HR Employee Relations Specialist

Overview: **Job Title**: HR Employee Relations Specialist **Department**:Human Resources **Reports to**: Employee Relations Manager **Location**: Site based, any TP UK location or work from home **Contract Type**: Permanent **Management Responsibility**: None **Travel Required**: Occasional **Our Employee Relations Purpose & Vision**: Our HR Employee Relations division is here to help create an organisation where people are truly at its heart, by embedding an ethos of "We acknowledge, we support, we move forward". We achieve this by ensuring our Employee Relations approaches are progressive, challenge the status quo and remove bureaucracy. Providing deep Employee Relations insights and expertise to better inform and educate managers across the business will, at all levels, encourage better and safer decision making and smoother implementation of large-scale change, reducing risk to individuals and to the business. Our principal aim is to solidify HR Employee Relations (“HRER”) as a trusted source of expertise in all employee relations matters, working to improve employee experience and reduce business risk. **Job Summary / Overview** The HR Employee Relations Specialist role will be the primary point of contact in providing best in class expertise and advice for complex cases across all employee relations matters ranging from employee wellbeing & support, to discipline & grievance, to industrial relations & litigation. The HR Employee Relations specialist will, with the mentoring of the ER Manager, also assist and take on responsibility for managing Employment Tribunal claims received from liaising and negotiating with ACAS / LRA to reach resolutions, to drafting employment tribunal responses, helping to prepare legal arguments for employment tribunal proceedings and ensuring all case management deadlines are met, including witness statement collation and bundle of evidence documentation. **Key Responsibilities and Accountabilities** _(may perform other duties as requested not specifically addressed in this document)_ - Acts as a primary point of contact for managers around the business to discuss complex employee relations cases, across all ER disciplines - Providing professional, pragmatic and credible advice on complex employee relations matters which may pose a risk to the business, in particular, on elements connected to: - Avoiding potential discrimination of any type; - Avoiding unfair dismissals; - Negotiating resolutions of early conciliation cases raised via ACAS or the LRA; - Dealing with employment tribunal claims including writing ET 3 responses, preparing bundles and witness statements. - Supporting and advising on settlement agreements including drafting and negotiating on clauses; - Maintaining updates to the Employee Handbook in line with employment law and/or best practice; - Providing support and advice in change programmes relating to redeployment, redundancy, restructures, contract harmonisation or TUPE. - Builds strong partnerships with HRBP colleagues to assist with the effective execution of business strategies; - Supporting any people projects or HR initiatives which focus on Teleperformance being a great place to work and an employer of choice; - Builds and develops positive and useful relationships with a range of internal and external departments and key roles, including but not limited to Operations, Client Solutions, Business Development, Project Management, Payroll, Workforce Management, Training, Recruitment, IT, Finance, and HR Admin; - Champions the automation and streamlining of HR practices to ensure optimum efficiency can be maintained without compromising delivery of service; - Takes steps to keep knowledge up to date with new HR concepts and best practice approaches in Employee Relations, as well as keeping close to employment & case law updates, developments, risks; - Tracks and maintains key statistics and information relating to Employee Relations activity, and provides reports and/or presentations when required; - Supports delivery of core HR projects when required; - Completes all administration associated with HR responsibilities; - Adopts the Teleperformance management ethos of “Acknowledge, Support, Move Forward” when giving advice on any employee relations activity; - Maintains open, honest and professional communication at all levels; - Leads by example and consistently demonstrates the Teleperformance values of Professionalism, Integrity, Commitment, Innovation and Respect in every interaction; - Supports a working culture which is built on embracing diversity, respect and positivity, and a zero-tolerance attitude towards bullying & harassment, and any other unethical behaviours or practices; - Complies at all times with Company policies, the Equality Act, Employment Rights Act and others (and any equivalent legislation covering Northern Ireland) and the General Data Protection Regulations in the undertaking of any HR activities; - Responsible