Employee Relations Lead / HRBP - 12 Months FTC

This is a hybrid role (Employee Relations Lead and HRBP) supporting the Outsourcing Business in the UK.

With a primary focus on Employee Relations, this position is responsible for providing guidance and end to end employee relations case management for policy and procedural issues across Outsourcing. The role provides oversight and guidance to more junior members of the team as needed, and will be responsible for managing employee relations issues, interfacing with leaders and managers to help establish repeatable and defendable practices in areas such as performance management, equal pay, harassment, disciplines, grievances, absence management, whistleblowing, conflict resolution and changes to terms and conditions, as applicable, and conduct rule breaches.

In addition, the role will work closely with the HR Talent Advisor for Outsourcing to manage execution of segment/function-specific talent strategies to address business priorities. Partnering with Recruitment, Regional HR Delivery, Global HR Services and HR Centres of Expertise (COEs) to support the implementation of talent initiatives, validating needs for alternative approaches if needed, and staying within the scope and priorities of the global HR operating model.

The role reports to the Head of Employee Relations GB and ensures ER key processes are aligned to address local needs and regulatory requirements.
 

Employee Relations Responsibilities 

•    Provide on-going guidance and supervision to the Employee Relations Specialists to ensure effective, legally compliant resolutions are established efficiently and within company guidelines and a reasonable time frame.
•    Be the subject matter expert when it comes to ER, leading the team in best practice, case law and in line with current legislation.
•    Handle more complex investigations/issues and escalate as needed to Legal/Compliance and Head of Employee Relations GB.
•    Work closely with HRBPs and key stakeholders ensuring effective case management and possible prevention strategies. 
•    Provide feedback to further the development of Employee Relations Specialists
•    Manage workflow as needed based on capacity and arrange contingencies to arrange sufficient coverage at times of peak workload.
•    Focus on opportunities for efficiency across lines of business and functions around managing ER issues.
•    Identify and address issues, trends, and gaps related to areas such as hiring, onboarding, leaves of absence, time off, contractor issues.
•    Collaborate with Employee Relations team to establish and embed employee relations processes as new policies are developed and as part of on-going process improvement efforts.
•    Provide other support as needed within Employee Relations team for projects and peak capacity periods as well as broader HR team priorities.
•    Educate by coaching and upskilling members of the ER team, the wider HR team, Managers and colleagues in all ER case work and employment law changes, improving performance and productivity.
•    Be the point of escalation for any regulatory breaches, such as conduct rules or wider SMCR escalations. 
•    Prepare documentation for any employee tribunal claims and work with the Head of Employee Relations and Legal on all such cases.
 

HRBP Responsibilities

Colleague Experience & Engagement
•    Work closely with HR Talent Advisor and assigned leadership team(s) to execute upon agreed talent strategy and workforce plans. 
•    Work closely with Talent Advisor and assigned leaders to identify and correct high-turnover situations leveraging the support of the COEs as required.
Organizational Design & Transformation
•    Support organizational re-design/re-structure, including assisting with managing change and communications, in conjunction with Talent Advisor and Employee Relations/Compliance team.
•    Work with assigned business leaders to plan and execute workforce reduction actions including those required to deliver synergy saving targets through restructuring, as required. 
Inclusion & Diversity
•    Ensure that inclusion and diversity is promoted and underpins all HR service delivery.
Talent Acquisition
•    Collaborate with managers and the Recruitment function on the planning and execution of workforce plans including approvals for posting and hiring and validation of open requisitions. 
Total Rewards
•    Partner with Talent Advisor, Legal and COE teams to support execution of Total Reward programs including global mobility, retention requests, complex offers, benefits for offboarding.
•    Support execution of the annual compensation review process, including validating HR Cloud data elements e.g., compensation manager hierarchy accuracy for assigned business organizations. 
•    Assist leaders and managers in compensation and level determination for applicable processes and activities.
Performance and Talent Management
•    Work with Talent Advisor and assigned business leaders to champion the performance review process including reinforcing the objectives and expected outcomes of the process.
•    Work with Talent Advisor to support talent review and succession planning processes, ensuring L&D actions are in place for bench candidates.
Learning & Development
•    Guide on learning solutions that support enterprise and business strategies and enable the growth of our colleagues through a variety of possible career paths. 
Talent Analytics
•    Provide data-driven talent and workforce planning insights that enable and guide informed decisions that progress achievement of business strategies and objectives.
Manage ongoing validity of HR data, help educate on systems and reporting self-service, and support managers/ leaders on data reviews. 
 

The Requirements

•    Significant experience across multiple HR disciplines in large companies with proven success and focus on employee relations, HR processes, performance and talent management, and coaching of managers. 
•    Strong knowledge of current employment legislation and best practice 
•    Knowledge of compliance areas for HR processes and programs, such as, GDPR, SMCR.
•    Proven success working in a fast-paced, high volume, high-pressure environment.
•    Strong collaboration and influencing skills.
•    Creative problem solver, ability to work independently and manages through ambiguity.
•    Strong organisational skills and demonstrates agility and ability to manage multiple priorities and resilience
•    Strong verbal and written communication skills and can effectively share and gather information through internal networks and relationship building.
•    Proven ability to navigate a complex organisation, establish trusting relationships and influence without formal authority.
•    Good data judgement and ability to use Reporting and Analytics to provide insight to talent metrics and behavioural trends for client area.
•    The ability to support organisational design and implementation.
•    The effective management of key requirements such as attrition, diversity ratios and pay/performance metrics.
•    Provide insight to workforce planning, pipeline development, retention, and engagement.
•    Drive for Results

At WTW, we believe difference makes us stronger. We want our workforce to reflect the different and varied markets we operate in and to build a culture of inclusivity that makes colleagues feel welcome, valued and empowered to bring their whole selves to work every day. We are an equal opportunity employer committed to fostering an inclusive work environment throughout our organisation. We embrace all types of diversity.