Job Purpose:
The role serves as a consultant to employees and management on a range of people related issues as well as champions.

workplace resolutions, engagement initiatives and welfare practices. This will include engaging with stakeholders in the business to assess and anticipate workplace related needs; communicating needs proactively, partnership with the key HR functions and seek to develop integrated solutions as well as deliver value-added services to meet people orientated goals. The incumbent will collaborate with business to mitigate risk and conduct end to end internal investigations of employee issues.

Key Result Areas:
1. Partner with HR Business Partners to coach the line to maximize overall operational effectiveness by supporting them with workplace conflict resolution through the introduction of an effective mediation service and recommends the introduction of effective workplace practices.

2. Supports HR Business Partners to identify priorities from corporate and departmental plans, translates businessrequirements into effective ER practices and delivers integrated people solutions aligned to business objectives.Provides expert ER advice and guidance to HR Business Partners, managers and staff on employee matters, dealing with complex casework, attendance and employee relations issues (coaching, counselling, disciplinary actions). Thejobholder will have a sound business knowledge to support them in proactively driving employee relations basedbest practice.

3. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducinglegal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.

4. Develops, implements and promotes initiatives/interventions to support engagement and employee welfare andwellbeing across the organization through a variety of different methods, enabling managers to be more effective and encourage greater responsibility for their employees. Drives initiatives that support the development of a culture in which individuals and groups take responsibility for employee engagement and welfare practices.

5. Supports the communication and development of the reward framework to ensure that its ethos of recognizing excellent performance is maintained. Supports the communication and participation of the bi-annual employee survey; collaborates with the HRBP function to interpret results and supports the facilitation of action plans to address any areas of concern.

6. Recognizes and uses HR trends and metrics in partnership with the HR functions to recommend and developemployee relation solutions, programs and policies to support resolutions and preventative measures. Monitors feedback from various sources including new hire surveys, employment engagement surveys, focus groups and exitinterviews to understand possible areas of risk, departmental culture and needs to administer programs to improve the employee experience.

7. Manages and resolves complex employee relations issues. Conducts effective, fit-for-purpose and objectiveinvestigations. Ensures all disciplinary and grievance-based actions are documented and maintained accurately.Prepares report of findings and recommends corrective actions. Supports the effective delivery of a higher performing ER services and initiatives, through the further development of the innovative services.

8. Effectively contributes to policy development and implementation in relation to employee relations matters.

9. Oversees the organization of regular HR workshops and communications to provide line managers and employeeswith information on latest employment law and HR policy-based changes and how these will impact the managementresponsibilities and existing policies and procedures. Builds relationships with all employees in order to foster a more open and communicative environment and provide support to all employees in relation to understanding Company policies & procedures.

10. Participates in setting and achievement of departmental functional objectives, seeks on-going support, direction and self-development so that results are achieved

Qualification:
Bachelor*s degree in business administration or HR, CIPD is desirable.

Experience & Knowledge:
Minimum 6 years* experience leading employee relations strategies and managing the provision of services.

related to employee engagement, employee relations and welfare.

Experience gained within a large organization and must have led a number company-wide ER initiatives and services.

Skills:
Ability to communicate clearly, accurately and succinctly, while adjusting to audience needs.

Strong judgment and decision-making skills, careful when evaluating the risks of alternative.

Strong business partnership and influencing skills.

Excellent negotiation and persuasion skills. Ability to effectively and creatively challenge people, situations and current thinking.

High analytical and sound business judgment and ability to multi-task under pressure

Achievement orientated and problem-solving capabilities with a proactive approach..

flexible and tolerant of changes in methods, approaches and objective