1. Key Responsibilities

Employee Relations:

Provide comprehensive support to line managers and leaders on all employee relations matters.

Offer advice and guidance on issues such as discipline, grievances, performance management, and sickness absence.

Handle complex, sensitive, or high-risk cases and escalate them to appropriate senior colleagues when required and ensure all matters are resolved in accordance with legal and organisational standards.

Policy Management:

Actively participate in the review and updating of HR policies and documentation.

Engage with key stakeholders through effective communication and consultation to implement required changes.

Ensure that all policies are aligned with current legislation and organisational objectives and that these updates are communicated clearly across the organisation.

Consultation and Compliance:

Advise on global mobility, redundancies, and restructuring efforts, addressing all legal implications and consultation requirements.

Support leaders in maintaining compliance with employment laws and organisational policies during all people-related processes.

Family Leave and Absences:

Oversee and manage processes related to family leave and other types of absences, ensuring that all procedures are followed and documentation is complete and accurate.

Provide support and advice to employees and managers, helping them understand their rights and obligations under company policies and the law.

Flexible Working:

Manage and respond to flexible working requests, advising line managers on the potential business impacts and best practices.

Facilitate discussions to find mutually beneficial solutions that align with organisational goals and employee needs.

Global Mobility Support:

Serve as the primary HR point of contact for global mobility cases, overseeing the process from initiation to integration. Work with the Global Mobility team to facilitate transfers and obtain approvals from the business.

Collaborate closely with the Global Mobility team to ensure smooth transitions for employees and their families.

Data Management:

Maintain accurate HR records and data, ensuring confidentiality and security.

Analyse HR metrics to identify trends and root causes in employee relations issues, turnover, and other HR-related metrics.

Provide insights to HRBPs and the Lead HR BP based on data to support strategic decision-making.

Policy Application:

Serve as a key point of contact for policy interpretation queries from employees and managers.

Apply organisational policies pragmatically and thoughtfully, ensuring consistency and fairness in all HR practices.

Coaching line managers:

Assist with identifying coaching needs and support for line managers to enhance management and leadership skills and support organisational growth.

Stakeholder Engagement:

Build and maintain strong relationships with all internal stakeholders, including HR colleagues, line managers, and senior leadership, to foster a collaborative work environment.

2. Skills & Qualifications

Employee Relations Experience: Proven ability to manage a full spectrum of employee relations cases, with the confidence to coach managers on staff issues and outcomes.

Policy Implementation: Strong ability to develop, communicate, and implement HR policies that align with organisational values.

Employment Law: Up-to-date knowledge of employment legislation and its practical application.

Time Management: Excellent organisational skills with the ability to prioritise work in a fast-paced environment.

Interpersonal Skills: Exceptional relationship-building skills, collaborative approach, ability to manage ambiguity, and professional handling of sensitive issues.