People Relations Specialist

We are passionate about providing the best employment experiences for people at work at all touchpoints of the employee life cycle. We are committed to delivering the best employee experience to our People, connecting everyone, and nurturing high engagement!

The People Relations Specialist guides our People Relations team in promoting a positive work environment, resolving employee issues, and supporting our commitment to a culture of respect and inclusion. We are seeking a knowledgeable and experienced People Relations Specialist to oversee and guide a team of specialists in managing employee relations across multiple markets. This role requires a deep understanding of UK employment law (essential) and knowledge of employment practices in key international markets, such as China, USA, Ireland, France, and Germany (highly desirable). You will be responsible for leading the team, managing complex cases, and ensuring that all practices align with legal and organisational standards.

Our ideal candidate should be a strong communicator that is keen to take ownership of People Relations activities with a passion for learning, delivering results and making a positive impact.

Role Responsibilities

• Team Leadership & Development: Lead, mentor, and develop the People Relations team, ensuring the effective delivery of employee relations services across the organization. Allocate cases and support team members in resolving complex or sensitive issues while ensuring high-quality outcomes.
• Employee Relations Strategy: Support implementation of a proactive employee relations strategy that aligns with organisational goals and promotes a positive and inclusive work environment.
• Employee Relations Advisory: Provide expert advice and guidance to managers and HR business partners on employment law, employee relations policies, and best practices. Serve as the primary escalation point for complex or high-risk cases across multiple jurisdictions.
• Cross-Market Compliance: Ensure compliance with UK employment law in all cases, while providing guidance and adapting strategies to meet the requirements of Ireland, France, Germany, and other key markets as needed. Collaborate with legal and HR teams to update policies and procedures reflecting local and international regulations.
• Policy Development and Implementation: Contribute to the development and implementation of global employee relations policies and practices that promote consistency across regions. Ensure organizational policies align with local employment regulations and legal standards.
• Case Management: Oversee and guide the handling of employee relations cases, including grievances, disciplinary matters, performance issues, and workplace investigations. Ensure fair and consistent application of disciplinary procedures, conflict resolution, and mediation processes across different regions.
• Training and Development: Provide training for managers and the People Relations team on employment law, local market regulations, and conflict resolution. Ensure that managers understand local employment practices, particularly in cross-border teams.
• Stakeholder Collaboration: Work closely with senior leadership, HR business partners, and legal advisors to address emerging trends and manage organisational risks. Support international leaders by providing tailored guidance on employment law in multijurisdictional settings.
• Data Analysis and Reporting: Track and analyse case data and employee relations trends across markets to provide proactive recommendations for improvements. Prepare reports on team performance, case outcomes, and cross-border compliance. Keep accurate and organised records of Employee Data (as per GDPR guidelines). Support the management of People data intelligence profiles, to ensure we are rewarding star talent and being proactive with managing performance/capability issues.

Additional Responsibilities

• Team Management: Manage, motivate, and develop the team to provide comprehensive operational support in delivering the People Strategy and Vision, enabling CMS to continue to grow! Ensure frequent, structured meetings. Ensure that quarterly exceeding expectations (EE) reviews are completed on time, ensuring that all team members have SMART objectives for the new quarter and that Personal Development Plans (PDPs) are up to date.
• Handbook & Contracts: Continuously ensure that all employment contracts are being issued correctly, that they are up to date with legislation changes, aligned to country employment law, and that any changes to employment T&Cs are captured accurately. Continuously ensure that all employees of CMS are aware of the Employee Handbook and ensure to communicate policy updates.
• Absence Management: Support business Managers by making them aware of their team absence levels and to put in place action plans to address persistent problematic absences.
• Payroll & Benefits: Support the Payroll function in the co-ordination of local pay, employer’s contributions and benefits activities. May lead on specific projects or benefits co-ordination.
• Learning & Development: Support the People Development Manager with training and development plans for all employees. Assist in Exceeding Expectations quarterly reviews and ensure that watch-outs data is being actioned accordingly. Actively support and promote company values and culture document.
• Talent Sourcing and Onboarding: Supporting the Talent Acquisition by setting up interviews and attending interviews, when required. Supporting the Talent Acquisition Manager by ensuring that People Relations create contracts and offers in a timely manner. Support the Employee On-boarding process, which includes Induction presentations. Provide top level feedback, from exit interview trends to Talent Acquisition Manager, to assist with further improving recruitment processes.
• Employment VISAS and Right to Work: Support VISA application requests, ensuring that we follow correct government guidance. Ensure that checks are being carried out on right to work, to ensure there is no risk to the business.
• Collaboration with Wider-POPS team: Actively participate and contribute to People Operations team meetings. Put forward ideas and suggestions that will enhance/improve our policies and processes. Actively encourage feedback and input from CMS employees on how we can provide better services to our people.
• Systems & Tools: Using our SuccessFactors HRIS to ensure People Data is accurate, updated and that we draw intelligence from it. Using MyLearning for delivery of learning content. Drawing on Exceeding Expectations to understand and drive improvements. Using Peninsula’s online portal to support People Relations cases, when required, and stay updated on best practices.
• Weekly Reports: Submit bi-weekly report, to capture an update on progress updates, watchouts. Reports must be a fair balance of operational and tactical and should be supported by evidence, ideally data and observations.

This list is not exhaustive but is intended to provide an overview of the current key priorities within the business. Some of these priorities may change over time and therefore flexibility is required.

Qualifications, Experience & Skills

• BA/BSc degree, or work experience equivalent, in human resources, psychology, business, change management or other relevant field.
• CIPD Qualification (Level 5 or higher preferred) or equivalent experience.
• Experience of having worked in employee relations, at business partner level, similar or above, minimum of 2 years experience.
• Extensive knowledge and experience in UK employment law (essential).
• Familiarity with employment laws in China, USA, Ireland, France, Germany, or other European markets (highly desirable).
• Significant experience in managing complex employee relations cases, ideally within a multinational or multi-site organization.
• Strong leadership and coaching skills, with proven experience managing a team.
• Excellent communication, negotiation, and interpersonal skills.
• Ability to work effectively in a multi-jurisdictional environment, balancing legal requirements and cultural differences.
• Strong analytical and problem-solving abilities, with the capacity to influence senior stakeholders.
• Proficiency in HR information systems, ideally Success Factors, and case management software.

Attributes

• Demonstrates high integrity and professionalism at all times.
• Positive and enthusiastic, “can do” attitude.
• Solutions focused.
• Structured, organised and methodical work style.
• Team player, supportive and helpful to others.
• Self-starter, able to pick up tasks and deliver outcomes.
• Evidence of learning new skills, curiosity and self-development.
• Excellent tech skills.

The ideal candidate should have the ability to counsel, negotiate and advise others in a specialist/technical area of expertise. They should be able to create and maintain goodwill and take a thorough, systematic and logical approach to situations. The ability to communicate and the persistence to see a job through to conclusion are important aspects of the function. The person fulfilling the role should be confident, enthusiastic, approachable, accommodating and unassuming.