Job Type: Hybrid
Job Category: Human Resources
Locations: Douala, Cameroon; CDI, Senegal; Gabon; DRC (Flexible Location: Cameroon or CDI)
Citi bank is looking for a Labor Relations Manager – Cameroon, CDI, Senegal, Gabon, & DRC (Location Flexible: Cameroon/CDI)
This position is part of the newly established MEA Labor Relations team, reporting to a MEA team lead based in the UAE, and ultimately to the MEA Head of HR.
The location for this role can be either Cameroon or CDI.
Utilizes extensive disciplinary knowledge to provide value-added perspectives and advisory services. May contribute to the development of innovative techniques, models, and plans within the field of expertise. Strong communication and diplomacy skills are essential, along with a deep understanding of local labor laws and regulatory frameworks. The ability to multitask, work autonomously, prioritize tasks, and manage stakeholders effectively is crucial. Typically responsible for ensuring volume, quality, and timeliness of deliverables.
Responsibilities:
Labor/Union & Collective Negotiations
- Develops and executes the organization’s strategy for employee relations to mitigate the adverse effects of individual employee grievances or collective labor disputes.
- Manages employee and labor relations initiatives to ensure alignment with established policies and procedures.
- Acts as the organization’s representative during contract negotiations with labor unions, ensuring prudent cost management for any additional requests or incentives required for successful negotiations.
- Collaborates with managers, employees, and union representatives to investigate and address grievances effectively, implementing strategies to proactively prevent their recurrence and maintain a positive and productive workplace environment.
- Ensures that all employer-employee relationships within the organization adhere to collective agreements, individual employment contracts, regulatory frameworks, legal requirements, and the organization’s employment guidelines.
- Analyzes and interprets bargaining trends, regulatory changes, and legal developments to assess their implications for the organization, conducting market comparisons with similar entities and evaluating incentives offered within relevant bargaining agreements.
- Represents management during negotiations and dispute resolutions involving employees, unions, employer associations, government entities, labor relations boards, and other stakeholders to safeguard the organization’s interests.
Employment Litigation
- Provides assistance to the Employment Legal team and Chief Human Resources Officers (CHROs) in managing employment litigation processes.
Regulatory Advisory (HR and Local Labor Law)
- Collaboration with Key Teams
- Collaborate closely with CHROs, Employment Legal, ICRM, and Country Legal teams to address inquiries from labor authorities or regulators regarding employment issues.
- Translate external and internal labor counsel’s advice on labor laws and regulations into actionable changes affecting the workplace; stay updated on labor law developments to provide informed guidance to management.
- Assist CHROs during Labor Department audits and respond to related inquiries.
- Manage handbook updates and ensure dissemination of policy changes.
- HR Advisory and Compliance
- Provide comprehensive advice on all HR matters in compliance with local laws, including aspects such as hiring, working hours, overtime and premium pay, exemption classifications under wage and hour laws, DIRA and VIC regulations, Occupational Health & Safety standards, terminations, performance management, mobility, cross-border transfers, local legal structures, and work visas or permits.
Individual and Collective Dismissals (Terminations)
- Negotiations and Process Management
- Lead negotiations for individual and collective dismissal processes, oversee redundancy calculations, assess tax implications, and prepare necessary documentation (dismissal letters, separation agreements, communications, etc.) in consultation with Employment Legal.
- Collaborate with Employment Legal, Country Legal, Employee Relations, HRAs, and CHROs on Involuntary Terminations requiring specialized support.
Oversight & Reporting
- Senior Management Engagement
- Provide critical information for senior escalation meetings and governance forums to ensure effective oversight and reporting on labor-related matters.
Policy & Regulation
- Policy and Regulation Compliance
- Ensure compliance of policies and regulations with labor laws. Implementation is coordinated by Labor Relations in each country, working closely with Employment Law, Employee Relations (ER), other Centers of Excellence (COEs), or HR Delivery as needed.
- Provide guidance to the Policy Lead regarding updates to the Employee Handbook based on amendments to labor laws. Collaborate with labor unions on updates and file changes with the Labor Board.
- Implementation of New Policies
- Facilitate the rollout of new policies in accordance with labor regulations, ensuring proper implementation and communication across the organization.
Occupational Health
- Oversight and Engagement
- Oversee occupational health matters, participate in committees, and engage with regulators as necessary to ensure compliance and address occupational health concerns.
Third Parties, Contractors, NEMS
- Third-Party Management and NEMS
- Monitor third-party contractors and Non-Employee Workers (NEMS) for bankruptcy or litigation issues. Provide guidance on managing NEMS and potential conversions.
Risk & Controls
- Risk Management and Controls
- Identify and implement controls to mitigate risks, conducting root cause analyses to prevent future occurrences.
- Partner with HR Controls, ICRM (Internal Control and Risk Management), and Risk teams to support CHROs in issue management, tracking progress, and escalating concerns appropriately.
- Compliance and Ethical Standards
- Assess risks associated with business decisions, prioritizing the firm’s reputation and safeguarding Citigroup, its clients, and assets.
- Ensure compliance with laws, rules, and regulations, apply ethical judgment, and escalate control issues transparently.
- Supervise activities to maintain standards and create accountability for those not meeting expectations.
Other Responsibilities
- Engagement with Bank Associations/Regulators
- Attend monthly committee meetings with bank associations and regulators to stay informed and participate in relevant discussions.
- Data Privacy Consultation
- Provide consultation on data privacy matters, ensuring compliance with relevant regulations and policies.
- Implementation of “How We Work” Strategy
- Support the implementation of the “How We Work” strategy tailored to each country’s requirements and needs.
- Ad Hoc Support to CHROs
- Assist CHROs with various HR generalist tasks as needed within specific countries.
- Collaboration on Pan-MEA Projects
- Collaborate with other Labor Relations Managers on projects and initiatives spanning the Middle East and Africa region.
Qualifications:
- Requires 5-8 years of relevant experience in HR or related fields.
Education:
- Bachelor’s or University degree, or equivalent practical experience.
Note: This job description outlines primary responsibilities and is not exhaustive. Additional duties related to the role may be assigned as needed.
Job Family Group: Human Resources
Job Family: Employee Relations
Employment Type: Full-time
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