Employee Relations Partner
3-month initial
Inside IR35
đź“ŤLuton, UK (hybrid)
Job Purpose
Reporting to the Employee Relations Manager, the Employee Relations Partner acts as a strategic expert, delivering high‑quality, forward‑looking ER advice across business areas. The role manages complex and high‑risk matters, proactively identifies future risks, and ensures the consistent, practical application of employment legislation and people policy.
The ER Partner provides data‑driven insight to inform decision making, identifying trends, systemic risks and capability gaps. The role also contributes to policy development, supports organisational change, and drives improvements that strengthen leadership capability, enhance the quality of people practices and reduce ER‑related risk.
Key Accountabilities
The Employee Relations Partner will:
* Lead and manage complex, high‑risk employee relations cases, ensuring timely and effective resolution.
* Provide expert guidance on escalated ER cases requiring senior oversight.
* Analyse ER trends and case data within allocated business functions, identifying insights and proactive interventions.
* Build strong partnerships with leaders and HR colleagues to align ER recommendations with organisational priorities.
* Deliver clear, concise data insights to senior stakeholders, recommending actions to improve outcomes and mitigate risk.
* Identify capability gaps and design tailored training interventions for managers and teams.
* Support and guide organisational change initiatives, including preparing consultation materials and advising on process requirements.
* Recommend updates to people policies based on case outcomes and emerging themes.
* Support managers with the creation of meeting invites, outcome letters and complex documentation.
* Maintain accurate case records in the case management system to support reporting and compliance requirements.
* Drive continuous improvement initiatives to streamline ER processes and enhance manager self‑service.
* Engage effectively with unions and employee consultative groups, as appropriate.
* Communicate ER‑related changes clearly, both verbally and in writing.
* Maintain professional expertise through external networking and awareness of emerging best practice.
Competencies
Aligned with a Management & Professional competency framework, the role requires demonstrated strength in:
* Ownership & Delivery: Achieving results, adapting plans and maintaining focus on key outcomes.
* Customer & Stakeholder Value: Understanding the needs of internal stakeholders and promoting safe, effective people practices.
* Building Relationships: Communicating effectively, building trust, and collaborating to achieve shared goals.
Skills & Experience Required
* Significant experience managing complex, high‑risk ER cases.
* Experience supporting large‑scale organisational change with ER implications.
* Strong stakeholder management skills, including engagement with representatives and consultative bodies.
* Evidence of applying employment law to drive practical business solutions.
* Excellent written and verbal communication skills, with the ability to influence diverse audiences.
* Strong organisational skills and ability to manage competing priorities.
* Ability to analyse data and use ER metrics to identify insights and improvement opportunities.
* Proficiency with HR systems and Microsoft Office tools.
* In‑depth knowledge of UK employment law.
* Willingness to travel within the UK as required.