Contract: 12 months (could go permanent) Location: North West England / Hybrid ( 50%) Start: Immediate FTC: Competitive, commensurate with experience The Opportunity A mid-sized, technology organisation undergoing significant transformation is seeking an experienced Senior Employee Relations & People Change Partner to support its evolving People & Culture agenda, reporting into the Chief People and Culture Officer. You’ll act as a trusted lead, partnering across the Leadership Team to the most senior levels, guiding leaders through complex employee relations cases, organisational change and cultural transformation. This role requires both hands-on case management capability and strategic advisory skill to influence senior stakeholders across multiple business areas. Key Responsibilities Support the design and implementation of change programmes—restructures, consultation processes, role transitions, and redeployments. Lead complex ER cases and restructuring activity ensuring fair, legally compliant, and commercially pragmatic outcomes. Coach and upskill leaders in ER best practice, conflict resolution, and proactive case prevention. Provide pragmatic risk-based advice on ER and employment law matters in collaboration with legal counsel. Embed new ways of working and support the shift to a more agile, accountable, and coaching-led culture. Deliver employee engagement and culture initiatives, helping shape communication plans and People frameworks that enable high performance and trust. Use data and insights (ER dashboards, turnover trends, engagement metrics) to advise senior leaders and shape proactive interventions. Act as a key escalation point for sensitive cases, mediations, and external tribunal matters if required. What We’re Looking For Proven track record in Employee Relations leadership within a fast-paced transforming consumer-led small to medium sized organisation. Deep knowledge of UK employment law, TUPE, redundancy, consultation, and reorganisation processes. Experience working in regulated environments and with with Trade Unions ideal. Experience driving culture or change projects—e.g., pre or post-restructure stabilisation, new operating model implementation. Strong influencing and coaching skills with senior leaders and functional heads. Ability to balance commercial risk and employee advocacy in decision-making. Confident communicator able to manage ambiguity and competing priorities. Ideally CIPD Level 7 qualified or equivalent experience. What’s on Offer High visibility across the People & Culture function. Chance to shape ER frameworks and strengthen leadership capability during a critical transformation phase. Collaborative culture and flexible hybrid environment.