Our client is a global professional services organisation looking for an Employee Relations Business Partner to join their team.
Locations: Manchester, Edinburgh or London Based
The purpose of the ER Business Partner role is to work with and influence key stakeholders and partners to improve business performance by identifying areas for improvement and facilitating change initiatives
- Work with the Senior ER Manager and ER Advisor to develop the ER function and ensure that it is meeting the strategic objectives of the Firm.
- Support positioning ER as a strategic function within the wider HR team and therefore across client groups across the UK offices, working to create a Centre of Excellence.
- Providing pragmatic, commercial and informed advice and support on all ER matters. These include but are not limited to:
o Policies, protocols and procedures;
o Collective activities such as restructures and re-organisations, consultations, TUPE etc;
o Individual cases including capability, absence and wellbeing, conduct, grievances, disciplinaries, SARs, dismissals & exits etc
o Complaint and claims, including Employment Tribunal claims;
o Changes in legislation, implications of recent Court and Tribunal decisions etc
- Develop and sustain strong business relationships with key stakeholders and contacts both within the HR team and in functions partnering with HR such as Risk, IT, Finance and Tax, Procurement etc, fulfilling the role of trusted advisor and ensuring that ER considerations are understood and addressed.
- Work with the Learning and Development team to develop and deliver training to audiences outside of the HR team, on topics where ER is an element. These may include courses for newly promoted managers, courses about managing more difficult situations etc.
- Coach and support members (including more formal training as needed) of the UK HR team in order for them to maintain and development their knowledge and expertise in the day to day management of ER matters.
- Propose new ideas that may lead to better strategic decisions to ER team members, the wider HR team and other stakeholders as appropriate. Monitoring and acting on legislative changes in good time as well as identifying relevant trends and court/tribunal decisions that may impact the firm.
- Proactively managing own continuous professional development and supporting that of the ER team and wider team.
- Working with the ER Advisor and HRIS team on analysing and reporting on ER activities and trends across the UK.
- Working with the senior HR team and the business on various projects including returning to working in office spaces, strategic initiatives and re-organisations etc.
- Providing project support and working closely with the Senior HR Manager on the annual Global Legal Director Promotion process.
Education, Skills and Experience:
- Graduate or equivalent, CIPD qualified and ideally but not essentially with a higher qualification in Employment Law.
- Solid knowledge and understanding of UK employment law, codes of practice, case law etc.
- Practical experience of ER, preferably within a regulated environment. Ideally, this will include experience of complaints and claims e.g. the early conciliation process, ET claims, complaints to the ICO etc.
- HR Professional with previous experience of building effective relationships with senior stakeholders, inspiring confidence and respect at all levels.
- Strong team player essential.
- An understanding of the wider HR functions and how their activities overlap with those of the ER team.
- The ability to collate and analyse data and to present, at a level of detail appropriate to the audience, the findings and trends.
If you are interested in discussing the role further please contact Kirrstin Hunt at email@example.com.
Personal data collected will be used for recruitment purposes only.
Please note that only short-listed candidates will be contacted.