HR Labor Relations Senior Manager, Vice President

Discover your future at Citi

Working at Citi is far more than just a job. A career with us means joining a team of more than 230,000 dedicated people from around the globe. At Citi, you’ll have the opportunity to grow your career, give back to your community and make a real impact.

Job Overview

At Citi, we get to connect millions of people across hundreds of cities and countries every day.  And we've been doing it for more than 200 years.  We do this through our unparalleled global network.  We provide a broad range of financial services and products to our clients – whether they be consumers, corporations, governments or institutions – to help them meet their biggest opportunities and face the world's toughest challenges.

Shape your Career with Citi

Citi’s Human Resources (HR) team helps Citi to attract, retain and develop our employees across the globe.  The team does this through supporting key areas including recruiting, diversity, global learning and talent development, benefits, compensation and employee relations.

We’re currently looking for a high caliber professional to join our team as HR Labor Relations Senior Manager, Vice President,  - Hybrid based in Kuala Lumpur, Malaysia. 

The HR Labor Relations Senior Manager, Vice President role is a hybrid, second‑line‑of‑defense–aligned HR leadership position responsible for safeguarding the organization through effective employee and labor relations management, while strengthening HR governance, controls, risk management, and regulatory compliance.

This role acts as a trusted advisor to business leaders, HR Business Partners, and senior management, balancing fair employee outcomes, legal and regulatory obligations, and enterprise risk expectations. The incumbent ensures that employee relations decisions are consistent, defensible, well‑governed, and aligned to internal policies, labor laws, and regulatory standards, while proactively identifying and mitigating HR‑related risks.

In this role, your key responsibilities include:

Employee & Labor Relations

• Manage complex employee relations matters, including disciplinary actions disputes, performance management disputes, grievances, and involuntary separations.

• Provide expert advice on labor relations, including union engagement, collective agreements, and negotiations (where applicable).

• Ensure fair, consistent, and legally compliant application of disciplinary and corrective actions across the organization.

• Partner closely with various extended teams i.e., HR Regulatory controls and compliance, HR controls and compliance, HRP&D, HR COEs, Legal including Company Secretary, Compliance, and business leaders in managing HR governance, controls, risk management, and regulatory compliance.

• Represent HR in escalated employee or labor matters involving regulators, labor authorities, or external counsel, as required.

• Support crisis or high‑risk ER cases with potential reputational, regulatory, or litigation impact.

HR Risk Management, Controls & Governance

• Strengthen the HR risk and control framework, ensuring alignment with enterprise risk management standards and regulatory expectations.

• Identify, assess, and mitigate HR‑related risks, including conduct risk, governance gaps, policy breaches, and control weaknesses.

• Support risk assessments (e.g., RCSA/RIA), issues management, and remediation actions related to HR processes and employee conduct.

• Drive timely closure of audit findings, regulatory observations, CAPs and iCAPs relating to HR, employee relations, or workforce governance.

• Ensure HR policies, standards, and procedures are current, well‑controlled, consistently implemented, and effectively communicated.

Regulatory & Policy Compliance

• Ensure compliance with local labor laws, employment regulations, and regulatory expectations, including those applicable to regulated financial institutions.

• Support fit‑and‑proper, accountability, and responsibility mapping requirements, working closely with Compliance, Legal, BE and HR stakeholders.

• Function as HR subject‑matter expert for regulatory examinations, internal audits, and management reviews involving people governance and conduct.

• Monitor regulatory developments and assess their impact on HR policies, employee relations practices, and workforce risk.

Stakeholder Advisory

• Serve as a credible advisor to extended HR teams on sensitive employee, labor, and people‑risk matters.

• Influence and challenge stakeholders constructively to ensure decisions are risk‑aware, consistent, and aligned to firm values and controls.

• Provide guidance and capability‑building to HR teams on employee relations best practices, risk awareness, and governance discipline.

• Partner with local, cluster and global HR, Controls, Risk, and Compliance teams to ensure alignment with enterprise standards and expectations.

Reporting, Data & Continuous Improvement

• Deliver management reporting on human capital risk trends and control issues.

• Deliver regulatory reporting.

As a successful candidate, you’d ideally have the following skills and exposure:

Key Qualifications & Experience

• 8-12+ years of progressive HR experience, with strong exposure to employee relations/labor relations and HR risk, controls, or compliance.

• Proven experience operating in a regulated, complex, or matrixed organization (financial services, multinational, or similarly governed environment preferred).

• Strong working knowledge of employment law, labor regulations, and employee relations best practices.

• Demonstrated ability to manage high‑risk, sensitive, and escalated people matters with sound judgment and professionalism.

• Experience engaging with Compliance, Legal, Internal Audit, Risk, or regulators on HR‑related matters is highly desirable.

• Excellent judgment, integrity, and risk awareness

​Skills & Competencies

• Strong stakeholder management and influencing skills, including senior levels.

• Ability to balance employee fairness, legal compliance, and enterprise risk.

• High diligence with strong documentation and governance discipline.

• Clear, confident communicator with the ability to manage complex and sensitive situations.

Education

• Bachelor’s degree required; master’s degree or professional HR/legal qualifications preferred.

Working at Citi is far more than just a job. A career with us means joining a family of more than 230,000 dedicated people from around the globe. At Citi, you’ll have the opportunity to grow your career, give back to your community and make a real impact.

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Job Family Group:

Human Resources

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Job Family:

Employee Relations

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Time Type:

Full time

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Most Relevant Skills

Please see the requirements listed above.

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Other Relevant Skills

For complementary skills, please see above and/or contact the recruiter.

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Citi is an equal opportunity employer, and qualified candidates will receive consideration without regard to their race, color, religion, sex, sexual orientation, gender identity, national origin, disability, status as a protected veteran, or any other characteristic protected by law.

If you are a person with a disability and need a reasonable accommodation to use our search tools and/or apply for a career opportunity review Accessibility at Citi.

View Citi’s EEO Policy Statement and the Know Your Rights poster.