Overview:

RMIT Vietnam is seeking an experienced Employee Relations Manager to lead and strengthen our employee and industrial relations practices. This is an exciting opportunity for a strategic HR professional with deep expertise in Vietnamese employment legislation, complex employee relations matters and workplace investigations to shape a fair, respectful and inclusive workplace. Working closely with senior leaders and HR Business Partners, you will provide trusted advice on complex workforce matters, lead employee relations initiatives, and drive best practices that support our people and organisational goals.

WHY JOIN RMIT VIETNAM?

At RMIT Vietnam, international exposure meets real-world impact through strong industry and government collaboration. Working at RMIT means building a meaningful career while creating impact in a high-performing environment.

Further insight into our mission, impact and global connections is available in the RMIT Vietnam Profile.

WHAT WE OFFER

Expatriates

• Competitive remuneration package USD for expatriate candidates
• Relocation allowance package of US$6,000
• Relocation flights from home location to Vietnam for candidate and direct dependents (if applicable)
• International repatriation flights for the staff and direct dependents at the end of their contract.
• School tuition fees for children to attend the K-12 program in Vietnam, up to US$20,000 per child or US$40,000 for two children per year.
• Premium private medical insurance for employee and immediate family, plus Personal Accident Insurance
• Dedicated support from Global Mobility Team to support with immigration and relocation to Vietnam.

Vietnamese candidates

• Competitive remuneration VND package for Vietnamese candidates.
• Annual Executive Bonus
• 13th month Tet bonus
• Private Health insurance for you and your family, plus Personal Accident Insurance

Other benefits

• Generous annual leave, sick leave, volunteer leave and public holidays (Christmas and Tet Holidays)
• Professional development and career advancement
• Access to state-of-the-art facilities and resources
• A vibrant and diverse campus life and more!

POSITION SUMMARY

The People (HR) team at RMIT Vietnam supports the University’s strategic objectives by delivering services that enhance organisational capability, employee engagement, and a culture of innovation. The Employee Relations (ER) Manager provides comprehensive end-to-end support across case management, workplace investigations, union engagement, and policy governance.

Success in this role requires deep expertise in Vietnamese employment legislation and a proven ability to apply it to complex workplace matters. The incumbent must also be adept at operating within an international and culturally diverse environment, balancing local legal requirements with and practices of colleagues and stakeholders across the broader RMIT network.

The role ensures employee matters are managed fairly, consistently, and in compliance with applicable labour legislation, while delivering expert advice on complex employee relations issues. This role works in close partnership with leaders, HR Business Partners, internal legal advisors, employees, and Trade Unions. The incumbent acts as a strategic advisor to senior leadership on workforce risk, organizational culture, employee conduct, workforce change, and industrial relations implications of business decisions. The ER Advisor working alongside the Senior ER Advisor collaboratively contributes to effective employee and industrial relations outcomes.

Key Accountabilities summary

Employee Relations Case Management and Oversight

• Provide oversight of the end-to-end management of employee relations matters, including disciplinary matters, grievances, performance concerns, workplace conflicts, and other employee matters, ensuring timely, consistent, and procedurally fair outcomes.
• Provide guidance and direction to the Employee Relations Advisor, leaders and HRBP’s in managing  cases, ensuring appropriate case handling, procedural compliance, documentation, and alignment with organizational policies and employment requirements.
• Act as the primary escalation point for the Employee Relations Advisor on complex, sensitive, high-risk, or contentious employee relations cases, providing advice, recommendations, and direction on appropriate courses of action.
• Review and provide quality assurance of case assessments, investigation findings, recommendations, and proposed outcomes to ensure sound judgement, consistency, and procedural fairness.
• Personally assume the lead in managing highly sensitive, complex, or high-risk cases requiring senior-level intervention, judgement, and stakeholder management.

Workplace Investigations

• Provide strategic oversight and guidance on workplace investigations, including investigation planning, interview approaches, evidence assessment, procedural fairness, and report preparation.
• Lead or oversee complex and sensitive investigations, ensuring investigations are conducted objectively, thoroughly, confidentially, and in accordance with established protocols and due process requirements.
• Review investigation findings and reports, providing critical assessment and recommendations to support appropriate and defensible management decisions.

Employee and Industrial Relations Advisory

• Provide expert advice and guidance to leaders, HR Business Partners, and other stakeholders on complex employee and industrial relations matters, including local employment legislation, policy interpretation, procedural requirements, and associated risks.
• Act as the senior advisory and escalation point for employee relations matters, supporting stakeholders in assessing risks, determining appropriate interventions, and making informed decisions.
• Provide guidance and direction to the Employee Relations Advisor on case management approaches, policy application, stakeholder engagement, and appropriate resolution strategies.
• Ensure employee and industrial relations practices are aligned with local labour laws, regulations, organizational policies, and relevant local practices and cultural considerations.

HR Policy Governance

• Lead and oversee the review, development, and continuous improvement of HR policies, procedures, guidelines, and related frameworks within the assigned scope.
• Ensure policies and procedures remain relevant, consistent, and aligned with applicable legal and regulatory requirements and organizational standards.
• Provide authoritative guidance on policy interpretation and application, promoting consistency in decision-making and implementation across the organization.
• Act as a subject matter expert on employee relations policies, employment legislation, and industrial relations practices, advising stakeholders on policy implications and appropriate application.

Industrial Relations Management

• Lead and oversee industrial relations activities, including engagement with Trade Unions and employee representatives, ensuring constructive stakeholder relationships and compliance with applicable requirements.
• Provide guidance on union consultations, collective discussions, negotiations, meetings, and issue resolution, including the management of sensitive or contentious matters.
• Oversee the preparation of relevant documentation, briefing materials, and management positions to support collective discussions and industrial relations engagements.
• Monitor compliance with collective agreements, union arrangements, and statutory industrial relations requirements, identifying and addressing potential risks.

Stakeholder Management and Engagement

• Build and maintain effective working relationships with senior leaders, HR Business Partners, employees, Trade Unions, and other relevant stakeholders to facilitate effective management and resolution of employee and industrial relations matters.
• Lead stakeholder engagement on complex or sensitive ER/IR matters, providing appropriate guidance, managing expectations, and facilitating constructive resolution.
• Provide direction and support to the Employee Relations Advisor in managing stakeholder relationships and coordinating ER/IR activities.

ER Risk Management and Insights

• Lead the identification and assessment of emerging employee relations trends, recurring issues, and organizational risks, using case data, stakeholder feedback, and relevant insights to recommend proactive interventions.
• Provide strategic recommendations to mitigate employee and industrial relations risks, strengthen management practices, and prevent recurring issues.
• Ensure appropriate escalation and reporting of significant ER/IR risks and emerging issues to relevant stakeholders.

People Leadership and Capability Development

• Provide day-to-day leadership, supervision, and guidance to the Employee Relations Advisor, HRBP’s and people leaders, ensuring clarity of responsibilities, priorities, and performance expectations.
• Support the development of the Employee Relations Advisor's technical capability, judgement, and confidence through coaching, knowledge sharing, case reviews, and constructive feedback.
• Review and monitor the quality, timeliness, and consistency of assigned work, providing guidance and intervention where required.
• Promote knowledge sharing, collaboration, and continuous capability development within the Employee Relations function.

Strategic Projects and Continuous Improvement

• Lead and contribute to strategic HR initiatives, ER/IR projects, and continuous improvement activities to strengthen employee relations frameworks, processes, systems, and tools.
• Identify opportunities to improve operational efficiency, consistency, and effectiveness of ER/IR practices through process enhancement, automation, and the development of practical resources and guidelines.
• Drive the implementation of agreed ER/IR initiatives and collaborate with relevant stakeholders to achieve intended outcomes.

Governance, Documentation and Reporting

• Ensure appropriate governance and oversight of employee and industrial relations records, case documentation, reporting, and tracking mechanisms, maintaining confidentiality, accuracy, and audit readiness.
• Establish and maintain appropriate standards for ER/IR documentation, case reporting, and information management.
• Monitor case progress, identify delays or emerging risks, and ensure appropriate follow-up and escalation.
• Lead initiatives that strengthen workplace culture, respectful behaviors, conflict resolution capability, and psychological safety across the University.

Key Selection Criteria

• Degree in Human Resources, Industrial Relations, Law, Business Administration, or a related discipline; a relevant Master's degree is highly desirable.

• Substantial experience in employee and industrial relations, with demonstrated expertise in managing complex and sensitive ER matters.

• Strong knowledge of local employment legislation, industrial relations frameworks, HR policies, and regulatory requirements.

• Demonstrated experience in leading workplace investigations, managing disciplinary matters, grievances, and other complex employee relations cases, ensuring procedural fairness and due process.

• Proven ability to provide strategic and practical advice to senior leaders and HR Business Partners on complex ER/IR matters, including risk assessment and recommended interventions.

• Strong analytical, problem-solving, and decision-making skills, with the ability to exercise sound judgement and act as an escalation point for sensitive and high-risk matters.

• Demonstrated experience in industrial relations management, including Trade Union engagement, employee consultations, collective discussions, and compliance monitoring.

• Proven leadership and people management capabilities, including providing direction, coaching, supervision, and capability development to team members.

• Highly developed stakeholder management, consultation, negotiation, and influencing skills, with the ability to manage sensitive and contentious workplace matters.

• Strong written and verbal communication skills, including the ability to prepare investigation reports, case assessments, and recommendations for management consideration.

• Demonstrated ability to lead policy governance, project management including process improvements while ensuring consistency, efficiency, and compliance.

• Ability to display appropriate behaviors in line with the position, as per the RMIT Behavioral Capability Framework (Connectedness, Commitment to Excellence – Improve and Simplify; Imagination and Innovation; Impact; Inclusion; Agility).

More information is available in the Job Description.

HOW TO APPLY

To be considered for this role, it is mandatory to submit both a resume and a cover letter. Please click on the 'Apply' link provided in this Job Ads to initiate the application process.

Please note that we will be running a rolling recruitment process, so please apply as soon as possible.

Compliance Requirements

All academic appointments at RMIT Vietnam must meet University and local regulatory requirements, including English proficiency, background checks, and (for international candidates) eligibility for a work permit. 

English is the language of teaching and communication at RMIT Vietnam. For this role, the minimum requirement is IELTS (Academic) with a score of at least 6.5 with no competency less than 6.5 (or equivalent, as outlined in the Recruitment, Selection and Onboarding Guidelines). 

Further guidance will be provided during the recruitment process.

RMIT UNIVERSITY COMMITMENT

RMIT is committed to the rights of students and staff to be safe, respected, valued, and treated as an equal in their place of study and work. All staff are expected to share this commitment and contribute to a safer community. While carrying out their role, staff are in a position of trust with students. Staff have a duty of care to report wellbeing concerns about students through the designated channels and uphold the code of conduct. RMIT Vietnam expects all staff members to comply with its Code of Conduct, policies and procedures, which relate to legal and regulatory requirements and our ways of working.

IMPORTANT NOTICE:

• Please ensure that your application is submitted through our Workday system on the RMIT Careers page. We do not accept applications through other means.
• RMIT Vietnam will never request any fees or payments during the application process. Be vigilant about scams asking for payment to apply.
• For any questions or support, feel free to reach out to our Talent Acquisition team at employment@rmit.edu.vn

Applications Close:

RMIT University Vietnam (RMIT Vietnam) is a campus of RMIT University. RMIT Vietnam is creating an innovative research, teaching and learning culture. We are committed to providing internationally recognised high-quality education and professional training for our students, clients and members of the community.  As an internationally recognised Australian university based in Asia, RMIT Vietnam is assisting in the development of human resources capability in Vietnam and the region.

https://www.rmit.edu.vn/about-us