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Employee Relations Senior Manager - Secondment/FTC until October 2025 - London Bridge

EY

EY

London, UK · United States
Posted on Sunday, June 9, 2024

Role title

Employee Relations Senior Manager (L4)

Role purpose and accountabilities
Senior ER Managers are trusted advisors to the business developing close working relations with SL business leaders, across a range of complex ER issues and programmes that are escalated from the CAT, ER Mgrs or STL. Accountable for resolving medium, high-risk and complex cases with oversight from Head of ER as required. The role holder will provide dedicated support to either the UKI or FS business. The role holder will also be expected to lead on a number of firmwide ER responsibilities to ensure the effective delivery of ER support to EY UK.

Reporting line
Head of ER (dotted reporting line into FSO or UKI STL per alignment)

ER case management

  • Lead the end to end management of high-risk and complex ER cases that have been escalated by the CAT, ER Mgr or STL, informing and consulting with senior ER colleagues, Strategic Talent Consultants, Legal and business stakeholders as appropriate, and in line with Talent Operating Model
  • Co-lead the delivery and implementation of people change programmes, ER projects and initiatives as required (e.g. TUPE, mergers, acquisitions, reorganisation, redundancy, performance mgt etc) working closely with the STC and STL providing commercial ER advice and leadership
  • Lead on care list/threat to life cases flagged in their business area, working with STC and business to ensure appropriate support in place (STL to be informed)
  • Analyse and assess the risks associated with individual cases, including the impact on the individual, team and wider business
  • Proactively identify development needs of key stakeholders/groups to improve understanding of ER management, employment law and EY policies and procedures and develop solutions as required
  • Increase visibility of ER in the business by holding briefings and updates with business leaders and contribute to firmwide TD briefing sessions eg for counsellors or CCGLs
  • Maintain accurate MI to enable regular reporting to key stakeholders; highlight potential root cause of identified trends and recommend actions to develop solutions

Relationship Management & ER Activities

  • Develop and maintain close working relations with business leaders, attending key business meetings to discuss themes, trends, potential risks and mitigations on ER, health and wellbeing matters, challenging views when required
  • Collaborate with STCs, key business stakeholders and legal as required
  • Team closely with ER Mgrs, Counsellor Advice Team and OD Change Manager
  • Responsible for a number of activities as requested by the Head of ER to ensure matters such as, for example, the effective operation of the ER team, ER processes, ER reporting are managed, maintained, reviewed and developed ​

Skills

  • A resilient, positive individual with the ability to influence senior stakeholders in a matrix organisation
  • Strong employment law knowledge, business acumen and commercial awareness. Able to maintain confidential information in a professional manner
  • Excellent judgement with a logical, meticulous and pragmatic approach to decision-making
  • Ability to deal with ambiguity and complex situations; able to challenge the status quo through astute insight and sophisticated positioning of point of view
  • Highly effective interpersonal and influencing skills, with the ability to gain others’ confidence quickly
  • Ability to support, coach and develop junior members of team and peers
  • Practical self starter, able to work effectively on own or with team
  • HR qualification, CIPD qualified. Good SharePoint, PowerBI, Powerpoint and Excel capability

Experiences

  • Proven extensive experience of dealing with complex Employee Relations cases up to and including liaison with external third parties
  • Hands on extensive experience of leading organisational change programmes and dealing with complex capability management, disciplinaries, grievances, absence/OH cases, redundancies, TUPE etc.
  • Proven experience of Health and Wellbeing in an organisation setting and advising on occupational and psychological health issues
  • Proven ability to work effectively at all levels in the organisation. Demonstrates ability to coach/advise partners/senior managers/managers and peers