Employee Relations Manager

Short company description

Euro-Testing Software Solutions is involved in software consulting, having 20+ years of experience on the market in Romania and abroad, through specific IT solutions and services offered in the following areas:

• Software Testing (manual testing, testing automation, performance testing, outsourcing, training and certification, etc.)

• Cyber ​​Security

• DevOps/DevSecOps

• Implementation and Customization of Atlassian & OpenText products (MicroFocus) and other niche products/solutions

• AI based Decision Intelligence solutions.

Requirements

• Proven track record (8 + years) in strategic HR diversified experience.
• Solid experience in employee relations, labor law, and social insurance compliance.
• Strong knowledge of Eastern European labor law and Vodafone’s Code of Conduct.
• Proven ability to manage investigations, grievances, and disciplinary actions.
• Skilled in handling audits, inspections, and budgeting for social insurance.
• Effective communicator with strong stakeholder management skills.
• Proficient in digital tools for case tracking, data analysis, and policy management.
• Analytical mindset with the ability to identify trends and recommend actions.
• High level of discretion, integrity, and attention to detail
• University degree

Responsibilities

• Manage labor law and social insurance inspections, including preparation and representation during audits.
• Build and maintain strategic relationships with key contacts at the Labor Law Authorities.
• Lead all Eastern Europe activities towards full compliance with labor laws and social insurance regulations.
• Resolve complex legal challenges related to em-ployee status, alimony cases, and governmental medical insurance exemptions through cross-functional collaboration.
• Act as a key liaison between HR, Legal, and external counsel when receiving employee official com-plaints (through labor offices or lawsuit cases).
• Acting as Eastern Europe ambassador in labor law and regulatory related matters/conferences.
• Manage exit processes for involuntary leavers—including redundancy, refresh, and dismissal— en-suring timely execution of exit sessions, coordina-tion with Finance & HR for final settlements; over-see reversed redeployment cases with proper doc-umentation and legal alignment, conduct respectful and clear exit communications.
• Act as the primary liaison with external authorities and internal finance teams for employee relation matters.
• Monitor and ensure the timely and accurate pay-ment of all amounts due to various legal authorities, including Labor offices and other regulatory bodies.
• Solve internal and external challenges related to la-bor law and social insurance compliance.
• Influence better business decisions by analyzing vio-lations and trends, sharing month-ly/quarterly/yearly recommendations with HR busi-ness partners.
• Lead the administration and enhancement of the Employee Relations platform used by Eastern European managers to report employees’ viola-tions.
• Ensure timely follow-up and documentation of re-ported cases, guiding managers through the disci-plinary process in line with company policies and labour law.
• Drive the application of the Code of Conduct across all Eastern European accounts and ensure employees’ adherence.
• Manage investigations, grievances, disciplinary ac-tions, and fraud cases in alignment with company code of conduct, policies, internal regulations and partnership with Corporate Security teams.
• Represent ER in high-stakes cases, including Speak-Up investigations, contract disputes, and behavioral assessments, influencing outcomes through evi-dence-based analysis.
• Drive digital transformation across ER operations, including automation of case tracking, policy up-dates, and social insurance workflows to achieve cost savings.
• Leverage data analytics tools to monitor employee relations trends, identify risk patterns, and generate actionable insights for leadership.
• Support the digitization of employee records and archiving systems to ensure secure, efficient, and compliant data management.
• Drive process innovation and operational agility through ER initiatives that close gaps and enhance service delivery.
• Contribute to the design and rollout of digital dash-boards that visualize key ER metrics for business leaders.
• Oversee the Employee Relations mailbox as the central channel for receiving and responding to em-ployee inquiries, complaints, and policy-related questions.
• Lead the review, update, and accuracy of employee relations content on MyHR, ensuring all policies, FAQs, and guidance reflect the latest labor law changes and internal processes.
• Deliver knowledge awareness sessions to employ-ees across Eastern Europe, ensuring clear un-derstanding of HR policies, Code of Conduct, and Labor law compliance.
• Act as the go-to consultant for labor law and social insurance matters, providing expert guidance to HRBPs, the wider HR teams, and business leaders on complex cases, regulatory updates, and risk mit-igation strategies.
• Support cross-functional teams such as Health & Safety, Property, and Internal Communications by sharing relevant key updates, expected legal in-spections and potential risks.
• Provide psychological support guidance by promoting compny’s mental health awareness, identifying dis-tress signals, and coordinating with wellbeing teams to ensure employees feel supported during personal or professional challenges/grievances.
• Track and analyze ER mailbox trends to identify re-curring issues, inform policy improvements, and proactively address employee concerns through communication campaigns or training.
• Lead and own the continuous updates to HR poli-cies to ensure alignment with labor law and the company’s Code of Conduct.
• Track and manage the history of policy modifica-tions and ensure local policies are aligned with group standards.
• Promote the company’s Code of Conduct across all de-partments, ensuring employee awareness and ad-herence through structured communication and training.
• Lead a team within the Employee Relations func-tion, fostering a culture of ownership, accountabil-ity, and continuous learning.
• Encourage cross-functional collaboration and knowledge sharing with other HR teams, Legal, and Health & Safety, enabling team members to broad-en their exposure and contribute to wider organiza-tional goals
• Set clear performance and development goals aligned withthe company’s strategic priorities, ensuring each team member understands their impact on business outcomes.
• Conduct regular performance reviews to track pro-gress and address development needs.
• Empower team members to own their career paths by supporting individual development plans, identi-fying learning opportunities, and nominating them for relevant workshops and talent programs.
• Promote psychological safety and wellbeing within the team, ensuring open communication, fair work-load distribution, and proactive support during high-pressure periods or sensitive investigations.

Key deliverables:
• Zero critical non-compliance findings in labour law / social insurance audits
• Successful management of all inspections and audits (labour authorities, regulators)
• Timely resolution of complex employment cases (lawsuits, complaints, authorities)
• Quarterly ER risk report with trends, insights, and mitigation actions for HRLT
• Strong external relationships with labour authorities and legal stakeholders
• 100% governance over ER cases (grievances, disciplinaries, Speak Up, fraud)
• Consistent, legally robust investigations with clear documentation and outcomes
• Reduced case resolution timelines (efficiency + quality)
• Standardised approach to disciplinary and grievance handling across EE

Other info

Role profile:
The Employee Relations Manager is a critical enabler of thecompany compliance with local labour laws and regulations across Eastern Europe, ensuring the consistent and effective implementation of employment legislation, HR policies and disciplinary frameworks. The role leads complex employee relations matters, including union engagement where applicable, and oversees the integrity and governance of employee documentation and archiving systems.
Through strong partnership with HR Business Partners, leadership teams and Employee Relations communities across the company Centres, the role plays a key part in strengthening employee experience, raising awareness of policies, processes and employee rights, and fostering a fair, transparent and compliant workplace. The Employee Relations Manager supports the development of a positive organisational culture while proactively identifying and mitigating legal, operational and reputational risks linked to employee-related matters.
The role is instrumental in shaping and evolving HR policies, managing grievance and investigation processes, and ensuring consistent, objective and well-grounded decision-making in complex cases. It also acts as a trusted advisor to HR and business leaders, enabling informed decisions that balance employee experience with organisational risk and compliance requirements.
Ultimately, the Employee Relations Manager contributes to building a healthy, resilient and high-performing workplace by embedding strong employee relations practices, enhancing trust and transparency, and ensuring alignment with the company’s Code of Conduct and People Strategy.