Employee Relations is inherently local. How does your current system landscape cater for this?

Employee Relations is one of the most complex, high-risk, and people-sensitive disciplines in HR. It deals with performance concerns, grievances, disciplinary matters, restructures, redundancies, workplace investigations, consultations, and countless employee conversations that can shape careers and lives.

So why, in 2026, are most organizations still managing it with spreadsheets, PowerPoint decks, emails, shared drives, and sheer determination?

Having spent the last few years of my career leading global Employee Relations teams, this question frustrated me daily.

No one would expect a Finance function to report in a multinational organization from Excel alone. No one would ask Sales teams to manage customer pipelines through disconnected spreadsheets and email chains. Yet this is exactly how many organizations expect HR to manage hundreds – or even thousands – of employee relations cases every year.

A typical redundancy program is a perfect example. We plan in Excel, collaborate through SharePoint, score employees in spreadsheets, track actions in project plans, store documents across multiple folders, and then attempt to report progress from a separate case management system – if we're lucky enough to have one. The process 'works', but only because HR teams perform daily acts of operational heroism.

The challenge becomes even greater in multinational organizations. Employee Relations processes that appear similar on the surface often differ significantly from one country to another, creating additional complexity for HR teams trying to manage cases consistently and compliantly across borders.

The irony? HR is constantly challenged to become more efficient, more strategic, and do more with less. Yet many Employee Relations teams spend enormous amounts of time on administration, reporting, chasing deadlines, creating letters, updating trackers, and ensuring consistency across processes.

That inefficiency always frustrated me.

Not because HR teams weren't capable – they are some of the most resilient and resourceful professionals I've ever worked with – but because they deserved better tools. Despite delivering critical outcomes for organizations every day, they often receive little recognition for the extraordinary manual effort required to make everything work.

That's why we built myERhub.

We wanted to create the platform we wished we'd had throughout our careers – a platform that guides managers and HR professionals through complex employee relations processes step by step. A platform that automates administration, embeds legal and policy compliance, generates documentation, tracks progress, provides meaningful reporting, and delivers consistency at scale.

Most importantly, we wanted technology that supports outcomes, not just record-keeping.

Our goal is simple:

• Help HR teams spend less time administering processes and more time adding value.
• Help managers navigate difficult situations with confidence.
• Help organizations achieve consistent, compliant outcomes.
• Help employees receive fair, transparent, and well-managed experiences.

Employee Relations will never be simple. Nor should it be.

But the technology supporting it can – and should – be far better. That's the challenge we set out to solve. And that's why myERhub exists.