Reporting to the Head of Employee Relations – GB the Employee Relations Specialist will support the Corporate and Health Wealth and Career Segments predominantly (but where needed will work across all of GB) in providing an end-to-end employee relations case management for employee relations issues, helping to ensure a fair and consistent approach that aligns with organisational policies and procedures.
This role works in partnership with other Employee Relations Specialists and the Employee Relations Leads to support Managers and helps identify trends, develop HR guidance, common tools, templates and approaches to effectively manage employee relations matters and to meet employment law requirements.
This position works in close partnership with Legal, Compliance and HRBPs across GB.
At WTW, we believe difference makes us stronger. We want our workforce to reflect the different and varied markets we operate in and to build a culture of inclusivity that makes colleagues feel welcome, valued and empowered to bring their whole selves to work every day. We are an equal opportunity employer committed to fostering an inclusive work environment throughout our organisation. We embrace all types of diversity.
The Role
1. Provide effective case management of issues such as disciplinary action, performance management, grievances, absence management and facilitation of termination and exit processes for involuntary separations.
2. Develop strong and consultative relationships with managers, leaders and other HR colleagues as a trusted employee relations specialist to help identify employee relations issues, using experience and judgment to bring the issues to resolution.
3. Ensure HR and Employment Law knowledge is up to date and advice is given in line with law and best practice and provide guidance on HR policies, practices and procedures.
4. Provide project management support and data analysis/review to identify ER trends and ensure TUPE and redundancy projects are completed consistently and efficiently with required due diligence and within required time frames.
5. Ensure Line Managers are clear on how to conduct meetings, including advice on meeting preparation and how meetings should be chaired and concluded.
6. Identify and drive ideas and training programmes to foster a constructive employee relations culture to achieve a business that is fair, respectful and consistent.
7. Provide other support as needed within the Employee Relations team for projects and peak capacity periods as well as broader HR team priorities
8. Work with the Employee Relations Lead to identify any employment relations cases that have potential regulatory conduct rule breaches.