At a Glance
- Tasks: Lead and manage complex Employee Relations cases and develop HR policies.
- Company: Progressive NHS organisation focused on excellent people services.
- Benefits: Competitive NHS Band 7 rate, hybrid working options, and professional development.
- Other info: Opportunity for high-level stakeholder engagement and service improvement projects.
- Why this job: Make a meaningful impact on employee experience and organisational culture.
- Qualifications: CIPD qualified with extensive Employee Relations experience in a large organisation.
The predicted salary is between 47810 - 54710 £ per year.
A full-time role with onsite working; or a full-time role with a hybrid arrangement of 3 days onsite and 2 days working from home.
Contract: Interim / Temporary
Rate: Competitive NHS Band 7 Rate
Lead Change. Influence Culture. Drive Employee Relations Excellence.
Are you an experienced Employee Relations professional looking for a role where you can genuinely influence organisational culture and outcomes? We're recruiting for an experienced Employee Relations Manager to lead a busy ER function within a large NHS organisation. This is an exciting opportunity for a confident ER specialist who thrives on managing complex cases, developing managers, and driving best practice across a large unionised workforce. Based on-site three days per week, you'll play a pivotal role in shaping employee relations strategy while managing a high-performing team.
What You'll Be Doing
- Lead and manage complex Employee Relations cases including disciplinary, grievance, bullying & harassment, capability and absence management matters.
- Provide expert guidance to managers and senior leaders on employment law, ER best practice and policy application.
- Manage and develop a team of Employee Relations Advisors, ensuring caseloads are effectively prioritised and delivered.
- Oversee highly complex investigations, hearings and appeals, ensuring compliance with employment legislation and organisational policies.
- Partner with Trade Unions, HR Business Partners and senior stakeholders to resolve workforce issues effectively.
- Review, develop and implement HR policies and procedures in line with best practice and legislative requirements.
- Deliver management training and coaching on Employee Relations topics.
- Analyse ER trends and KPIs to identify opportunities for service improvement and proactive intervention.
- Support organisational initiatives focused on restorative approaches, informal conflict resolution and employee wellbeing.
- Deputise for the Head of Employee Relations when required.
Essential Requirements
- Degree educated
- CIPD Qualified and Registered
- Extensive Employee Relations experience within the NHS or a large, complex unionised organisation
- Proven experience managing highly complex ER investigations and casework
- Strong knowledge of Employment Law and its practical application
- Experience managing and developing teams
- Experience creating and implementing HR policies
- Ability to influence and challenge senior stakeholders professionally
- Excellent communication, report writing and presentation skills
- Strong IT skills including Microsoft Word, Excel and PowerPoint
- Experience analysing workforce data and producing management reports
Desirable
- Postgraduate Certificate in Employment Law
- NHS Employee Relations experience
- Experience delivering HR and ER training programmes
- Knowledge of ESR and HR systems
- Project management experience
What We're Looking For
- Strategic thinker with excellent problem-solving skills
- Resilient and confident operating in challenging environments
- Strong relationship builder who can influence at all levels
- Passionate about improving employee experience and organisational culture
- Able to manage competing priorities and work to tight deadlines
Why Apply?
This is an opportunity to join a progressive NHS organisation committed to delivering excellent people services. You'll gain exposure to high-level stakeholder engagement, complex employment matters and service improvement projects while making a meaningful impact on employee experience and organisational performance.
Employee Relations Manager in Croydon employer: gap personnel
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StudySmarter Expert Advice🤫
We think this is how you could land Employee Relations Manager in Croydon
✨Join HR Networks
Get involved in HR-specific communities, like the Chartered Institute of Personnel and Development (CIPD) and local HR meetups. This is a fantastic way to connect with industry professionals and learn about job openings before they even hit job boards!
✨Make Your Presence Known
Attend HR conferences and workshops in your area to network with potential employers. Don't be shy—introduce yourself, exchange business cards, and let them know you're keen on a full-time role in HR. Who knows, you might just land a friendly face at gap personnel!
✨Leverage Your University Connections
If you’re a recent grad or still in uni, tap into your career services and alumni network. Many universities have connections with companies looking for HR talent, so get those leads and apply through our website for a smoother application process.
✨Showcase Your HR Passion
Create content around HR topics you’re passionate about, like employee engagement or diversity initiatives. Share articles or insights on LinkedIn to demonstrate your knowledge and get noticed by recruiters. It’s a subtle yet effective way to show you’re the right fit for a full-time role at gap personnel.
We think you need these skills to ace Employee Relations Manager in Croydon
Some tips for your application 🫡
Show Off Your HR Skills:When you’re crafting your CV, make sure you highlight specific HR skills that are relevant to the role at gap personnel. Include any experience with recruitment processes, employee relations, or performance management, and don’t forget to mention your familiarity with HR software or tools that could give you an edge.
Tailor Your Cover Letter:Your cover letter is your chance to shine, so tailor it to gap personnel and the specific HR role. Highlight your passion for people management and how your unique approach can help foster a positive workplace culture. Be sure to sprinkle in examples from your past experiences that illustrate your problem-solving abilities and interpersonal skills.
Include Relevant Certifications:If you’ve got any HR certifications or relevant training under your belt, be sure to showcase them! These qualifications can really set you apart from other candidates when applying for this full-time HR position at gap personnel. List them prominently on your CV to catch the hiring manager's eye.
Align with Company Culture:Make sure your application speaks to gap personnel's values and culture. Research the company and align your experiences or values with what they stand for. This will show them that you're not only a fit for the role but also for the overall vibe of the team and organisation.
How to prepare for a job interview at gap personnel
✨Brush Up on HR Best Practices
As you're diving into human resources, it’s crucial to be well-versed in the latest HR practices and legislation. Get familiar with key topics like employee engagement, talent acquisition, and diversity initiatives, as these could easily pop up in your interview with gap personnel.
✨Know Your Recruitment Tools
Most HR roles involve using various recruitment tools and ATS (Applicant Tracking Systems). Make sure you can comfortably discuss platforms like Workday or Greenhouse. If you've had direct experience, share those examples; if not, show your eagerness to learn!
✨Highlight Your People Skills
A full-time HR role at gap personnel will require strong interpersonal skills. Prepare to share stories that demonstrate how you’ve successfully navigated conflicts or supported team members in past experiences. Authenticity goes a long way in this field.
✨Stay Current with HR Trends
Being up to speed with current HR trends, like remote working protocols or mental health initiatives, can set you apart. Be ready to discuss how these trends could impact gap personnel and how you would contribute to adapting HR strategies.
