About Willis Towers Watson
Willis Towers Watson (NASDAQ: WTW) is a leading global advisory, broking and solutions company that helps clients around the world turn risk into a path for growth. With roots dating to 1828, Willis Towers Watson has 45,000 employees serving more than 140 countries and markets. We design and deliver solutions that manage risk, optimize benefits, cultivate talent, and expand the power of capital to protect and strengthen institutions and individuals. Our unique perspective allows us to see the critical intersections between talent, assets and ideas — the dynamic formula that drives business performance.
Together, we unlock potential.
Job Role: Employee Relation, Human Resource compliance, grievance handling, performance management
Location: Mumbai Thane (Vikhroli occasionally)
Work mode: Hybrid
Qualifications: Graduate in any field
Experience: 10 – 15 years proven track record managing Employee Relation, Human Resource Compliance, Grievance handling, performance management
About the team:
The team partners closely with business leaders, Centres of Expertise, and Global HR Operations to deliver consistent, compliant, and colleague-focused HR support. It plays a key role in employee relations, HR compliance, talent programs, rewards, and integrated HR service delivery, ensuring a positive experience for both managers and colleagues while aligning local practices with global HR priorities.
About the role:
The role serves as a trusted Human Resource and Human Resource partner, providing strategic guidance on employee relations, workforce change, policy governance, regulatory compliance and employment-related risk considerations. The role partners closely with business leaders and key stakeholders to support organizational effectiveness while ensuring an appropriate balance of business, people and compliance outcomes.
Responsible for compliance with country/jurisdiction law and regulations for business as usual and when supporting the integration and harmonisation for any Mergers & Acquisition activity
Partner with, Centres of Expertise and Global Human Resource Operations to support the execution of enterprise and business programs in the region/country, as defined in the Human Resource Service catalogue
Roles and Responsibilities:
HR support
Overall accountability for the management of country related HR matters and support to Country Business leaders and managers in line with local legislation, regulatory requirements and global HR priorities.
Partner directly with senior business leaders to provide strategic HR and ER guidance, balancing business objectives, colleague experience and compliance considerations.
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Educate Country Business leaders and managers to undertake their responsibilities as defined in the HR Service Catalogue and Ways of Working
Work Environment, Employee Relations and Compliance:
Independently lead and manage complex ER matters including disciplinary issues, performance management, grievances, investigations, redundancies, workforce transitions, long-term illness cases and negotiated exits. Provide guidance to colleagues and managers to achieve balanced and sustainable outcomes.
Work with managers to provide effective coaching on managing performance and disciplinary issues, ensuring actions meet company and legislative requirements to maintain a positive and professional work environment for all colleagues
Lead and negotiate exit agreements and separation arrangements, partnering with Legal where specialist advice or heightened risk considerations apply.
Lead or support organizational change initiatives, including restructuring, workforce transitions, M&A integration and policy harmonisation activities requiring country-specific implementation, consultation and risk assessment.
Maintain a strong understanding of employment laws, labour regulations and HR compliance requirements to identify risks, provide practical guidance and partner effectively with Legal on complex matters.
Ensure adherence to unique jurisdictional requirements and monitor issues for continuous improvement of employment practices and/or processes.
Lead the ongoing review, development and harmonisation of local HR policies, procedures and governance frameworks in line with legislative, regulatory and business requirements.
Ensure the consistent practice and implementation of ER activities through the application of uniform policies, standard Operating Procedures, procedure, governance frameworks and documented templates.
Serve as a local resource on work/life balance issues; coordinate with managers on alternative work arrangements and lead best place to work initiatives.
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In collaboration with other teams, some participation in locally required or relevant culture, wellness, disaster response or diversity initiatives that are aligned with global HR priorities.
Performance and Talent Development
In line with the HR Service catalogue, partner with Talent Advisory to determine specific country support requirements for the execution of Talent programs, e.g. collective/individual consultation.
Support the execution of CoE and Global HR Operations enterprise-wide programs where there are country specific implementation requirements, e.g. collective consultation, legal restrictions.
Integrated HR Service Delivery
Lead ER, compliance projects, managing multiple workstreams and coordinating with HR, Legal, Finance, Talent Acquisition, HRS, business leaders and global stakeholders to support successful delivery and effective risk management.
Partner with CoEs to ensure global programs are executed in line with local legislation and consultation requirements
Identify and implement opportunities for standardisation of work (e.g. HR process, service delivery) where appropriate.
Utilize global HR technology, global processes and the tiered support model to support an integrated “One HR” organisation focused on the colleague and manager experience of HR services.
Total Rewards
Provide Country specific support to the annual review cycle, specifically data validation as it relates to local policy requirements,
Manage and oversee the administration of local benefits, including relationships with vendors and renewals, in line with market and legal requirements and in alignment with the Global Benefits strategy (where applicable)
Partner with the Global Compensation and Benefits teams to support and provide advice relating to competitiveness of reward offerings and legislative changes impacting local programs, e.g. pay transparency, pay equity.
Provide county specific support, as defined in the HR Service Catalogue, for internal movement of colleagues, including international transfers and relocations.
Strong hands-on ER expertise with experience independently managing complex ER matters and investigations.
Significant experience of partnering with senior business leaders on complex ER, workforce change and business-critical people matters.
Experience supporting organizational restructuring, workforce transitions, M&A integration, policy harmonisation and other large-scale change initiatives.
Good understanding of employment laws, labour regulations, statutory compliance requirements and HR governance practices, with the ability to identify risks and partner effectively with Legal and Compliance teams.
Excellent stakeholder management skills and experience working across business leaders, HR, Legal, Finance, Talent Acquisition, HRS and global teams.
Strong project management and organizational skills, with the ability to manage multiple priorities, stakeholders and competing deadlines simultaneously.
Ability to work independently, exercise sound judgment and balance business, people and compliance considerations when making recommendations.
Experience operating within a complex global matrix environment and influencing stakeholders across multiple functions and geographies.
Excellent written and verbal communication skills, including a good command of English.
Ability to interact with colleagues at all levels.
Requirements
A proven track record as an HR Generalist providing a commercially focused and pragmatic support to business leaders.
Experience of working within a professional services environment would be an advantage.
Strong evidence of supporting senior business leaders on employee relation issues and effective stakeholder management.
Experience of managing restructuring programs and change management initiatives would be an advantage.
Excellent written and verbal communication skills, including a good command of English.
The ability to interact with colleagues at all levels.
Strong organisational skills and ability to manage competing and rapidly changing priorities.
Ability to work independently and operate well in a team.
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Understanding and experience of operating in a Global matrix environment.
