Employee Relations Partner

About the role

The Employee Relations Partner will champion constructive dialogue between management and employees, fostering a positive and compliant workplace across Maersk’s operations. This role ensures the implementation of the employee relations (ER) vision, strategy and governance, and acts as the key liaison with staff councils, unions and labour authorities.

Key responsibilities

• Develop and execute collective bargaining strategies in line with local ER principles and governance.
• Lead negotiations with unions, securing professional and sustainable agreements.
• Assess long‑term financial and operational impacts of collective agreements.
• Manage consultation processes with employee representative bodies together with HR and business leaders.
• Coordinate responses to industrial actions, aligning with regional ER leadership and company frameworks.
• Represent Maersk before local labour authorities in administrative and official matters.
• Oversee disciplinary procedures ensuring compliance with company policy and labour law.
• Serve as primary contact for employee grievances, conduct impartial investigations and facilitate resolutions.
• Partner with managers to apply fair, consistent corrective actions and document outcomes.
• Provide expert advice to People Function professionals and recommend preventive measures to leadership.
• Ensure compliance with local labour legislation, collective agreements and corporate governance.
• Advise employees and managers on policies, procedures and employment regulations.
• Collaborate with HR partners to update and communicate workplace policies and embed ER principles in new initiatives.
• Promote transparent communication with employees and representative bodies to build trust.
• Support ER training and capability development for frontline leaders.

Required profile

• Proven experience in collective bargaining and union negotiations.
• Strong knowledge of local labour laws, collective agreements and corporate governance frameworks.
• Demonstrated ability to conduct impartial investigations and handle employee grievances.
• Experience managing industrial actions and consultation processes.
• Excellent communication and stakeholder‑management skills, with the ability to influence senior leaders.
• Capability to assess financial and operational implications of ER decisions.
• Collaborative mindset to work closely with HR, business leaders and employee representative bodies.

Required skills