annual leave, sick leave, volunteer leave and public holidays (Christmas and Tet Holidays)
• Professional development and career advancement
• Access to state-of-the-art facilities and resources
• A vibrant and diverse campus life and more!

POSITION SUMMARY

The People (HR) team at RMIT Vietnam supports the University's strategic objectives by delivering services that enhance organisational capability, employee engagement, and a culture of innovation. The Employee Relations (ER) Manager provides comprehensive end-to-end support across case management, workplace investigations, union engagement, and policy governance.

Success in this role requires deep expertise in Vietnamese employment legislation and a proven ability to apply it to complex workplace matters. The incumbent must also be adept at operating within an international and culturally diverse environment, balancing local legal requirements with and practices of colleagues and stakeholders across the broader RMIT network.

The role ensures employee matters are managed fairly, consistently, and in compliance with applicable labour legislation, while delivering expert advice on complex employee relations issues. This role works in close partnership with leaders, HR Business Partners, internal legal advisors, employees, and Trade Unions. The incumbent acts as a strategic advisor to senior leadership on workforce risk, organizational culture, employee conduct, workforce change, and industrial relations implications of business decisions. The ER Advisor working alongside the Senior ER Advisor collaboratively contributes to effective employee and industrial relations outcomes.

Key Accountabilities summary

Employee Relations Case Management and Oversight

• Provide oversight of the end-to-end management of employee relations matters, including disciplinary matters, grievances, performance concerns, workplace conflicts, and other employee matters, ensuring timely, consistent, and procedurally fair outcomes.
• Provide guidance and direction to the Employee Relations Advisor, leaders and HRBP's in managing cases, ensuring appropriate case handling, procedural compliance, documentation, and alignment with organizational policies and employment requirements.
• Act as the primary escalation point for the Employee Relations Advisor on complex, sensitive, high-risk, or contentious employee relations cases, providing advice, recommendations, and direction on appropriate courses of action.
• Review and provide quality assurance of case assessments, investigation findings, recommendations, and proposed outcomes to ensure sound judgement, consistency, and procedural fairness.
• Personally assume the lead in managing highly sensitive, complex, or high-risk cases requiring senior-level intervention, judgement, and stakeholder management.
• Provide strategic oversight and guidance on workplace investigations, including investigation planning, interview approaches, evidence assessment, procedural fairness, and report preparation.
• Lead or oversee complex and sensitive investigations, ensuring investigations are conducted objectively, thoroughly, confidentially, and in accordance with established protocols and due process requirements.
• Review investigation findings and reports, providing critical assessment and recommendations to support appropriate and defensible management decisions.

Employee and Industrial Relations Advisory

• Provide expert advice and guidance to leaders, HR Business Partners, and other stakeholders on complex employee and industrial relations matters, including local employment legislation, policy interpretation, procedural requirements, and associated risks.
• Act as the senior advisory and escalation point for employee relations matters, supporting stakeholders in assessing risks, determining appropriate interventions, and making informed decisions.
• Provide guidance and direction to the Employee Relations Advisor on case management approaches, policy application, stakeholder engagement, and appropriate resolution strategies.
• Ensure employee and industrial relations practices are aligned with local labour laws, regulations, organizational policies, and relevant local practices and cultural considerations.
• Lead and oversee the review, development, and continuous improvement of HR policies, procedures, guidelines, and related frameworks within the assigned scope.
• Ensure policies and procedures remain relevant, consistent, and aligned with applicable legal and regulatory requirements and organizational standards.
• Provide authoritative guidance on policy interpretation and application, promoting consistency in decision-making and implementation across the organization.
• Act as a subject matter expert on employee relations policies, employment legislation, and industrial relations practices, advising stakeholders on policy implications and appropriate application.

Industrial Relations Management

• Lead and oversee industrial relations activities, including engagement with Trade Unions and employee representatives, ensuring constructive stakeholder relationships and compliance with applicable requirements.
• Provide guidance on union consultations, collective discussions, negotiations, meetings, and issue resolution, including the management of sensitive or contentious matters.
• Oversee the preparation of relevant documentation, briefing materials, and management positions to support collective discussions and industrial relations engagements.Monitor compliance with collective agreements, union arrangements, and statutory industrial relations requirements, identifying and addressing potential risks.

Stakeholder Management and Engagement

• Build and maintain effective working relationships with senior leaders, HR Business Partners, employees, Trade Unions, and other relevant stakeholders to facilitate effective management and resolution of employee and industrial relations matters.
• Lead stakeholder engagement on complex or sensitive ER/IR matters, providing appropriate guidance, managing expectations, and facilitating constructive resolution.
• Provide direction and support to the Employee Relations Advisor in managing stakeholder relationships and coordinating ER/IR activities.

ER Risk Management and Insights

• Lead the identification and assessment of emerging employee relations trends, recurring issues, and organizational risks, using case data, stakeholder feedback, and relevant insights to recommend proactive interventions.
• Provide strategic recommendations to mitigate employee and industrial relations risks, strengthen management practices, and prevent recurring issues.
• Ensure appropriate escalation and reporting of significant ER/IR risks and emerging issues to relevant stakeholders.

People Leadership and Capability Development

• Provide day-to-day leadership, supervision, and guidance to the Employee Relations Advisor, HRBP's and people leaders, ensuring clarity of responsibilities, priorities, and performance expectations.
• Support the development of the Employee Relations Advisor's technical capability, judgement, and confidence through coaching, knowledge sharing, case reviews, and constructive feedback.
• Review and monitor the quality, timeliness, and consistency of assigned work, providing guidance and intervention where required.

Strategic Projects and Continuous Improvement

• Lead and contribute to strategic HR initiatives, ER/IR projects, and continuous improvement activities to strengthen employee relations frameworks, processes, systems, and tools.
• Identify opportunities to improve operational efficiency, consistency, and effectiveness of ER/IR practices through process enhancement, automation, and the development of practical resources and guidelines.

Governance, Documentation and Reporting

• Ensure appropriate governance and oversight of employee and industrial relations records, case documentation, reporting, and tracking mechanisms, maintaining confidentiality, accuracy, and audit readiness.
• Establish and maintain appropriate standards for ER/IR documentation, case reporting, and information management.

Key Selection Criteria

• Degree in Human Resources, Industrial Relations, Law, Business Administration, or a related discipline; a relevant Master's degree is highly desirable.
• Substantial experience in employee and industrial relations, with demonstrated expertise in managing complex and sensitive ER matters.
• Strong knowledge of local employment legislation, industrial relations frameworks, HR policies, and regulatory requirements.
• Demonstrated experience in leading workplace investigations, managing disciplinary matters, grievances, and other complex employee relations cases, ensuring procedural fairness and due process.
• Proven ability to provide strategic and practical advice to senior leaders and HR Business Partners on complex ER/IR matters, including risk assessment and recommended interventions.
• Strong analytical, problem-solving, and decision-making skills, with the ability to exercise sound judgement and act as an escalation point for sensitive and high-risk matters.
• Demonstrated experience in industrial relations management, including Trade Union engagement, employee consultations, collective discussions, and compliance monitoring.
• Proven leadership and people management capabilities, including providing direction, coaching, supervision, and capability development to team members.
• Highly developed stakeholder management, consultation, negotiation, and influencing skills, with the ability to manage sensitive and contentious workplace matters

More information is available in the Job Description.