The ER/IR Manager serves as the primary liaison between the Company and recognized trade unions—strengthening industrial harmony, maintaining trust, and preventing disputes through structured communication, negotiation, and consultation processes.

Job Title: ER/IR Manager

Location: Trinidad & Tobago
Reports To: Group Human Resources Manager
Employment Type: Full-Time (40 hours per week)

General Description

The ER/IR Manager is responsible for fostering a fair, engaged, and performance-driven workplace through proactive management of industrial relations, employee relations, and employee engagement initiatives. This role ensures transparent, consistent, and legally compliant handling of all employee matters, including grievances, disciplinary actions, and performance management.

The ER/IR Manager serves as the primary liaison between the Company and recognized trade unions—strengthening industrial harmony, maintaining trust, and preventing disputes through structured communication, negotiation, and consultation processes.

Key Responsibilities

Industrial Relations Management

• Develop, implement, and manage effective industrial relations strategies and policies.
• Serve as the primary liaison with recognized trade unions.
• Coordinate and represent the Company during collective bargaining, consultations, and union meetings.
• Execute proactive communication plans with trade unions, including non‑crisis meetings and quarterly joint consultative forums.
• Document union meetings with accurate minutes, commitments, and follow‑up actions.
• Manage trade disputes, conciliation sessions, and Industrial Court matters.
• Provide guidance to management on disciplinary actions, grievances, and employee disputes.
• Stay updated on industrial relations legislation, case law, and emerging trends.

Employee Relations

• Oversee grievance and disciplinary processes to ensure fairness and compliance.
• Conduct or support investigations of misconduct or employee complaints.
• Assist managers in resolving workplace conflicts promptly and constructively.
• Track disciplinary and grievance trends and recommend corrective strategies.
• Promote a culture of accountability, fairness, and open communication.

Performance Management

• Lead and guide the administration of Performance Improvement Plans (PIPs).
• Support managers in identifying and addressing performance concerns early.
• Monitor performance trends across departments to identify risks or improvement opportunities.
• Foster a culture of continuous improvement and high performance.

Employee Engagement

• Design and implement engagement strategies to enhance morale and retention.
• Support engagement surveys, analyze data, and facilitate action‑planning with leaders.
• Develop recognition, communication, and wellness programs.
• Encourage strong two‑way communication channels to ensure consistent employee feedback.

Communication Oversight

• Oversee communication plans for employee and union engagement.
• Coordinate non‑crisis communication meetings with employees and union representatives.
• Ensure proper scheduling, documentation, and follow‑up of all engagement meetings.
• Develop standardized templates, briefing notes, and escalation protocols.
• Collaborate with Corporate Communications or senior HR leaders to align messaging.

HR Reporting & Analytics

• Prepare HR reports on employee relations, performance management, and engagement.
• Analyze data to identify trends, risks, and improvement opportunities.
• Support audits with accurate, timely HR data.
• Monitor KPIs such as grievance resolution time, disciplinary trends, and PIP completion rates.
• Provide insights to support decision‑making and policy improvement.

Policy, Compliance & Training

• Review, update, and implement HR/IR policies to ensure compliance.
• Maintain accurate records of IR, ER, and engagement activities.
• Deliver training to managers on IR procedures, performance management, and communication protocols.
• Build organizational capability in conflict resolution and labour relations.
• Mentor HR staff and line managers to ensure consistent people‑management practices.

Required Experience

• Minimum 7 years in Industrial and Employee Relations, including union engagement and performance management.
• Minimum 5 years HR experience in a unionized environment.
• At least 5 years supervisory experience.
• Minimum 5 years collective bargaining experience.
• Proven experience managing union communication plans, consultation meetings, and PIP implementation.
• Strong communication, interpersonal, and supervisory skills.
• Excellent problem‑solving and decision‑making abilities.
• Ability to manage multiple priorities and work effectively under pressure.

Education Requirements

• Bachelor’s degree in Human Resources, Business Administration, or related field (required).
• Master’s degree in HR (asset).
• Postgraduate or professional certification in Industrial Relations (required).