At a Glance
- Tasks: Lead employee relations and organisational change initiatives in a dynamic global tech environment.
- Company: Join a leading global technology organisation with a focus on innovation and transformation.
- Benefits: Competitive salary up to £90,000, 17.5% bonus, and hybrid working model.
- Other info: Opportunity for career growth and influence in a fast-paced, international setting.
- Why this job: Shape people practices during significant business change and enhance employee experiences.
- Qualifications: Extensive experience in employee relations and organisational change within complex organisations.
The predicted salary is between 90000 - 90000 £ per year.
We are partnering with a leading global technology organisation to recruit an experienced Senior Manager, Change & Employee Relations on an 18-month fixed-term contract. This is a newly evolved role that combines strategic Employee Relations leadership with organisational change and transformation, offering the opportunity to shape people practices during a significant period of business change.
Reporting into the senior People leadership team, you will lead the Employee Relations Centre of Excellence while partnering with senior stakeholders to deliver complex transformation initiatives, organisational redesign, workforce change and high-profile people projects across multiple European markets. This role is ideal for a commercially minded Employee Relations leader who enjoys balancing strategy with operational delivery, thrives in fast-paced environments, and has a proven track record of leading organisational change while creating positive employee outcomes.
Key Responsibilities
- Organisational Change & Transformation
- Lead the people and employee relations aspects of organisational change programmes, including restructures, workforce transformation initiatives, operating model changes and redundancy consultations.
- Provide strategic Employee Relations leadership across complex business transformation projects.
- Identify, assess and mitigate employee relations risks associated with organisational change, ensuring commercially balanced and legally compliant outcomes.
- Develop change plans, risk assessments and people strategies to support successful programme delivery.
- Partner with senior leaders to ensure employee engagement, effective communication and stakeholder management are embedded throughout change initiatives.
- Collaborate across HR, Legal and wider business functions to successfully deliver strategic People programmes.
- Employee Relations Strategy & Governance
- Lead the Employee Relations Centre of Excellence, driving consistency, governance and best practice across the organisation.
- Develop and deliver the Employee Relations strategy and roadmap aligned to business priorities and organisational values.
- Analyse Employee Relations data and trends to identify risks, drive proactive interventions and enhance the employee experience.
- Review, develop and implement Employee Relations policies, frameworks and procedures, ensuring legal compliance across multiple jurisdictions.
- Monitor changes in employment legislation and provide practical, commercially focused recommendations to the business.
- Build strong partnerships with Legal, Reward, People Operations and senior business leaders to proactively manage people risk.
- Complex Employee Relations Leadership
- Act as the escalation point for complex and high-risk employee relations matters across multiple European countries.
- Lead and advise on sensitive investigations, disciplinary, grievance, performance, absence and executive-level cases.
- Balance legal risk, business priorities and employee experience to deliver pragmatic and commercially sound solutions.
- Ensure the consistent application of policies, procedures and employment legislation across all Employee Relations activity.
- Coaching & Capability Building
- Coach, mentor and develop People Business Partners and HR teams to strengthen Employee Relations capability across the wider People function.
- Design and deliver training programmes for managers and People teams on Employee Relations best practice, employment law and organisational change.
- Develop self-service guidance, frameworks and tools that increase manager capability and reduce organisational risk.
- Embed sustainable Employee Relations practices that enable long‑term organisational capability and continuous improvement.
About You
We are looking for a strategic Employee Relations and organisational change specialist with significant experience operating within complex, international organisations. You’ll be comfortable influencing senior stakeholders, leading business‑critical transformation initiatives and balancing commercial objectives with an exceptional employee experience.
Essential Experience
- Significant Employee Relations leadership experience managing complex and high‑risk casework.
- Proven experience supporting multiple European markets with a strong understanding of employment legislation beyond the UK.
- Demonstrated success leading organisational change, restructuring and transformation programmes.
- Experience delivering strategic People projects from design through to implementation and embedding.
- Strong knowledge of employment law, employee consultation and Employee Relations best practice.
- Experience coaching senior leaders, managers and HR professionals.
- Strong analytical skills with the ability to use data and insight to influence decision‑making.
- Excellent stakeholder management, communication and influencing skills.
- Comfortable operating within a fast‑paced, matrix and international environment.
Desirable
- CIPD qualification (or equivalent).
- Experience supporting Works Councils, collective consultation or employee representative bodies.
- Experience working within a global technology, consulting or highly matrixed organisation.
If you’re an experienced Employee Relations leader looking to play a key role in shaping organisational change within a global business, we’d love to hear from you. Apply today or get in touch for a confidential conversation.
Employee Relations & Change Senior Manager in London employer: Oakleaf Partnership
Oakleaf Partnership is an excellent employer, offering a vibrant work culture in Lincoln that fosters collaboration and growth. With a strong focus on employee development, you will have access to numerous career advancement opportunities within the dynamic sporting industry, all while being part of a supportive team that values your contributions.
StudySmarter Expert Advice🤫
We think this is how you could land Employee Relations & Change Senior Manager in London
✨Get Your Foot in the Door with Temp Agencies
Temporary roles in HR are often filled through agencies. Reach out to temp agencies that specialise in HR placements. They can help you find gigs quickly and give you a chance to demonstrate your skills in real-world scenarios.
✨Network at HR Events and Workshops
Dive into local HR events, workshops, and seminars. These are great opportunities to meet professionals already in the field and might lead to temporary positions. Be sure to have a chat, exchange contacts, and express your interest in on-the-spot opportunities!
✨Showcase Your Flexibility
In the temporary HR world, being adaptable is key. When you're networking or interviewing, highlight your ability to quickly learn and fill diverse roles, from recruitment to employee onboarding. Make it clear that you’re ready to dive in at any time!
✨Apply Directly Through Our Website
Don’t forget to check out the opportunities at Oakleaf Partnership and apply directly via our website. This way, you can express your interest in temporary roles and get ahead in the application process!
We think you need these skills to ace Employee Relations & Change Senior Manager in London
Some tips for your application 🫡
Show Off Your People Skills:In HR, showcasing your interpersonal skills is key. Make sure your CV highlights any experience you have dealing with talent management, resolving conflicts, or facilitating workshops. We want to see your ability to connect with others!
Tailor Your CV to HR:Use HR-specific language in your CV and cover letter. Mention any specific HR tools, software, or methodologies you’re familiar with, like ATS systems or performance management frameworks. This will show that you’re not just a good fit, but you've got the know-how to back it up!
Emphasise Your Flexibility:Since this is a temporary role, emphasising your adaptability and willingness to learn quickly is crucial. Include examples of how you've successfully jumped into new environments before or handled sudden changes in previous jobs. We love a team player who can hit the ground running!
Availability Matters:In your application, make sure to clarify your availability and commitment to the temporary position. This will help us understand when you can start and how you fit into our plans at Oakleaf Partnership. So, don’t be shy about laying it all out there!
How to prepare for a job interview at Oakleaf Partnership
✨Showcase Your Adaptability
Given that this is a temporary HR role at Oakleaf Partnership, it's crucial to demonstrate your flexibility and ability to adapt quickly. You might be thrown into new projects or systems, so share examples of how you've successfully navigated changes in past roles.
✨Familiarise Yourself with HR Tools
Many HR positions require familiarity with tools like HRIS or ATS systems. Before the interview, brush up on the specific software that Oakleaf Partnership uses—if you see any mentioned in the job posting, make sure you're ready to discuss them and your experience with similar tools.
✨Your Motivation Matters
As a temp, it's essential to convey your motivation for this role. Employers often look for candidates who are not just filling a position, but who are genuinely keen on contributing effectively in a short period. Consider sharing why you’re passionate about HR and how you see yourself adding value at Oakleaf Partnership.
✨Prepare for Real-World Scenarios
HR interviews often include situational questions that test your problem-solving skills. Think about common HR challenges, like dealing with conflict or managing onboarding efficiently, and prepare to discuss how you would handle these situations at Oakleaf Partnership.
