Aon is in the business of better decisions At Aon, we shape decisions for the better to protect and enrich the lives of people around the world. As an organization, we are united through trust as one inclusive, diverse team, and we are passionate about helping our colleagues and clients succeed. What the day will look like The People Matters Leader is responsible for setting up and leading the team of People Matters Consultants who support broad-based ER-related tasks and cases, including running investigations, supporting colleagues and people managers with ER-related questions and issues, and serve as an employee relations SMEs on business changes and initiatives across the Greater China sub-region. The People Matters Manager is also responsible for supporting ER-related tasks and cases, including escalations and complex investigations. The People Matters Manager will have a variety of interactions with the People Org, managers, and colleagues including responding to queries and issues related to People Org policies and processes. The People Matters Manager will be responsible for leading the centralized team of People Matters Consultants, ensuring the team is handling all cases and issues appropriately, and ensuring EthicsPoint is updated and maintained. This role will regularly interact with People Partners, General Counsel, Employment Law, Compliance, Finance, and many other interdependent functions to determine appropriate course of action and bring queries and issues to closure. Core areas of the People Matters Team include: People Policy Interpretation and Management: Deliver advice and consultation as required for complex policy consultation issues: Address interpretation needs, updates and escalations around questions about People policy/process ensuring equitable and consistent application. Provide feedback on regulatory/required changes that may affect existing policies and facilitates policy update with appropriate policy owner ensuring compliance with local regulatory needs and partner with Global People Policy standards and guidance as required. Allegations and Performance Issues: Deliver advice and consultation as required: Partner with the colleagues, managers, and other business leaders to address performance gaps. Provide coaching to facilitate discussions/ process to effectively manage poor performance. Conduct, oversee, and manage internal investigations of complex allegations of misconduct and undertake conflict management and resolution of formal/informal grievances and concerns independently (escalating and partnering with interdependent functions when required) and brings to closure following appropriate protocol. Ensure team of consultants/advisors follow protocol and deliver feedback to consultants/advisors on case management completion to improve delivery performance for all investigations, ensuring cases are logged and maintained in EthicsPoint. Collaborate with People Partners, General Counsel or other internal parties as needed on situations that have potential for broad exposure. Absence & Wellbeing Management: Deliver advice and consultation required to effectively manage complex assigned cases: Leave of absence consultation (non-medical) Consultation on health-related absence and wellbeing management prior to and upon return from leave of absence, to retain colleagues at work and advise on support measures available Consult on flexible working requests Consult on and manage process for workplace accommodations / modifications / reasonable adjustment Colleague crisis management consultation and support Manage EAP processes, services, and vendors where applicable Inform and support wellbeing and I&D initiatives identified by ER trends Organizational Change: Deliver advice and consultation as required for complex assigned cases: Support involuntary termination administration including processing involuntary terminations in Workday and provide position elimination support which includes but is not limited to testing business case for position eliminations and advise on ER risks and appropriate processes to follow M&A/D employee relations support including pre-acquisition due diligence and consultation where applicable Maintain a directory of employee forums, works councils and requisite consultation requirements where applicable and progress/consult on collective consultation to support business changes where legislatively required Litigation & Risk Management: At all times oversee effective and efficient timely delivery of advice and consultation across the entire scope of employee relations issues ensuring efficient usage of EthicsPoint and escalating and collaborating with relevant key stakeholder including People Org: Partner with Employment Law, Compliance, GSS, & Data Privacy on any activity which may result in litigation or regulatory risk Provide ER data & analytics and proactively leverage trend data to inform and enable people related strategy, initiatives and opportunities (e.g., toolkits, training, etc.) Expand data & analytics on cost / cost avoidance, conduct, performance and absence / colleague wellbeing for inclusion in People Analytics dashboard How this opportunity is different The People Matters Team advises on employee relations (ER) issues across People policies, performance management, allegations and employee investigations, conflict resolution, organizational change, absence & wellbeing consultation, and regional/local employee relations requirements. The People Matters Manager is responsible for leading the People Matters team of consultants and ensuring they provide quality consultation service and support, working closely with others within the People Organization, supporting business leaders, managers, and colleagues. The People Matters Manager reports into the Regional People Matters Lead. Skills and experience that will lead to success Proven experience coaching and advising employees at all levels on HR policy and processes Significant experience and knowledge in consulting on local employment laws and HR trends Strong consulting skills working with a broad client base at various experience levels Excellent listening, interpersonal, written and oral communication skills Excellent emotional intelligence and people leadership skills HR process improvement project experience Proficient in MS Office (Word, Excel, PowerPoint) Strong analytical skills and attention to detail Highly motivated and self directed Can maintain confidentiality of sensitive data Ability to prioritize and execute tasks in time-sensitive situations Ability to coach and influence others How we support our colleagues In addition to our comprehensive benefits package, we encourage a diverse workforce. Plus, our agile, inclusive environment allows you to manage your wellbeing and work/life balance, ensuring you can be your best self at Aon. Furthermore, all colleagues enjoy two “Global Wellbeing Days” each year, encouraging you to take time to focus on yourself. We offer a variety of working style solutions, but we also recognise that flexibility goes beyond just the place of work... and we are all for it. We call this Smart Working! Our continuous learning culture inspires and equips you to learn, share and grow, helping you achieve your fullest potential. As a result, at Aon, you are more connected, more relevant, and more valued. Aon values an innovative, diverse workplace where all colleagues feel empowered to be their authentic selves. Aon is proud to be an equal opportunity workplace. Aon provides equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, creed, sex, sexual orientation, gender identity, national origin, age, disability, veteran, marital, domestic partner status, or other legally protected status. We welcome applications from all and provide individuals with disabilities with reasonable adjustments to participate in the job application, interview process and to perform essential job functions once onboard. If you would like to learn more about the reasonable accommodations we provide, email ReasonableAccommodations@Aon.com 2551926