Employee Relations Manager



Posted on Thursday, May 30, 2024

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Job Category

Employee Success

Job Details

About Salesforce

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.

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 organization 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 organization.

Role Description
The Employee Relations Manager provides Employee Relations and Performance Management expertise, case management and consultation, within a centralized, Employee Relations (ER) function, for South East Asia (ASEAN) and Greater China Region (GCR). Develops, and uses common consistent practices and processes to ensure a fair and consistent approach across clients. Handles complex, high-risk or sensitive employee relations cases. This role reports to the Director, Employee Relations.

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 analyzing facts, applying relevant laws, policies, and past practice to reach conclusions and recommend management action. Partners 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 collaborators to drive for decisions.

  • Deliver warnings and disciplinary actions 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 organizations 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 behavior 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 analyze case trends using Salesforce’s technology-based case management system.

  • Apply project management skills to lead ER projects, especially in the creation and/or optimization of ER processes in the region.

  • Assist with the creation and implementation of further ER and HR related policies and templates.

  • Collaborate closely with HR collaborators to ensure consistency and compliance with applicable laws, regulations and Company policies.

  • Create and deliver presentations to management on ER topics, trends and learnings.

  • ER support for other locations for adequate APAC coverage.

Minimum Qualifications

  • Previous Employee Relations specialist experience within a complex corporate environment

  • 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.

  • 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.

  • Demonstrated ability to navigate successfully within ambiguity, multiple priorities, and a constantly changing environment.

  • Ability to operate/advise in the "gray" areas. Adept understanding of client motivations and business problems; 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 ER Manager.

  • Works independently; receives minimal guidance on day-to-day work and deliverables.

Preferred Qualifications

  • Experience in working in a centralized ER or HR model.

  • Experience working in a high volume, fast-paced environment, preferably in a high growth technology company.

  • Creates and implements 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.



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