Employee Relations (ER) Consultant – Training Curriculum Development & Process Improvement in London

Mercy Corps is a leading global organization powered by the belief that a better world is possible. In disaster, in hardship, and in more than 40 countries around the world, Mercy Corps partners to put bold solutions into action, helping people overcome adversity and build stronger communities from within.

This consultancy supports a two-part initiative: (1) development of a comprehensive Train-the-Trainer program for ER case management and HR investigations, and (2) evaluation and improvement of existing ER processes, tools, and templates. The engagement will also support onboarding and capacity building for the Global Employee Relations Advisor. The focus of this role is training curriculum development and process improvement; the Consultant will not conduct HR investigations.

• Part 1 – Train-the-Trainer Curriculum Development:
  • Design a comprehensive Train-the-Trainer curriculum for ER case management
  • Create ready-to-use HR investigation materials, templates, and toolkits
  • Develop training modules on how to manage ER cases and implement investigations
  • Create facilitator guides and participant materials designed for internal trainers to deliver
  • Build internal training delivery capability through Train-the-Trainer sessions
  • Ensure all materials are adaptable for country and regional level deployment and annual refreshers
• Part 2 – Process Evaluation, Improvement & Global ER Advisor Onboarding:
  • Evaluate current ER processes and identify gaps in documentation and workflows
  • Document existing processes where gaps exist
  • Review and assess HR Acuity workflows and recommend improvements
  • Evaluate protocols for sharing confidential information across regional and country teams based on role and seniority
  • Recommend changes and develop new tools/templates to standardize best practices
  • Support implementation of process improvements
  • Onboard and train the new Global ER Advisor on ER case management processes and tools
  • Equip the Global ER Advisor to support regional ER case management needs and requests

This is a two-part engagement:

• Part 1 – Train-the-Trainer Curriculum Development: Design and deliver a comprehensive Train-the-Trainer (ToT) program for ER case management and HR investigations. All materials must be developed from a Train-the-Trainer perspective, enabling the organization to utilize and repurpose materials to train future People Team practitioners internally and conduct annual refresher trainings at country and/or regional levels.
• Part 2 – Process Evaluation, Improvement & Global ER Advisor Onboarding: Evaluate current ER processes, document gaps, and recommend changes along with new tools and templates to standardize best practices and improve existing processes. This includes review of HR Acuity workflows and protocols for sharing confidential information across regional and country teams based on role and seniority. Additionally, the Consultant will support the onboarding and training of the new Global Employee Relations Advisor, who will support ER case management based on regional needs and requests.

• Month 1 (February) – Assessment & Planning:
  • Initial briefing with People Team leadership and key stakeholders
  • Training needs assessment for ER Advisors and People Team practitioners
  • Comprehensive review of current ER processes, policies, and procedures
  • Assessment of HR Acuity workflows and current usage
  • Review of confidential information sharing protocols across regional/country teams
  • Gap analysis report identifying process documentation gaps and improvement opportunities
  • Draft Train-the-Trainer curriculum framework and learning objectives for approval
• Month 2/3 (March - April) – Design & Development:
  • Training Curriculum Development:
  • Develop Train-the-Trainer modules on ER case management (intake, documentation, tracking, resolution)
  • Create HR investigation toolkit (templates, checklists, interview guides, report formats)
  • Develop training materials on how to implement and support HR investigations
  • Create facilitator guides with detailed session plans, talking points, and timing
  • Develop participant workbooks and reference materials
  • Create practical exercises, case studies, and role-play scenarios
  • Pilot training sessions with initial cohort
  • Process Improvement:
  • Document existing ER processes where gaps were identified
  • Develop recommendations for HR Acuity workflow improvements
  • Design improved protocols for confidential information sharing based on role and seniority
  • Create new tools and templates to standardize ER best practices
  • Develop standard operating procedures (SOPs) for key ER processes
  • Regular progress updates to People Team leadership
• Months 4/5 (May-June) – Training Delivery & Finalization:
  • Finalize all training curriculum materials based on pilot feedback
  • Deliver Train-the-Trainer sessions to certify internal trainers
  • Provide coaching and feedback to internal trainers during practice sessions
  • Develop annual refresher training outline and materials
  • Create guidance document for adapting training for country/regional deployment
  • Finalize all process documentation, SOPs, and tools/templates
  • Support implementation of HR Acuity workflow improvements in partnership with People Team US Senior Advisor
  • Finalize confidential information sharing protocols and access guidelines
  • Final report summarizing work completed, outcomes, and recommendations
  • Complete handover of all materials in editable formats

• Part 1 – Training Materials:
  • Complete Train-the-Trainer curriculum package (facilitator guides, participant materials, presentations)
  • HR investigation toolkit (templates, checklists, interview guides, report formats)
  • Case studies, exercises, and role-play scenarios
  • Assessment and evaluation tools
  • Annual refresher training materials
  • Country/regional adaptation guidance
  • Certified internal trainers ready to deliver training independently
• Part 2 – Process Improvement:
  • Gap analysis report with recommendations
  • Documented ER processes and standard operating procedures (SOPs)
  • HR Acuity workflow improvement recommendations and implementation support
  • Confidential information sharing protocols based on role and seniority
  • New tools and templates to standardize ER best practices
  • Final report with outcomes and ongoing recommendations

The Consultant shall carry out and complete the duties described in the Scope of Work above from February 2, 2026 to June 30, 2026 (5 months).

Maximum of 60 days over the 5-month period (approximately 3 days per week)

Home Based, ideally on GMT time zone

• Essential:
  • Minimum 7-10 years of experience in Employee Relations, with strong expertise in ER case management
  • Proven experience in designing and delivering Train-the-Trainer programs
  • Strong knowledge of HR investigation processes and methodologies
  • Experience developing training curricula, toolkits, and guidance materials for People Team/ER functions
  • Demonstrated ability to evaluate processes and implement improvements
  • Excellent instructional design capabilities and adult learning expertise
  • Strong facilitation skills with ability to train and coach internal trainers
  • Experience creating materials for multi-country/regional deployment
• Desirable:
  • Experience with HR Acuity or similar ER case management systems
  • Fluency in French and/or Spanish (in addition to English)
  • Professional certification in People Team (SHRM-SCP, SPHR) or training/facilitation
  • Experience in international/multi-country organizations
  • Background in the nonprofit, humanitarian, or international development sector

Achieving our mission starts with how we build our team and collaborate. By bringing together individuals with a variety of experiences, backgrounds, and perspectives, we strengthen our ability to solve complex challenges and drive innovation. We foster a culture of trust and respect, where every team member is valued for their contributions, empowered to reach their full potential, and motivated to do their best work. We recognize that building a strong and effective team is an ongoing process, and we remain committed to learning, improving, and growing together.

Mercy Corps is an equal opportunity employer committed to providing equal employment opportunities to all employees and qualified applicants for employment without regard to race, color, sex, sexual orientation, religion or belief, national origin, age, disability, marital status, veteran status, or any other characteristics protected under applicable law.

Mercy Corps is committed to ensuring that all individuals we come into contact with through our work, whether team members, community members, program participants or others, are treated with respect and dignity. We are committed to the core principles regarding prevention of sexual exploitation and abuse laid out by the UN Secretary General and IASC. We will not tolerate child abuse, sexual exploitation, abuse, or harassment by or of our team members. As part of our commitment to a safe and inclusive work environment, team members are expected to conduct themselves in a professional manner, respect local laws and customs, and to adhere to Mercy Corps Code of Conduct Policies and values at all times. Team members are required to complete mandatory Code of Conduct e-learning courses upon hire and on an annual basis.