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Employee Relations Manager


Job details

  • Stratford, London
  • £40,000 per year
  • 35 hours per week (Monday to Friday)
  • Full time, Fixed Term Contract

Working at Scope

  • Be a disability gamechanger
  • 27 days holiday per year
  • Flexible working
  • Discounts at gyms, restaurants and more

Job description

This is a high level Employee Relations (ER) role consulting on complex, high risk Employee Relations processes.

• Acting as part of the HR Leadership team and leading a team that provide current and effective organisational employment relations advice to the People colleagues and managers

• Support the ER Advisors with providing options to assist them in achieving the best outcome for Scope when dealing with ER issues, ensuring that the advice given and the decisions taken are guided by our policies and aligned to the culture we aspire to

• Work proactively with line managers to deal effectively with all ER related activity, coaching managers through the process and supporting them whilst leaving the management responsibility with them

• Develop managers to be confident in undertaking early stages of formal procedures, ensuring supporting documentation is up to date and accessible

• To contribute as part of a wider People team to the development of people management policies and procedures, managers’ guidance notes and projects that reflect organisational requirements

• Positively support and champion change across the organisation

• Use key performance indicators and data insight to recommend areas for improvement


Main responsibilities

1. Lead a team of one ER Advisor, one ER Coordinator and one Policy and Reward consultant, developing their knowledge in dealing effectively with Medium to High Risk ER cases within Scope

2. Be the expert point of contact for all High Risk cases through to completion including ACAS and Tribunal activities

3. Engage in continuous improvement of reporting, policies and delivery of the ER service in Scope, and reviewing and revising the people programs, policies, and practices to sustain positive employee relations which are compliant with the relevant employment law

4. Support and advise the business and Human Resources Business Partner on effective change management

5. Coach and support ER Team in their job role to ensure a high-quality service provided at all times

6. Complete quality reviews of the ER team’s work activity to identify opportunities to enhance timely ER Service delivery and team member skills and knowledge

7. Lead in developing the capacity of line managers to manage a range of ER problems locally, developing management styles to foster positive working relationships with employees, minimising the occurrence of line management problems and issues and fostering a positive climate for ER activity

8. Liaise directly with the senior leadership team on developments and the ER Advisor role in coaching and developing managers to be competent and consistent in their execution of policies and procedures, encouraging problems to be dealt with informally and as soon as possible

9. Coach and develop line managers in supporting disabled employees effectively, being clear they understand the requirements, appropriate reasonable adjustments, and on-going support/ review in line with the inclusivity lead

10. Proactively manage and support (in conjunction with the ER Advisors) the company in relation to all elements of TUPE, Acquisitions, Redundancy (where applicable), and ensuring all relevant processes are followed and compliance is met

11. Act as Designated Safeguarding Lead for the People Team, providing first point of contact, reporting concerns and liaising with the Safeguarding Team

12. Work collaboratively with the People Team within the designated contract areas on a range of people and organisational matters

13. Work flexibly across the region as required supporting colleagues on projects and work activity

Internal contacts

• People team, all internal customers

External contacts

• Legal Advisors and ACAS

Person Specification

Knowledge. experience and skills


• Extensive Employee Relations experience, including a demonstrable track record in adding value to the organisation, including successful tribunal results and successful implementation of change via collective consultation

• Minimum level 7 CIPD or equivalent qualification, chartered member of CIPD or working towards this with evidence of continuous professional development

• Comprehensive understanding of employment law and the employment tribunal process

• Commercial approach to providing solutions to people issues

• Highly effective communication and negotiation skills

• People Manager skills and team development

• Strong attention to detail, problem-solving ability and ability to deliver results to demanding deadlines


• You are disabled or have lived experience of disability

• Experience of designing and delivering training to disabled people and making training accessible

Contact us

If you have any questions please get in touch.

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