Employee Relations Manager , Global Corporate Employee Relations (GCER)
Amazon · Tokyo, JPN ·
- Employment
- Full time
- Category
- Management
The Global Corporate Employee Relations (GCER) team at Amazon is seeking an Employee Relations Manager to support all Corporate lines of business in the Asia Pacific, Japan and China region (APJC). This role requires an individual who can operate across the full employee relations spectrum with strong judgment and the ability to work independently and collaborate effectively across multiple stakeholder groups—including PXT partners, Legal, business leadership, and regional subject matter experts—to drive alignment across Amazon's wide geographic and cultural scope.
The central objective of GCER is to ensure our organization's treatment of every employee is fair, respectful, and consistent with our core business values, policies, and objectives as we Strive to be Earth's Best Employer. This position balances prevention-oriented work (enhancing the employee experience, assessing organizational risk, building positive ER programs) with response-driven work (complex investigations into discrimination, harassment, and retaliation, crisis response, and time-sensitive escalations).
Critically, this role requires the ability to operate fluidly between micro-level and macro-level work, managing discrete investigations and individual conflict resolution while simultaneously maintaining the strategic perspective to recognize when unresolved issues signal broader systemic risk or have the potential to galvanize collective employee action. The ability to see around corners, connect disparate signals, and escalate before issues compound is essential to success.
The position reports to the APJC Principal of Employee Relations, and will be based in Tokyo, Japan. This is a full-time position that could require travel up to 30% of the time over the course of the year, varying based on business needs and regional support requirements.
At Amazon, you'll work alongside the latest AI and GenAI tools that are increasingly woven into how teams operate: from AI-powered capabilities that accelerate decision-making, to Generative AI that helps you focus on work that truly matters. You'll have opportunities and resources to develop AI fluency at your own pace, with continuous learning built into the culture.
Key job responsibilities
Strategic Partnership
• Partner with business leaders, HRPs, HRBPs, Labor and Employment Legal, regional SMEs, and compliance teams to create, sustain, and evolve positive Employee Relations programs, policies, and practices that support a healthy employee relations environment.
• Analyze, diagnose, design, and revise people programs, policies, and practices to sustain positive employee relations, address emerging workforce dynamics, and ensure ER strategies are legally sound and regionally appropriate.
• Manage and resolve conflicts at all levels of the organization, developing proactive response strategies that address employee concerns at the earliest opportunity.
Expert Consultation & Coaching
• Provide expert guidance to HRBP’s, managers, and business leaders on complex Employee Relations matters, including conflict resolution and one-on-one coaching at all levels of the organization.
• Work directly with Amazon employees at all levels to identify, address, and resolve concerns through conflict resolution, coaching, and structured engagement.
Workplace Investigations
• Lead and manage high-complexity workplace investigations into allegations of discrimination, harassment, retaliation, and other serious policy violations, ensuring they are thorough, timely, well-documented, and result in fair, defensible outcomes.
• Partner with centralized investigation resources as appropriate, maintaining oversight and ensuring investigative quality and consistency.
Proactive Employee Experience
• Leverage a combination of AI-powered sentiment analysis, data-driven workforce intelligence, and direct engagement methods (e.g., listening sessions, focus groups) to surface and address employee concerns at the earliest opportunity — evolving the approach as new tools and capabilities mature.
• Conduct Employee Experience Assessments (EEAs) and develop targeted mitigation strategies to remediate pain points in the employee experience.
Dual-Lens Risk Assessment
• Operate with a dual lens: manage individual (micro-level) employee matters while continuously assessing whether unresolved issues could escalate into broader (macro-level) organizational risk — including collective employee action, reputational exposure, or systemic breakdowns in trust.
• Ensure holistic case awareness so that individual investigations inform broader labor relations strategy.
• Maintain awareness of workforce dynamics and employee sentiment, ensuring trusted relationship with employees and respond to concerns.
Data Analytics & AI-Powered Insights
• Analyze and synthesize a variety of data sources to identify emerging trends, predictive patterns, and areas of opportunity across both ER and LR.
• Translate insights into actionable and compelling recommendations for business leaders through regular reporting; actively engage GenAI tooling to augment Employee Relations reporting, analysis, and process improvements.
Training & Program Development
• Design and deliver training programs on positive employee relations and leadership best practices using a tiered approach
• Assist in strategic business writing and contribute to or lead the development of business operational documents and strategic initiatives.
The central objective of GCER is to ensure our organization's treatment of every employee is fair, respectful, and consistent with our core business values, policies, and objectives as we Strive to be Earth's Best Employer. This position balances prevention-oriented work (enhancing the employee experience, assessing organizational risk, building positive ER programs) with response-driven work (complex investigations into discrimination, harassment, and retaliation, crisis response, and time-sensitive escalations).
Critically, this role requires the ability to operate fluidly between micro-level and macro-level work, managing discrete investigations and individual conflict resolution while simultaneously maintaining the strategic perspective to recognize when unresolved issues signal broader systemic risk or have the potential to galvanize collective employee action. The ability to see around corners, connect disparate signals, and escalate before issues compound is essential to success.
The position reports to the APJC Principal of Employee Relations, and will be based in Tokyo, Japan. This is a full-time position that could require travel up to 30% of the time over the course of the year, varying based on business needs and regional support requirements.
At Amazon, you'll work alongside the latest AI and GenAI tools that are increasingly woven into how teams operate: from AI-powered capabilities that accelerate decision-making, to Generative AI that helps you focus on work that truly matters. You'll have opportunities and resources to develop AI fluency at your own pace, with continuous learning built into the culture.
Key job responsibilities
Strategic Partnership
• Partner with business leaders, HRPs, HRBPs, Labor and Employment Legal, regional SMEs, and compliance teams to create, sustain, and evolve positive Employee Relations programs, policies, and practices that support a healthy employee relations environment.
• Analyze, diagnose, design, and revise people programs, policies, and practices to sustain positive employee relations, address emerging workforce dynamics, and ensure ER strategies are legally sound and regionally appropriate.
• Manage and resolve conflicts at all levels of the organization, developing proactive response strategies that address employee concerns at the earliest opportunity.
Expert Consultation & Coaching
• Provide expert guidance to HRBP’s, managers, and business leaders on complex Employee Relations matters, including conflict resolution and one-on-one coaching at all levels of the organization.
• Work directly with Amazon employees at all levels to identify, address, and resolve concerns through conflict resolution, coaching, and structured engagement.
Workplace Investigations
• Lead and manage high-complexity workplace investigations into allegations of discrimination, harassment, retaliation, and other serious policy violations, ensuring they are thorough, timely, well-documented, and result in fair, defensible outcomes.
• Partner with centralized investigation resources as appropriate, maintaining oversight and ensuring investigative quality and consistency.
Proactive Employee Experience
• Leverage a combination of AI-powered sentiment analysis, data-driven workforce intelligence, and direct engagement methods (e.g., listening sessions, focus groups) to surface and address employee concerns at the earliest opportunity — evolving the approach as new tools and capabilities mature.
• Conduct Employee Experience Assessments (EEAs) and develop targeted mitigation strategies to remediate pain points in the employee experience.
Dual-Lens Risk Assessment
• Operate with a dual lens: manage individual (micro-level) employee matters while continuously assessing whether unresolved issues could escalate into broader (macro-level) organizational risk — including collective employee action, reputational exposure, or systemic breakdowns in trust.
• Ensure holistic case awareness so that individual investigations inform broader labor relations strategy.
• Maintain awareness of workforce dynamics and employee sentiment, ensuring trusted relationship with employees and respond to concerns.
Data Analytics & AI-Powered Insights
• Analyze and synthesize a variety of data sources to identify emerging trends, predictive patterns, and areas of opportunity across both ER and LR.
• Translate insights into actionable and compelling recommendations for business leaders through regular reporting; actively engage GenAI tooling to augment Employee Relations reporting, analysis, and process improvements.
Training & Program Development
• Design and deliver training programs on positive employee relations and leadership best practices using a tiered approach
• Assist in strategic business writing and contribute to or lead the development of business operational documents and strategic initiatives.