Employee Relations and Policies Associate Manager

Accenture India Private Limited; Bengaluru; On-site; INR 2,800,000 - 4,200,000; Full time

Job summary

Accenture India Private Limited is seeking an ER & Policies Associate Manager (CL8) to independently manage complex employee relations matters and lead investigations, with a strong focus on policy interpretation and governance. You will advise senior HR stakeholders, drive risk mitigation, and support governance initiatives within a large, matrixed organization.

The role emphasizes fairness, compliance, and risk management, acting as a trusted advisor to HR and business leadership while guiding

Qualifications

• Typically 8–12 years of HR/ER experience with hands-on exposure to investigations.
• Experience managing complex investigations and senior-stakeholder cases.
• Experience in large, matrixed organizations; HR/Law background preferred.

Responsibilities

• Independently manage complex ER cases including misconduct and grievances.
• Lead end-to-end investigations with fact finding, interviews, and recommendations.
• Advise HRBPs and leaders on policy application and ER strategy.
• Interact with senior HR and business leaders as a trusted ER advisor.
• Identify risks and governance improvements, drive audits and controls.
• Coach and guide a medium-sized ER team and ensure workload balance.

Skills

Employee Relations

Investigations

HR Policies

Risk assessment

Documentation

Emotional intelligence

Active listening

Policy interpretation

Education

HR / Law background

Job description

ER & Policies Associate Manager

The Employee Relations & Policies – CL8 role is an Associate manager‑level position responsible for independently managing complex employee relations matters, providing policy and ER advisory to senior stakeholders, leading investigations and disciplinary decisions, and driving ER governance, risk mitigation, and process excellence.

The role acts as a trusted advisor to HR and business leadership, with a strong focus on fairness, compliance, and risk management.

Key Responsibilities

Employee Relations & Case Management

Independently manage complex and sensitive ER cases , including misconduct, grievances, ethical concerns, and policy violations. Lead end‑to‑end investigations (fact finding, interviews, documentation, assessment, recommendations, and closure). Handling sensitive cases involving mental health issues, police matters, court proceedings, and similar concerns. Recommend and execute appropriate disciplinary actions , not limited to warnings, final actions, or terminations. Ensure timely, fair, and consistent resolution of cases while minimizing business, reputational, and legal risk. Participate in change management initiatives that require strategic involvement from ER.

Policy Interpretation & Advisory

Provide expert interpretation of HR policies , Code of Business Ethics, and internal governance standards. Advise HRBPs and business leaders on policy application, employee risk, and ER strategy . Drive policy communication, awareness, and adherence across the organization.

Stakeholder & Leadership Engagement

Interact directly with senior HR leaders and business leadership as a trusted ER advisor. Exercise independent judgment on ER decisions with significant day‑to‑day and long‑term impact . Partner closely with Legal, Compliance, Ethics, and CI teams , including BEL and litigation‑sensitive matters.

Risk Mitigation & Governance

Proactively identify trends, repeat risks, and systemic issues to prevent escalations and litigations . Ensure timely escalation to Legal for potential or active litigation matters. Participate in ER governance, audits, internal controls, and compliance reviews . Drive process improvements, audit closures, and action plan management .

People & Team Responsibilities

Manage and guide a medium‑sized ER team (directly or matrixed – organization decision). Coach and support team members , including acting as a buddy or back‑up during leadership absence. Ensure workload management, quality, consistency, and capability uplift within the team.

Decision‑Making Authority

Acts independently on ER decisions within defined governance. Decisions have lasting impact on employees, teams, and organizational risk posture. Solutions are not limited to disciplinary actions and may include corrective, preventive, or restorative approaches.

Key Skills & Competencies

• Functional Strong expertise in Employee Relations, Investigations, and HR Policies
• Solid understanding of employment law principles and internal compliance
• Risk assessment and mitigation
• Documentation and case articulation
• Behavioral / Psychology‑Driven
• Strong emotional intelligence and active listening
• Ability to assess behavior, motivation, and situational context
• Calm, grounded handling of sensitive or distressing scenarios
• Balanced application of empathy and accountability

Experience & Qualifications

• Typically 8–12 years of HR / ER experience , with significant hands‑on ER exposure
• Prior experience managing complex investigations and senior‑stakeholder cases
• Experience working in large, matrixed organizations
• HR / Law background preferred (not mandatory)

Career Level Indicators (CL8)

• Operates with minimal supervision
• Manages complex cases and teams (organization discretion)
• Influences outcomes beyond own scope
• Recognized as a subject‑matter expert in ER & Policies