Are you passionate about fostering a positive, inclusive, and resolution-focused work environment? Do you thrive on ensuring policy and procedures are legally compliant, reflective of our core values and our working ethos? Can you confidently advise and manage employee relations casework of a full spectrum of matters which are often complex. If so, we invite you to apply for our temporary role of People Policy and Relations Manager to cover a period of Maternity Leave. 

This role plays a crucial role in shaping & implementing proactive employee relations strategies, with a focus on conflict prevention & resolution, policy development, & stakeholder engagement; ensuring compliance with employment legislation & best practice.  Your work will directly contribute to fostering an environment of mutual respect, open communication, and early resolution of workplace concerns. You will also support the development of a small team of Advisers, providing guidance and expertise to managers and key stakeholders across the business.

Job Purpose

• Drive proactive employee relations strategies to foster a positive workplace culture, focusing on awareness promotion, early conflict prevention and resolution. 
• Ensure all employee policy and procedures are accurate, updated and fully compliant in line with Government change.
• Advise on complex casework and transformation change management process, whilst developing policies that align with company values, inclusivity by design and compliance. 
• Lead training, stakeholder engagement, and trend analysis initiatives to promote a respectful, supportive, and resolution focused work environment.
• Anticipated split is 60% Policy development and compliance; 40% Case Management.

Responsibilities

1. Support the Deputy Director to implement the People Strategy, focusing on proactive employee relations approaches to prevent conflict and promote early resolution, open communication and healthy relationships. 
2. Develop, review and align people policies, procedures and practices with the Company’s values together with the overarching People Strategy, whilst ensuring compliance with employment law and safeguarding practices. Ensuring policies mitigate risks, promote a preventative approach and solution focused outcomes enabling positive employee relations.  
3. Support the Senior Employee Relations Adviser as well as the wider People Adviser team on employee relations matters, including change management practices and consultation. 
4. Provide expert guidance and advice to managers and appeal panel members whilst providing challenge and coaching on complex and sensitive employee relations casework.  
5. Provide oversight and strategic management of ongoing employment tribunal cases, working closely with external solicitors to progress matters efficiently.
6. Lead on research, engagement and consultation with trade unions and key stakeholder on the development of employee relations policy, procedures and practices.  
7. Support the Deputy Director of People and OD with interpreting and applying new or revised employment legislation, ensuring practical, compliant, and effective implementation that promotes an inclusive and supportive work environment, whilst aligning with the People Strategy.  
8. Continuously assess and improve employee relations practices and initiatives, integrating feedback, best practices, and new research to support a culture of prevention and early resolution. Further ensuring that those practices align with the company’s values and foster a respectful, equitable and inclusive work environment.  
9. Review post-investigation and disciplinary recommendations to ensure effective implementation across faculties and departments, in collaboration with relevant People Business Partners.
10. Develop and maintain tools to monitor casework, enabling the identification of trends and opportunities for continuous improvement. Use such analysis to identify emerging issues and inform proactive procedure/practice adjustments, interventions and initiatives. Regularly report insights and trends to leadership and relevant committees that inspire positive change and inform strategic and operational action plans. 
11. Engage with stakeholders to gather insights on employee relations practices, behaviours and culture; and ensure they reflect the Company’s objectives and diverse perspectives, whilst striving for continuous improvement. 
12. Design and deliver workshops and awareness sessions/campaigns promoting respectful workplace behaviours, anti-harassment/discrimination and inclusivity.  
13. Collaborate with Student Casework and the EDI Team to oversee reports relating to colleagues and promote the Report and Support Platform, to provide accessible reporting, awareness campaigns and support people insights.  
14. Support the People Partners with expert advice on change management and TUPE processes, ensuring compliance with employment law and supporting with the development of managers and associated initiatives to ensure fair, transparent and compliant processes. 
15. To act in an equitable and inclusive manner always ensuring that you embody the Company’s core values, whilst promoting good relations and practices.
16. Undertaking project work as and when required. Current project work includes:
17. Lead the management and renewal of Occupational Health and Employee Assistance Programme (EAP) contracts, including responsibility for tender processes at contract end.
18. To undertake other duties commensurate with the grade which may be assigned from time to time.

Person specification

1. Level 7 CIPD or equivalent senior qualification; or equivalent experience in a relevant HR management role.
2. Member CIPD Professional registration or willingness to work towards membership.
3. Significant experience in advising on complex and sensitive employee relations matters as a HR specialist
4. Experience of providing advice to managers on Employee Relations matters (including change management and TUPE), with the ability to analyse and assess risk in advance of providing outcome focused solutions.
5. Experience of developing colleagues throughout a wider People/ HR team on the effective management of employee relations casework
6. Have excellent knowledge of legislative requirements, including case law and how to use that when giving advice and guidance
7. Experience in developing, implementing, and aligning people policies with organisational values and commitment to inclusive practice and equity to all.
8. Experience of partnership working with Trade Unions as key stakeholders, including consultation and engagement
9. Demonstrated ability to take initiative and drive improvements in employee relations policies, frameworks, and processes.
10. Able to develop and maintain positive and effective working relationships, even where there are different views and approaches
11. An approach which provides support, guidance and coaching (as needed) to managers to enable them to fulfil their responsibilities for people management
12. Ability to prioritise workloads and meet deadlines
13. Excellent communication skills both verbal and written with a strong commitment to service delivery
14. Excellent IT skills across the Microsoft Office Suite and experience of using HR Information Systems
15. The ability to speak and/or write in Welsh is desirable.