Employee Relations Lead
3 weeks ago
This is a hybrid role that combines Employee Relations and HR Business Partner responsibilities, supporting the Outsourcing Business in the UK.
The primary focus is on Employee Relations, providing guidance and end-to-end case management for policy and procedural issues across Outsourcing. The role involves overseeing and guiding junior team members, managing employee relations issues, and interfacing with leaders and managers to establish repeatable and defendable practices in areas such as performance management, equal pay, harassment, disciplines, grievances, absence management, whistleblowing, conflict resolution, and changes to terms and conditions.
In addition, the role works closely with the HR Talent Advisor to execute segment/function-specific talent strategies and address business priorities. This involves partnering with Recruitment, Regional HR Delivery, Global HR Services, and HR Centres of Expertise to support the implementation of talent initiatives, validating needs for alternative approaches, and staying within the scope and priorities of the global HR operating model.
The role reports to the Head of Employee Relations GB and ensures ER key processes are aligned to address local needs and regulatory requirements.
Key Responsibilities- Provide ongoing guidance and supervision to Employee Relations Specialists to ensure effective, legally compliant resolutions are established efficiently and within company guidelines.
- Be the subject matter expert on ER, leading the team in best practice, case law, and current legislation.
- Handle more complex investigations/issues and escalate as needed to Legal/Compliance and Head of Employee Relations GB.
- Work closely with HRBPs and key stakeholders to ensure effective case management and possible prevention strategies.
- Provide feedback to further the development of Employee Relations Specialists.
- Manage workflow as needed based on capacity and arrange contingencies to ensure sufficient coverage during peak workload periods.
- Focus on opportunities for efficiency across lines of business and functions around managing ER issues.
- Identify and address issues, trends, and gaps related to areas such as hiring, onboarding, leaves of absence, time off, contractor issues.
- Collaborate with the Employee Relations team to establish and embed employee relations processes as new policies are developed and as part of ongoing process improvement efforts.
- Provide other support as needed within the Employee Relations team for projects and peak capacity periods as well as broader HR team priorities.
- Educate by coaching and upskilling members of the ER team, the wider HR team, managers, and colleagues in all ER case work and employment law changes, improving performance and productivity.
- Be the point of escalation for any regulatory breaches, such as conduct rules or wider SMCR escalations.
- Prepare documentation for any employee tribunal claims and work with the Head of Employee Relations and Legal on all such cases.
- Work closely with HR Talent Advisor and assigned leadership team(s) to execute upon agreed talent strategy and workforce plans.
- Work closely with Talent Advisor and assigned leaders to identify and correct high-turnover situations, leveraging the support of the COEs as required.
- Support organizational re-design/re-structure, including assisting with managing change and communications, in conjunction with Talent Advisor and Employee Relations/Compliance team.
- Work with assigned business leaders to plan and execute workforce reduction actions, including those required to deliver synergy saving targets through restructuring, as required.
- Ensure that inclusion and diversity is promoted and underpins all HR service delivery.
- Collaborate with managers and the Recruitment function on the planning and execution of workforce plans, including approvals for posting and hiring and validation of open requisitions.
- Partner with Talent Advisor, Legal, and COE teams to support execution of Total Reward programs, including global mobility, retention requests, complex offers, benefits for offboarding.
- Support execution of the annual compensation review process, including validating HR Cloud data elements, compensation manager hierarchy accuracy for assigned business organizations.
- Assist leaders and managers in compensation and level determination for applicable processes and activities.
- Work with Talent Advisor and assigned business leaders to champion the performance review process, including reinforcing the objectives and expected outcomes of the process.
- Work with Talent Advisor to support talent review and succession planning processes, ensuring L&D actions are in place for bench candidates.
- Guide on learning solutions that support enterprise and business strategies and enable the growth of our colleagues through various career paths.
- Provide data-driven talent and workforce planning insights that enable and guide informed decisions that progress achievement of business strategies and objectives.
- Manage ongoing validity of HR data, help educate on systems and reporting self-service, and support managers/leaders on data reviews.
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