Description
About Alvarez & Marsal
Alvarez & Marsal (A&M) is a global consulting firm with over 10,000 entrepreneurial, action and results-oriented professionals in over 40 countries. We take a hands-on approach to solving our clients' problems and assisting them in reaching their potential. Our culture celebrates independent thinkers and doers who positively impact our clients and shape our industry. The collaborative environment and engaging work—guided by A&M's core values of Integrity, Quality, Objectivity, Fun, Personal Reward, and Inclusive Diversity—are why our people love working at A&M.
The Team
A&M's SEAA People Team is looking for an Employee Relations (ER) Expert to own complex, high-risk ER casework across the region and build the firm's ER capability as it scales. This role is the technical backbone of the SEAA ER function — providing expert casework leadership, jurisdictional risk judgment, and coaching to Country and BU People Business Partners who handle day-to-day ER matters. This is a specialist role, not a generalist HRBP role. The successful candidate will be the person the People Leader and Country PBPs turn to when a matter is legally or reputationally sensitive.
How you will contribute
Complex casework leadership
Own end-to-end management of high-risk ER matters — misconduct investigations, grievances, harassment and bullying complaints, performance-related terminations, whistleblowing — across multiple SEAA jurisdictions.
Design and run fair, trauma-informed investigation processes: scoping, interview planning, evidence assessment, findings, and outcome recommendations.
Coordinate with external counsel where matters carry legal exposure; brief and manage outside counsel relationships on active cases.
Draft and quality-control sensitive stakeholder communications (to complainants, respondents, witnesses, and leadership) with tone calibrated to audience and legal risk.
Jurisdictional and regulatory expertise
Maintain working expertise across SEAA employment law regimes, including positive duty obligations (Australia), natural justice requirements, unfair dismissal frameworks, and local statutory processes.
Advise Country PBPs on jurisdiction-specific risk before matters escalate; flag where local counsel input is required.
Track regulatory change across the region and translate it into practical guidance for the People Team.
Capability building
Build and maintain a SEAA ER playbook: frameworks, templates, and decision trees for common case types.
Coach and upskill Country and BU PBPs on ER fundamentals — early issue-spotting, documentation discipline, and escalation triggers — so more matters are handled competently at the first point of contact.
Deliver periodic ER training/workshops for the regional People Team.
Governance and reporting
Maintain a regional ER case tracker with risk ratings, status, and next steps for the People Leader.
Escalate matters with material legal, financial, or reputational risk promptly and with a clear recommendation.
Ensure case documentation meets audit and legal-privilege standards.
Qualifications
8–12+ years in Employee Relations, Employment Law, or HR with a strong ER specialization; prior experience in a regional or multi-jurisdiction ER role strongly preferred.
Demonstrated experience leading formal workplace investigations, ideally including matters involving harassment, discrimination, or misconduct.
Working knowledge of employment law across at least two SEAA jurisdictions (Australia and one ASEAN market preferred); comfort operating across common law and civil law systems.
Experience managing external counsel relationships and legally sensitive documentation.
Professional services, financial services, or multinational corporate environment experience preferred.
Skills & Attributes
Sound, defensible judgment under pressure and ambiguity; comfortable being the final word on sensitive calls.
Excellent written communication — able to produce clear, legally careful documentation and stakeholder messaging.
High discretion and composure; trusted with the firm's most sensitive matters.
Strong coaching orientation — builds capability in others rather than holding all casework centrally.
Structured problem-solving; comfortable applying frameworks (issue trees, risk matrices) to complex, non-linear situations.
Your journey at A&M
We recognize that our people are the driving force behind our success, which is why we prioritize an employee experience that fosters each person’s unique professional and personal development. Our robust performance development process promotes continuous learning, rewards your contributions, and fosters a culture of meritocracy. With top-notch training and on-the-job learning opportunities, you can acquire new skills and advance your career.
We prioritize your well-being, providing benefits and resources to support you on your personal journey. Our people consistently highlight the growth opportunities, our unique, entrepreneurial culture, and the fun we have together as their favorite aspects of working at A&M. The possibilities are endless for high-performing and passionate professionals.
