Company Description

At Nielsen, we are passionate about our work to power a better media future for all people by providing powerful insights that drive client decisions and deliver extraordinary results. Our talented, global workforce is dedicated to capturing audience engagement with content - wherever and whenever it's consumed. Together, we are proudly rooted in our deep legacy as we stand at the forefront of the media revolution. When you join Nielsen, you will join a dynamic team committed to excellence, perseverance, and the ambition to make an impact together. We champion you, because when you succeed, we do too. We enable your best to power our future.

Job Description

The Sr. HRBP I will support the multiple business units primarily in EMEA and APAC. The employee relations work will be the majority of the work, but the role will occasionally assist with the compliance function. There will be proactive work needed and at times there will be a need to be reactive (investigations etc.) to address matters in a fair, objective, and timely manner. The thought-leader will be pivotal in working strategically across the organization to proactively provide support, guidance and assistance on policies, processes, and best practices in order to partner in building a strong work culture.

They will execute the delivery of the employee relations services by educating, analyzing employee trends, identifying risk and gaps, delivering recommendations, and partnering with legal, HR, compliance, and the business on strategic steps needed. This role requires the manager to be a subject matter expert, exceptional judgment and business acumen, to lead with empathy, strong oral and written communication skills, strong analytical capability, and be solution-oriented.

The role will be hybrid, so it is preferable that the person resides within a reasonable distance from the India office, if possible. The role will report directly to the Employee/Labor Relations and Compliance Director.

Key Responsibilities

Proactive Initiatives: building, strategizing, developing, and implementing the best in class employee relations services in concert with People team (HR) and business leaders
Assess data to identify risk and gaps and provide pragmatic, sustainable solutions
Provide targeted content and training material
Partner with HR and Business to conduct engagement sessions
Collaborate with People Team leaders and cross functional leaders to proactively come up with innovative solutions to address ER concerns
Assist with design and implement targeted training material to the business
Risk Mitigation: Provide oversight, guidance, and support to People team (HR) and other section leaders on ER matters in order to ensure fairness and consistency to create a positive collaborative work environment through policies, procedures, and employment practices across the organization
Provide consultation, support, and guidance to the People Team (HR) and work closely with section leaders/employees, i.e. HR, legal, compliance, finance etc. to identify, address, and resolve conflicts, policy violations, matters of serious legal implications, performance management concerns, role eliminations, and restructuring
Partner with HR and the business by providing consultation, guidance, support, and assistance during labor organizing and union campaigns; identify high-risk situations and know when to engage with legal and senior leadership
Ensure investigation, offboarding, and other off-boarding and voice survey data analysis and assessments are conducted in order to provide strong persuasive recommendations designed to reduce risk, stabilize culture, and drive positive change, and adhere to our values and mission.
Assess vulnerabilities and report on overall ER trends by geography, team and/or business unit to enable the HR and operational leadership teams to build a world class management teams;
Partner with HRBPs and legal on high risk employee leave/accommodation matters to mitigate legal risks
Communication: Assist with design and deliver persuasive, written communication that demonstrate strong analytical and problem-solving skills to the business; provide clear and concise oral communication and recommendations
Project Management: Own or assist with projects throughout the life-cycle to deliver a on-time strong work product
Core Values: Be an ambassador of our Core Values - inclusion, courage, and growth - and work to be a strong collaborative partner to help drive transformative initiatives while helping others to adapt and embrace those changes.

Qualifications

Education & Experience: Master's degree in Human Resources (e.g., XLRI, TISS, SCMHRD) or a Law degree (LL.B/LL.M) with 7–10 years of intensive experience in Employee Relations, Labor Laws, and statutory compliance within the Asia context.
Conflict Resolution & Investigations: Resolved complex workplace conflicts, investigated, documented, and closed grievances, mediated disputes, and conducted thorough, impartial investigations.
Management Advisory: Advised leadership on disciplinary actions, coached managers on employee engagement, and facilitated difficult conversations.
Compliance Expertise: Deep knowledge of Asia Labour Laws, including but not limited to the Industrial Disputes Act, Factories Act, POSH Act, Shops & Establishments Act, EPF, and ESI; understanding and navigating local labor departments, factory inspectors, and employment tribunals. Interpreted and applied labor laws/policies, developed employee relations procedures, and ensured compliance with employment regulations.
Strategy & Scaling: Proven ability to create, implement, and scale employee relations programs across diverse workforce segments.
Strategic & Proactive Initiatives: Implemented early intervention protocols, improved employee relations metrics, and fostered a positive work environment.
Stakeholder Management: Exceptional capability to influence and manage relationships with cross-functional partners, including legal counsel, regulatory authorities, and business leaders.
Behavioral Skills: Ability to remain professional, tactful, respectful, calm, and persuasive and nonjudgmental under pressure, particularly during disciplinary actions or negotiations. Demonstrate Company's core values of inclusion, growth, and courage at all times.
Confidentiality: High integrity in handling confidential information and mitigating risks by identifying and escalating serious issues to Employee Relations leader, Legal, and senior management.
Flexibility & Hybrid: Southeast Asian roles often offer hybrid or flexible arrangements rather than rigid 9-to-5 schedules

Additional Information

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Senior HRBP I