The HR ER & Policy Manager enables the success of the organisational strategy by ensuring that our employment policies and guidance reflect the changing landscape of employment law and empower our managers to easily understand and apply the policies and practices in formats that are accessible to everyone.
This role identifies, designs, and delivers innovative employment policies and guidance, ensuring successful implementation and integration. It plays a crucial role in supporting the execution and delivery of the organisational strategy and underlying people strategies, including the people plan.
This role is key in building and enhancing workforce capacity by ensuring that leaders, managers, and employees are aware of and continually develop their understanding of their responsibilities in the employment relationship. It plays a crucial role in ensuring risks are effectively identified, managed, and mitigated, requiring a balance of pragmatism with an understanding of leading-edge digital people management policy approaches, up-to-date knowledge of emerging employment law issues, and deep professional insight.
This role requires effective collaboration across HR and the entire organisation, working closely with Business Partners and HR Officers to ensure the successful development and integration of people practices into our systems, structures, processes, and behaviours.
Service Accountabilities:
1. Contribute to high-level research and analysis to ensure that our employment policies and practices are continuously improved and evolve to support SBC in achieving its organisational strategy.
2. Lead the HR Service Centre (Astro) to deliver to Service Level Agreements, driving performance and capability across the council.
3. Proactively respond to forthcoming legislation changes, undertaking discovery work to identify the impact of the change, ensuring risk is mitigated through compliance with statutory obligations and effective communication and stakeholder engagement.
4. Participate in sharing and building knowledge across the HR community and wider organisation, including providing workshops and training for HR colleagues and managers, as well as developing tools for support and guidance.
5. Contribute to the development and continuation of communities of practice and networks to share best practices, ensuring a cohesive approach to employment practice and proactive management of the employment relationship across the organisation.
6. Build organisational capability through effective collaboration with leaders and stakeholders to address organisational challenges by designing and delivering HR practices and behavioural interventions.
7. Build strong relationships with key customers, seeking feedback on solutions delivered to evaluate the impact of employment practices and people policy initiatives, measuring KPIs, and providing recommendations for continuous improvement.
8. Develop a feedback mechanism to measure the impact of the HR Service Centre and BP model across the organisation.
9. Manage the ER caseload to ensure cases are handled in line with policies and statutory obligations, using case data to identify trends and working with Business Partners on HR interventions.
10. Work collaboratively with the HR team and across the council to ensure HR practices meet current and future business needs and desired culture.
Dimensions:
* Budget – Nil
* People Management – up to a team of 5
Skills, Knowledge, and Experience
* Educated to degree level or equivalent by experience
* Evidence of continuing professional development and expert knowledge in relevant professional areas, such as CIPD qualification or other postgraduate qualifications in HR.
* Deep understanding of HR functions, practices, and procedures in a modern HR environment, especially in complex, unionised settings.
* Sound knowledge of employment law and experience in developing and interpreting employment policies and practices.
* Experience in capability development, risk mitigation, and delivering results.
* Ability to gather, analyse, and present data to support ER-related communications, policy issues, union engagement, and feedback.
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Created on 22/08/2025 by JR United Kingdom
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