HR Employee Relations and Communication

1. Job Purpose

The Employee Relations staff supports a positive, respectful, inclusive and compliant work environment by managing employee relations matters, employee feedback channels, workplace investigations, disciplinary and grievance processes, and employee communication, engagement activities.

The position serves as a trusted advisor to employees and managers, ensuring that employee concerns are addressed objectively, consistently, confidentially and in accordance with Vietnamese labor legislation, onsemi policies, the Code of Business Conduct, Responsible Business Alliance requirements, and established HR governance.

The role also supports employee dialogue, engagement, recognition, internal communication, audit readiness, and continuous improvement of Employee Relations processes.

2. Key Responsibilities 2.1 Employee Relations Advisory

• Serve as a primary point of contact for employees and managers on workplace concerns, employee relations matters, HR policies, disciplinary issues, attendance, workplace conduct and conflict resolution.
• Provide practical and consistent ER advice based on company policies, Vietnamese labor regulations, established practices and approval requirements.
• Coach managers on employee communication, performance-related conversations, conflict management, documentation and fair treatment.
• Maintain regular visibility and interaction with employees across functions and shifts to proactively identify workplace concerns.
• Escalate high-risk, sensitive or complex cases to the HR Manager, Legal, Ethics & Compliance, or other appropriate stakeholders.

2.2 Grievance and Case Management

• Receive, assess, document and coordinate the resolution of employee complaints, grievances, workplace conflicts and policy-related concerns.
• Conduct initial case assessment to determine severity, risk level, required stakeholders and the appropriate escalation route.
• Develop case-handling plans, track actions and ensure cases are closed within agreed timelines.
• Coordinate employee counselling, mediation, corrective action and other appropriate interventions.
• Maintain confidential and complete case records, including facts, supporting documents, conclusions, approvals and corrective actions.
• Monitor recurring concerns and identify systemic issues requiring policy, process, communication or management intervention.

2.3 Workplace Investigations

• Conduct or support fair, objective, timely and confidential investigations into alleged misconduct, harassment, discrimination, retaliation, absenteeism, ethics concerns, workplace behavior and policy violations.
• Prepare investigation plans, interview relevant parties, review evidence and document factual findings.
• Coordinate with Legal, Ethics & Compliance, Security, EHS, HR leadership and other stakeholders when required.
• Prepare clear investigation reports and recommend appropriate actions based on facts, policy, legal requirements and established practices.
• Track completion and effectiveness of corrective and preventive actions while maintaining strict confidentiality.

2.4 Discipline and Corrective Action

• Guide managers through counselling, verbal and written warnings, performance-related corrective actions, show-cause processes, disciplinary meetings and termination documentation.
• Review disciplinary documents for accuracy, consistency, procedural fairness and compliance before issuance.
• Ensure employees have an appropriate opportunity to provide information and respond to allegations.
• Advise stakeholders on the proportionality and consistency of proposed corrective actions.
• Maintain disciplinary records and monitor active warnings, commitments and follow-up actions.
• Coordinate with relevant government authorities or external advisors when required.

2.5 Employee Dialogue and Feedback Channels

• Plan and facilitate regular Employee Dialogue sessions with HR and site leadership.
• Collect, categorize, assign and track employee questions, concerns and suggestions.
• Coordinate accurate and timely responses with functional owners and monitor agreed response timelines.
• Analyze recurring feedback themes and prepare recommendations for management action.
• Support town halls, roundtables, focus groups, employee listening sessions, pulse surveys and other two-way communication channels.
• Monitor internal employee communication channels and coordinate responses to employee feedback.

2.6 Labor Compliance and Governance

• Maintain working knowledge of Vietnamese labor legislation and relevant regulatory requirements.
• Ensure ER processes comply with company policies, local labor requirements, the Code of Business Conduct, ethical standards and Responsible Business Alliance expectations.
• Support the review, communication and implementation of internal labor regulations, labor-related documents, HR policies and employee procedures.
• Support labor inspections and internal, customer, RBA or compliance audits, including evidence preparation and corrective action follow-up.
• Liaise with employee representatives, labor authorities, government agencies and external advisors when authorized.
• Ensure all ER documentation is complete, traceable, properly approved and audit-ready.

2.7 Employee Engagement and Recognition

• Coordinate selected employee engagement, recognition, Corporate Social Responsibility and workplace culture activities.
• Support Employee of the Month, Employee of the Quarter, service recognition and other company recognition programs.
• Work with leaders to ensure recognition processes are transparent, inclusive, timely and properly documented.
• Gather participation and feedback data to evaluate program effectiveness.

2.8 Internal Communication

• Draft and coordinate bilingual English-Vietnamese employee communications, HR announcements, leadership messages, policy updates and ER awareness materials.
• Review HR communications to ensure clarity, consistency, accuracy and suitability for the employee population.
• Support town halls, employee campaigns, newsletters, HR information channels and communication displays.
• Coordinate with Corporate Communications and other stakeholders on relevant site initiatives.

2.9 ER Reporting and Analytics

• Maintain an accurate Employee Relations case tracker and related documentation.
• Prepare weekly, monthly, quarterly and ad-hoc ER reports for HR and site leadership.
• Monitor case volume and type, case aging and closure time,Employee Dialogue topics, corrective action completion, engagement participation, and labor and ethics compliance indicators.
• Identify trends, risks and improvement opportunities and present recommendations to HR and site leadership.
• Protect personal and confidential information in all reports.

2.10 Continuous Improvement and HR Projects

• Review ER processes, templates, case categories, workflows and service standards for improvement opportunities.
• Develop standard templates, checklists, investigation guides, disciplinary documentation and manager toolkits.
• Support automation and digitization of Employee Relations case tracking and reporting.
• Participate in regional, corporate or site HR projects and deliver ER awareness sessions for managers and employees.
• Perform other duties and HR assignments as required by the HR Manager.

3. Qualifications Education

• Bachelor’s degree in Human Resources Management, Labor Relations, Law, Psychology, Behavioral Science, Business Administration or a related discipline.

Experience

• Minimum 3 years of relevant Human Resources experience, preferred direct Employee Relations or Industrial Relations experience.
• Hands-on experience in employee grievance handling, workplace investigations, disciplinary processes, conflict resolution, policy interpretation and employee communication.
• Experience in a manufacturing, semiconductor, electronics or multinational environment is strongly preferred.
• Experience supporting a large, diverse and shift-based workforce is an advantage.
• Experience participating in labor, ethics, social compliance or RBA audits is preferred.

4. Knowledge and Skills

• Knowledge of Vietnamese labor legislation and employee relations practices.
• Ability to analytical and report-writing skills.
• Ability to handle sensitive matters objectively and confidentially.
• Good project-management, organizational, prioritization and time-management skills.
• Proficiency in Microsoft Outlook, Word, Excel, PowerPoint, preferred AI tools/ video marker.
• Experience with HRIS, employee case-management systems, dashboards or timekeeping systems is an advantage.
• Fluent Vietnamese and good written and spoken English; ability to draft clear bilingual communications is preferred.

5. Core Competencies