Job title: Employee Relations Manager

Pay: £400 - 500 Per Day (Inside IR35, PAYE)

Duration: 6 months

Location: 2 days per week in the Stratford, London office (50% in office from 1 September)

Your recruitment contact is Olivia Greig via Olivia.Greig@hays.com.

About the organisation

Our client is an independent regulatory body in the UK responsible for ensuring the financial markets work well for the consumers and the economy, promoting market integrity and effective competition.

This organisation is creating a fair and more resilient financial system. By establishing more transparent relationships between financial services and their customers, they are building trust in financial markets and protecting vulnerable consumers.

About the team

The HR division provides the expertise and support to ensure that our people are the best that they can possibly be. It provides support across a range of areas, from everyday essentials such as payroll questions to more complex issues such as change management. We have an exciting people strategy and transformation agenda that enable us to support colleagues and meet our objectives.

About the role

Responsible for providing strategic direction, challenge and support to the HR division and wider FCA with employer/employee relationships and employment related risks and litigation.

In this exciting and challenging role you will be responsible for providing strategic direction, challenge and support to the HR division and wider organisation with employer/employee relationships and employment related risks and litigation.

Role Responsibilities:

• Providing strategic direction and advice to the FCA on employee relations and legislation issues ensuring that the organisation is proactively engaged in the process of statutory changes and the effect on the business.
• Providing subject matter expertise across the breadth of employee relations such as, discipline and grievance, litigation, capability, organisational restructuring, TUPE, GDPR and other change and ER activities.
• Providing the technical direction and professional mentoring to the ER team and manage a range of high-profile and often complex cases.
• Providing direction on high risk case strategy discussions with the ER team, wider HR and the business when required, taking into account multiple judgement factors.
• Delivering effective horizon scanning to ensure we are aware of, and consider appropriately, any new and changing people policies as a result of changing legislation or case law, or emerging good practice.
• Engaging with leadership across the business on escalated employee relations issues on a proactive basis.
• Providing direction, guidance and strategic interventions to realise the benefits of our health and wellbeing approach, including management of our Occupational Health provision.
• Delivering commercial, innovative and practical solutions that are aligned to business objectives.
• Maintaining effective relationships with the Staff Consultative Committee.
• Using data, evidence and insight to identify improvement deliverables and working with other disciplines within HR to execute change.
• Managing the relationship with the FCA's external employment law advisers.

Skills:

Minimum:

• Recent experience of managing complex employee relations issues including tribunal claims
• Proven experience in Employment Law and its practical application typically gained in a complex environment
• Experienced in delivering coaching and learning on ER issues at all levels across the organisation
• Experience of leading and coaching a team

Essential:

• Strong practical working knowledge of UK Employment law, ER policy and the current regulatory landscape
• Well versed in HR best practice
• Experience of advising in regard to TUPE considerations, particularly in relation to service provision changes
• Experience with contract and vendor management
• Excellent interpersonal skills with the ability to influence and articulate arguments to gain business commitment

Disability Confident: our hiring approach

We’re proud to be a Disability Confident Employer, and therefore, people or individuals with disabilities and long-term conditions who best meet the minimum criteria for a role will go through to the next stage of the recruitment process. In cases of high application volumes, we may progress applicants whose experience most closely matches the role’s key requirements.

What are the next steps?

If you are interested in the role, click the apply button and we will get in touch with you to discuss next steps.