Position: Manager, Employee Relations and Partnership
Level: Level 3
Function: Human Resources
Department: Employee Experience and Partnerships
Location: Accra
Reports to: Senior Manager, Employee Experience and Partnerships

Job Summary:

•Responsible for building and sustaining positive employee relations, ensuring fair and consistent people practices, managing employee issues and disputes, and developing strategic partnerships with internal and external stakeholders. The role safeguards organizational reputation, compliance, and employee trust while driving engagement, productivity, and harmonious industrial relations across both direct and outsourced employees

Job Context

•Dynamic and highly competitive telecommunication & ICT industry
•Multi regulated environment.
•Environmental, social and governance prioritized.
•Multi resourcing options, matrix, projectized and evolving new ways of working.
•Regionalization structure implication
•Localization a key objective for business and government
•Multinational environment – HR Group best practices
•Unionized environment
•Performance driven environment
•Diverse cultural environment
•Partnerships

Key Tasks:

Employee Relations Management

•Implement and manage employee relations policies in alignment with labor laws and organizational values.
•Regularly review and update policies to reflect legal and strategic changes.
•Address matters such as grievances, misconduct, and disciplinary cases.
•Advise managers and HR Business Partners on disciplinary actions and conflict resolutions.
•Maintain accurate and confidential records of all cases and outcomes.

Disciplinary & Grievance Management

•Handle disciplinary and grievance processes from initiation to resolution, maintaining neutrality and due process.
•Support the Forensics Team on disciplinary matters and ensure proper documentation.
•Coach line managers on conducting hearings, issuing warnings and managing difficult conversations.
•Track trends in employee relations issues and recommend preventative measures.
•Organize annual Disciplinary Management training for assigned Chairs and manage contracts for External Appeal Chairpersons.
•Regularly review the Disciplinary Code and Grievance Policy with Legal.
•Advice and report to management on disciplinary proceedings in line with the labour law and company disciplinary code.

Industrial Relations & Union Engagement

•Develop and implement labour policies and manage relationships with employee unions.
•Advise management and union officials on labour relations policies and practices.
•Manage the negotiation of collective bargaining agreements.
•Support structured engagement with employee unions and ensure compliance with collective agreements and statutory requirements.
•Proactively manage industrial relations risks and support peaceful dispute resolution.

Change & Transition Management

•Partner with HR, Leadership, and Project Teams to support change/transformation initiatives ensuring minimal disruption to performance, engagement, and morale
•Assess employee relations risks arising from organizational change and recommend mitigation actions.
•Support employee engagement and communication during change initiatives.
•Help managers navigate employee concerns.
•Enable managers to lead teams effectively through change while maintaining productivity and trust.
•Ensure compliance with labor laws and collective agreements during transition processes.

Partnerships & Stakeholder Management

•Develop and execute a structured stakeholder engagement strategy for employee relations, stakeholders, and change initiatives.
•Build strong partnerships with Managed Service Providers, HR service providers, and other stakeholders to ensure consistent employee experience and compliance.
•Act as the HR interface between the organization and parent company on employee relations, engagement standards, and governance.
•Partner with managers to co-own employee relations and performance outcomes rather than positioning ER as a “policing” function.
•Collaborate with Legal, Compliance, Risk, and Business Leaders on people-related risk mitigation.

Policy & Compliance

•Ensure confidentiality, data protection, and ethical handling of sensitive employee information.
•Ensure all employee relations policies align with labor legislation and regulatory standards.
•Support internal and external stakeholders on employee relations and labor compliance.
•Leverage HR systems and digital tools to improve case tracking, reporting accuracy, and turnaround times.
•Manage budgets, forecasts, and cost optimization for planned activities.

Performance Enablement & Capability Support

•Identify recurring capability gaps arising from disciplinary cases, grievances, or engagement feedback and recommend targeted interventions (training, coaching, role redesign).
•Support employees through performance recovery and reintegration following disciplinary or corrective processes.
•Promote a culture of accountability balanced with empathy, learning, and growth.

Performance & Impact Measurement

•Provide regular employee relations dashboards and insights to Line Managers, HR leadership, and Business Partners.
•Embed a performance-focused mindset into employee relations practices, ensuring that discipline, feedback, and corrective actions support performance improvement—not just compliance.
•Partner with line managers and HRBPs to address performance-related employee relations issues, including underperformance, conduct impacting results, and capability gaps.
•Track and analyse trends linking employee relations cases to performance outcomes, productivity, absenteeism, and engagement.
•Embed a performance-focused mindset into employee relations practices.
•Support implementation of performance frameworks, ensuring fairness, clarity of expectations, and alignment with company values.

Stakeholder & Vendor Collaboration

•Act as the primary liaison between the organization and outsourced partners, ensuring alignment on performance standards, employee relations practices, and engagement expectations.
•Collaborate with vendors to resolve employee issues that impact service delivery, productivity, or client experience.
•Ensure third-party providers uphold agreed SLAs related to employee management, performance, wellbeing, and compliance.
•Partner closely with Legal, Risk & Compliance to manage people-related risks holistically.
•Engage parent company stakeholders to align employee relations, performance expectations, and governance standards.

Qualification required & Experience

Education

•A Degree in Human Resource/ Industrial Relations/Law/Social Sciences/ Psychology, or a related field of study.
•A postgraduate qualification or relevant certification (e.g., SHRM-CP, SPHRi, CIPD, etc.) is an advantage
•Experience Minimum 5 years of experience in HR, with strong exposure to employee relations, disciplinary management, and industrial relations.
•Experience in a medium to large, multicultural, and unionized environment preferred.
•Demonstrated experience in managing vendors and cross-functional initiatives.
•Proven experience collaborating with outsourced employees or third-party workforce models.
•Strong knowledge of labour laws and employment regulations

Professional/Technical competencies

•Knowledge of Ghana Labour Act, 2003 (Act 651)
•Proficient understanding of employee relations and labour law best practices
•Knowledge of economic and wage data and collective bargaining practices and trends.
•Knowledge of negotiation and conflict resolution practices
•Knowledge of stakeholders and partnership management
•Project Management
•Analytics and Reporting
•Vendor & Contract Management
•Policy Development & Governance
•Strong Stakeholder Influencing & Facilitation
•Data-Driven & Outcome-Focused Mindset
•Knowledge of Microsoft Office suite

Must live the MTN Values of:

•Lead with Care, Collaborate with Agility, Serve with Respect, Can Do with Integrity, Act with Inclusion, COS

Must exhibit the MTN Vital Behaviors of:

•Complete Candor, Complete Accountability, Active Collaboration & Get it done.

Location: Accra

How To Apply For The Job

Qualified applicants should indicate Vacancy Ref no: MTNGH-HR-004-2026 as the email subject and ensure that CVs are saved in their names. Applications without the subject and CVs saved in their names will automatically be disqualified.

Interested and qualified applicants should send their Curriculum Vitae by to:

mtnghanarecruitment@mtn.com

Closing Date: 14 March, 2026

Only shortlisted applicants will be contacted.