Employee Relations Manager

Role summary/purpose of job

You will report into the Senior Manager, ER and also work closely with the other members of the firm’s Employee Relations and Performance team to provide excellent ER guidance and support to the business. You will be the first point of contact to provide HR colleagues and the business with advice and support on all employee relations matters, with the purpose of facilitating an organisational culture of high performance, high integrity and employee engagement.

Key responsibilities and deliverables

• Advising on all employee relations matters, such as performance management, grievance and disciplinary issues, sickness absence and occupational heath

• Managing core ER processes, including performance management, disciplinary and capability

• Conducting grievance and disciplinary investigations, including decision-making (depending on level of complexity)

• Building and sustaining strong business relationships to influence their approach and promote good employee relations and across the firm

• Keeping to date with developments in terms of employment legislation and employee relations issues, and utilising this knowledge to advise, guide and direct HR and the business where necessary and maintaining company policy and procedure accordingly

• Supporting other team members and ER support as appropriate on ER related matters and initiatives

• Delivering relevant ER training, e.g. to managers, HR managers and HR Services

• Drafting policy and other employment-related documentation as required

• To undertake such other tasks as may be necessary from time to time

• Working closely with HR Services to identify ER services that can be provided by HR Services and to ensure an excellent level operational delivery of ER services by HR Services

Key requirements

Essential

• Strong knowledge and practical experience of independently managing core ER procedures and processes to a high standard

• At least 4 years’ previous experience of advising on a wide range of employee relations issues, preferably in in a specialist ER advisor/manager role or in a HR manager role with strong ER experience.

• Able to build and maintain strong and trusting relationships with a wide range of people gaining credibility at all levels

• Good working knowledge of employment law

• Experience of working on own initiative within a demanding environment with the highest professional standards

Desirable

• Experience within a professional services organisation or an organisation known for ER/HR excellence

• Experience of managing the delivery of ER work product

• Relevant professional qualification (e.g. CIPD or employment law qualification)

Competencies

• High level of integrity and conscientiousness

• Excellent judgement, with a logical, meticulous and pragmatic approach to decision-making

• Highly adaptable — calmly, intelligently and readily responsive to unforeseen circumstances

• Ability to build strong and trusting relationships at all business levels.

• Able to prioritise multiple requests and then take charge to meet those deadlines

• Effective interpersonal and influencing skills, with the ability to gain others\’ confidence quickly

• Effective communication skills (both orally and in writing), with strong attention to detail

• Good feedback skills, both giving and receiving

• Someone who drives things forward, is organized and ensures that deadlines are met

• Resilient and able to maintain humour and sense of proportion

Inclusion

Freshfields is an equal opportunities employer and all applications received by the firm will be considered by the firm on the basis of their merit alone and we welcome applications from all suitably qualified individuals regardless of background. All offers of employment will be conditional on the candidate having/securing the right to work in the UK and providing the firm with evidence of that right (as required by the Immigration, Asylum and Nationality Act 2006) prior to employment commencing.

Freshfields is a Ban the Box employer.We ask applicants to disclose criminal convictions only when a conditional job offer is made. A conviction does not automatically lead to withdrawal of the offer: we make decisions on a case by case basis and take a number of factors into account (eg the role you are applying for and the circumstances of the offence).You would have the opportunity to discuss the matter with us before we make a decision.

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