Reporting to Director of HR; managing a team of 6 ER specialists and 2 ER advisors - to provide employment law advice and guidance in all ER case management activity and operationally manage complex and multifaceted cases inc providing coaching and risk-based advice to senior business leaders and HR colleagues.Key accountabilities include :- Act as the key company contact and liason point with internal and external legal advisors and ACAS- Manage and develop the ER cases team, providing technical guidance to upskill and support development to manage cases and coach line managers on effective approaches to resolve complex matters- Act as an escalation point for business leaders and HRBPs, providing expert risk based technical advice - Owns the development of People Policies ensuring they are effective, in line with legislation and best practice. Gaining agreement and commitment to policy changes from key stakeholders inc Trade Unions - Lead on ACAS early conciliation, Employment Tribunals, protected conversations, draft and negotiate settlement agreements - Build trusting relationships with HRBPs, internal and external legal advisors and s range of senior stakeholders to ensure timely, commercially focused advise is provided - Manage changes in employment legislation and up to date case law, assessing impact and developing strategies - Manage and control spend on ER activities ensuring appropriate approval is provided upfront and that a commercially focused approach is taken - Analyse ER case data to identify areas of concern and work on proactive solutions to address - Identify, design and deliver training programmes in relation to ER which increases line management capability in applying People Policies and Procedures

- Lead the national people workstream for the implementation of the Asset Delivery Model including leading TUPE transfer (inc consultation) of service provider- leverage strong business knowledge and understanding to partner and provide strategic and insightful challenge to business leaders and the HR team on all people related subjects- be a proactive participant on appropriate leadership teams, advising on people matters and educating business leaders on the value of HR- lead relevant HR related projects working with members of the wider HR team- concentrate on strategic issues and complex and high risk cases, considering risks and determining solutions and initiatives- coach business leaders, drawing on expertise from CoE's and HR operations to ensure correct application and implementation of HR policy and process

Employee Relations Project Manager - reporting to the Head of Case Management. Job Purpose: • to project manage review of end to end process for Ill Health Retirement policy & process; • consultation with Trade Union & implementation of random drug & alcohol testing policy & process across UK business; • to review current training / up-skilling arrangements on ER Case Management Policies, making recommendations for change.Key accountabilities include:• Lead & manage project team / specific work streams & stakeholder management as required;• Create project plans and prepare status updates as requested for various forums/senior leadership & TU meetings;• Develop, prepare & refine newly recommended policies, procedures, training & supporting documentation obtaining input from different stakeholders inc: Leadership, ER, Trade Unions, OH, Legal, Line Managers, Pensions, other HR colleagues• Create & manage implementation plan (including comms; briefing materials & identify & source training interventions) • Adopt performance excellence methodologies throughout

National role, reporting to the HR Director. Key accountabilities include: Management • Lead role in employment law and employee relations including: dispute resolution, employment termination, contractual matters, settlement agreements, TUPE, restructures, redundancy exercises and management of tribunal claims (i.e. drafting of ET3/witness statements; disclosure, negotiations with lawyer/ACAS) • Line Manager to six regional ER Advisers – providing management support, coaching and development • Provide coaching & development for HR Managers and Partners, in ER, law and policy; • Design and deliver training on new legislation and policy to support implementation ensuring that firm business objectives, culture and values and considered as part of the policy • ER reporting and analytics for senior stakeholders – to identify strategic and commercial trends which influence future activity • Develop and own the ER budget and relationship with external advisors, legal support etc; • Involvement in wider HR ad hoc projects which include an aspect of ER. Policy • Advise and consult on all aspects of HR policy in line with legislative requirements, firm business objectives, culture and values; • Lead policy development in response to legislative and best practice trends, and co-ordinate consultation and communication processes where necessary. Projects/Achievements • Part of management team involved in TUPE of 1300 staff into the business including advising on correct legal processes ensuring compliance, harmonizing c 55 policies, contract review etc. • Reduction of legal fees by c50% over 5 year period • Project Management of Maternity re-launch (inc review of policy/package, intro of maternity coaching and formal buddy system) – as featured in May 2014 edition of People Management)

Covering the Birmingham, Reading & Bristol offices. To work in partnership and provide professional advice and guidance, to Partners and managers on all HR issues. Key accountabilities include: • Local implementation of firm-wide people strategy / initiatives – such as business and people planning; talent identification and management, D&I; health & wellbeing; analysis of results of employee opinion survey data and subsequent action planning; attrition analysis etc • Line Manager to local HR Advisers & HR Co-coordinator – providing management support, coaching and development • Employee Relations – discipline, grievance, performance and absence management, restructures, TUPE, organizational change programmes; and employment termination • Management of / local facilitation of salary review, talent & performance review processes (including management of underperformance; driving high performance culture throughout the business; • To manage and/or advise on key resourcing challenges, such as succession / pipeline plg; vacancy identification, recruitment and selection for defined roles in partnership with the recruitment team. • Advise and coach senior leaders on people related issues as well as attending and participating in senior leadership meetings

Key member of Midlands & South HR team working proactively with Partners and managers to promote the HR service delivery model. Key accountabilities include: • HR policy and advice - Proactively advising client group on HR policy matters; Facilitating the business to resolve individual ER issues (including sickness absence, contractual changes, one-to-one coaching on people management techniques); Management of redundancy exercises (supporting Partners to ensure minimal ER issues) • Performance & Reward - Supporting business in managing all performance issues and facilitating associated action plans; Conducting salary/bonus process including diversity and moderation stages; Surveying and benchmarking salaries against internal/external comparators • Resourcing & talent - Maintaining a holistic database on management talent pool, monitoring and flagging significant changes and working with the business to take appropriate actions; Advising on the most effective method(s) for attracting suitable candidates and implement as appropriate(ensuring compliance with firm rules and employment legislation