Employee Relations Lead

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As a world leading provider of integrated solutions for the alternative investment industry, Alter Domus (meaning "The Other House" in Latin) is proud to be home to 90% of the top 30 asset managers in the private markets, and more than 6,500 professionals across 24 jurisdictions.

With a deep understanding of what it takes to succeed in alternatives, we believe in being different - in what we do, in how we work and most importantly in how we enable and develop our people. Invest yourself in the alternative, and join an organization where you progress on merit, where you can speak openly with whoever you are speaking to, and where you will be supported along whichever path you choose to take.

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Your Role

Alter Domus is a €960M revenue business providing tech-enabled fund and corporate service solutions for the private equity, real assets and private debt sectors globally. In October 2024, Cinven acquired a majority stake in Alter Domus.
The Employee Relations Lead - Luxembourg is a newly created role and a founding appointment in Alter Domus's Employee Relations Centre of Excellence (ER COE). Luxembourg is AD's largest European location, with over 1,000 employees, and operates in one of the most regulated and codified employment law environments in the EU. This role will establish the ER function in the market, bringing legal expertise, strategic structure and consistent standards to how AD approaches employee relations in Luxembourg for the first time.

This is an individual contributor role operating at Senior Manager level. It is not a people manager position - its impact will be achieved through deep legal and ER expertise, stakeholder credibility and strong partnership. The role reports directly to the CHRO, with a dotted line to the Group Head of Legal on all matters of legal and regulatory significance.
Given the complexity and codified nature of Luxembourg employment law - including the Labour Code, staff delegation obligations, collective bargaining dynamics, and the volume of EU directives currently in transposition - a legal qualification in employment law is strongly preferred for this role. The ER Lead will own all complex ER cases in Luxembourg, define the local ER strategy, manage staff delegation relationships, and build meaningful ER capability across managers and HRBPs. Over time, as the three-region COE matures, one of the regional ER Leads may take on a Global ER Lead coordination role with a first-amongst-equals mandate. Specifically:

Your Responsibilities

1. ER COE Establishment and Luxembourg ER Strategy

• Develop a Luxembourg-specific ER strategy that reflects the Labour Code, collective employment law obligations, staff delegation framework and the EU regulatory landscape applicable to AD.
• Define the ER operating model for Luxembourg: what sits with People Operations and People Advisors, what escalates to this role, and the clear standards and thresholds governing each - ensuring that the Luxembourg model is consistent with AD's ER operating model across other regions. AJ1.1
• Build the AD ER playbook for Luxembourg - covering grievances, disciplinary processes, performance improvement plans, investigations, exits with legal risk, and whistleblowing matters.
• Partner with People Operations to ensure lower-level ER activity is handled consistently and compliantly, with appropriate oversight and quality assurance from this role.
• Establish ER governance and reporting - case tracking, trend analysis, legal spend management - to give the CHRO and GC timely, actionable insight into ER risk in Luxembourg.

2. Complex Case Management

• Own and manage all significant, sensitive, or legally complex ER cases in Luxembourg, including: harassment and discrimination complaints, whistleblowing and ethics matters, senior employee cases, collective and individual restructuring with legal complexity, and cases with regulatory or reputational exposure.
• Conduct or oversee thorough, fair and legally sound investigations in line with Luxembourg procedural requirements, ensuring documentation integrity and appropriate outcomes.
• Manage exits, terminations and settlement agreements with legal risk, including the specific notice, indemnity and consultation requirements of the Luxembourg Labour Code.
• Maintain case records in line with GDPR and Luxembourg data retention requirements.

3. Employment Law Expertise and Legal Interface

• Maintain current, authoritative knowledge of Luxembourg employment law - including the Labour Code (Code du Travail), staff delegation law, individual and collective dismissal procedures, transfer of undertakings (TUPE equivalents), working time obligations, and the employment law implications of applicable EU directives.
• Stay current on Luxembourg legislative developments and EU directive transpositions relevant to AD, including: pay transparency (EU Directive 2023/970, transposition deadline June 2026), right to disconnect sanctions (July 2026), platform work directive, and immigration/permit changes.
• Act as the first internal point of employment law expertise before external counsel is engaged; manage the brief, scope and cost of external employment lawyers in Luxembourg based on the strategy developed with the Group Head of Legal.
• Develop and maintain a clear framework for when external counsel is used, for what types of cases, and at what cost threshold.
• Partner closely with the Group Head of Legal and, if applicable, the local legal teams on all cases with material legal, regulatory or reputational risk.

4. Staff Delegation and Collective Relations

• Manage the day-to-day employment relations interface with the Luxembourg staff delegation, ensuring obligations under the Labour Code are met consistently and proactively.
• Lead or support collective consultation processes, including information and consultation obligations on organisational change, redundancy or restructuring.
• Monitor collective bargaining developments in the Luxembourg financial sector and advise the CHRO and GC on implications for AD.
• Ensure AD's social elections obligations are met and well-managed, in line with Labour Code requirements.

5. ER Prevention and Manager Capability

• Design and deliver a phased ER training programme for people managers, developed and delivered in partnership with the US ER lead - covering early intervention, Labour Code compliance, documentation standards, disciplinary procedures, performance conversations, and escalation triggers. AJ2.1
• Build and maintain toolkits, templates and guidance - in English and French - that enable managers and People Advisors to handle lower-level ER matters confidently and consistently.
• Train and quality-assure HRBPs and People Advisors on ER handling within their scope, ensuring the two-tier model works effectively in practice.
• Proactively identify ER risk themes from case data and engagement signals, and develop targeted prevention programmes in response.

6. COE Standards and Cross-Region Coordination

• Collaborate with the ER Lead - US and, in time, the ER Specialist - India to develop common ER standards, frameworks and minimum viable approaches applicable across the three-region COE.
• Contribute to shared investigation methodology, common case management standards and cross-region ER governance, adapted appropriately for each jurisdiction.
• Share legal developments, market intelligence and ER best practice across the COE on a regular basis.
• Where designated, take on the Global ER Lead coordination role - acting as first amongst equals across the COE, providing light-touch global oversight without direct line authority over regional peers.

Your Profile

The successful candidate will be an experienced ER professional with deep, hands-on knowledge of Luxembourg employment law. They will bring strong investigative and case management capability, sound judgement under pressure and the credibility to operate independently as a senior individual contributor. A legal qualification in employment law is strongly preferred, reflecting the complexity and codified nature of the Luxembourg legal environment.

Experience Required

• Significant experience (typically 8-10+ years) in a dedicated Employee Relations, employment law or HR advisory role with substantial ER case management responsibility.
• Deep, demonstrable knowledge of Luxembourg employment law - Labour Code, staff delegation, individual and collective dismissal, TUPE, working time and EU directive implementation.
• Experience managing or advising on staff delegation relationships and collective consultation processes in Luxembourg.
• Proven ability to conduct or oversee thorough investigations into serious workplace matters, including harassment, discrimination and whistleblowing, in line with Luxembourg procedural requirements.
• Experience managing the interface with external employment counsel - briefing, scoping, cost management.
• Experience building ER frameworks, operating models or playbooks in a matrixed or scaling organisation.
• Ability to communicate fluently in English and French, both written and verbal; this is essential given the bilingual nature of the Luxembourg workplace.
• Experience in financial services, fund administration . click apply for full job details