Employee Relations Specialist

Williams Racing; Wantage; On-site; GBP 40,000 - 60,000; Full time

Job summary

Williams Racing is seeking an Employee Relations Specialist for a critical role that supports complex ER cases and business change projects. The position involves working closely with various HR functions and stakeholders to ensure compliance and promote best practices across the organization. This 12-month fixed-term contract has strong potential for conversion to a permanent position.

Qualifications

• 5+ years experience in managing complex Employee Relations cases.
• Deep knowledge of TUPE and consultation processes.
• Experience in policy review and implementation.

Responsibilities

• Manage high-risk cases including disciplinary and grievance.
• Support HRBPs in business change projects.
• Champion ER casework practice and conduct training.

Skills

Employee Relations

UK Employment Law

Communication

Stakeholder Management

Education

CIPD qualified or equivalent HR/ER experience

Job description

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To act as a trusted advisor to the business on all employee relations matters. From managing high-impact change processes to navigating sensitive cases, you’ll work closely with line managers, HRBPs, HR Ops, the wider HR function and legal to deliver fair, compliant, and commercially smart outcomes.

This is initially a 12 month fixed-term contract but it's highly likely to covert to a permanent role as we build out our new Employee Relations team.

Based in Grove, Wantage ideally 4 days a week.

Main Duties:

The ER Specialist manages a variety of complex and high risk cases including disciplinary, grievance, sickness absence and capability, performance, appeals, early conciliation and Employment Tribunal claims. The role will support HRBPs with the delivery of consultation for business change projects including restructures/redundancy (individual and collective), TUPE and changing terms and conditions. This varied role also manages the delivery of ER related projects, policy updates and initiatives for continuous improvement.

Core Competencies:

Strong experience in an ER-focused role

Deep knowledge of UK employment law, with hands-on experience of TUPE and consultations

Track record of managing redundancy, restructures, and complex ER cases.

Skilled communicator and influencer — calm under pressure and confident handling sensitive conversations at senior levels.

Commercially astute with sound judgment and a pragmatic, solution-driven approach.

CIPD qualified or equivalent HR/ER experience.

Qualifications and Experience Level:

5 years + Experience in Employee Relations, including the management of complex & high-risk cases.

Experience in managing consultation requirements for business change projects.

Experience in identifying, assessing and managing risk using excellent communication skills and technical guidance.

Experience in policy review and implementation

Key Accountabilities:

Employee Relations

Manage highly complex and high-risk cases including; disciplinary, grievance, sickness, capability, appeals, whistleblowing, early conciliation, settlement agreements/COT3 and Employment Tribunals.

Risk assess ER related issues and projects, providing clear and viable options for business consideration.

Support with individual and collective consultation for business change projects across the organisation including redundancy, TUPE and changes of terms and conditions.

Identify shortcomings in existing processes, systems and procedures, then collaborates with stakeholders to drive continuous improvement.

Create tools and templates to support the consistent management of ER casework

Ensure ER casework embeds equalities and drive the consistency of application across the organisation, reducing bias or discriminatory practice

Monitor trends and data related to ER casework, reporting insights to the ER Lead and Chief Human Resources Officer, identifying opportunities for intervention and improving Line Manager/employee relationships

Champion ER casework practice across the organisation, including training and briefing managers in order to improve the consistency in line with employment policies and procedures

Review our People policies to ensure they are up to date and support their implementation.

Stay abreast of relevant employment law, statutory codes and regulations, ensuring organisational compliance.

Develop and implement policies and processes to mitigate legal risks related to employment practices.

3. Record Keeping & Reporting:

Ensure that accurate and up-to-date HR records are maintained, ensuring compliance with confidentiality and data protection policies.

Responsibility for maintaining the ER case tracker and working with the analytics team to produce ER stats and a monthly dashboard

4. Training and Development:

Be responsible for and engage in your own organisational learning and development and your continuous professional development.

Keep up-to-date and informed with developments in employment legislation

Provide ER training and coaching to improve manager capability.

5. Stakeholder Management

Develop strong working relationships with key stakeholders and colleagues and collaborate to help support with various ideas and solutions for the HR function.

Build strong and effective working relationships within the business to resolve HR issues in a consistent, fair and effective manner.

Collaborate with Line Managers and the Learning & Development team to improve line manager capabilities.

Values and Behaviours:

All Williams Racing employees are expected to demonstrate the company values at all times:

INNOVATION: Seeks Information. Generates Ideas. Thinks Flexibly

TEAMWORK: Connects with Empathy. Collaborates with Others

RESILIENCE: Engages with Impact. Builds Confidence. Ignites Commitment

EXCELLENCE: Strives to Improve. Develops Self and Others

ACCOUNTABILITY: Drives Action & Change. Customer Focus

Job Description

To act as a trusted advisor to the business on all employee relations matters. From managing high-impact change processes to navigating sensitive cases, you’ll work closely with line managers, HRBPs, HR Ops, the wider HR function and legal to deliver fair, compliant, and commercially smart outcomes.

This is initially a 12 month fixed-term contract but it's highly likely to covert to a permanent role as we build out our new Employee Relations team.

Based in Grove, Wantage ideally 4 days a week.

Main Duties:

The ER Specialist manages a variety of complex and high risk cases including disciplinary, grievance, sickness absence and capability, performance, appeals, early conciliation and Employment Tribunal claims. The role will support HRBPs with the delivery of consultation for business change projects including restructures/redundancy (individual and collective), TUPE and changing terms and conditions. This varied role also manages the delivery of ER related projects, policy updates and initiatives for continuous improvement.

Core Competencies:

• Strong experience in an ER-focused role

• Deep knowledge of UK employment law, with hands-on experience of TUPE and consultations

• Track record of managing redundancy, restructures, and complex ER cases.

• Skilled communicator and influencer — calm under pressure and confident handling sensitive conversations at senior levels.

• Commercially astute with sound judgment and a pragmatic, solution-driven approach.

• CIPD qualified or equivalent HR/ER experience.

Qualifications and Experience Level:

• 5 years + Experience in Employee Relations, including the management of complex & high-risk cases.

• Experience in managing consultation requirements for business change projects.

• Experience in identifying, assessing and managing risk using excellent communication skills and technical guidance.

• Experience in policy review and implementation

Key Accountabilities:

Employee Relations

• Manage highly complex and high-risk cases including; disciplinary, grievance, sickness, capability, appeals, whistleblowing, early conciliation, settlement agreements/COT3 and Employment Tribunals.

• Risk assess ER related issues and projects, providing clear and viable options for business consideration.

• Support with individual and collective consultation for business change projects across the organisation including redundancy, TUPE and changes of terms and conditions.

• Identify shortcomings in existing processes, systems and procedures, then collaborates with stakeholders to drive continuous improvement.

• Create tools and templates to support the consistent management of ER casework

• Ensure ER casework embeds equalities and drive the consistency of application across the organisation, reducing bias or discriminatory practice

• Monitor trends and data related to ER casework, reporting insights to the ER Lead and Chief Human Resources Officer, identifying opportunities for intervention and improving Line Manager/employee relationships

• Champion ER casework practice across the organisation, including training and briefing managers in order to improve the consistency in line with employment policies and procedures

• Review our People policies to ensure they are up to date and support their implementation.

2. Legal Compliance

• Stay abreast of relevant employment law, statutory codes and regulations, ensuring organisational compliance.

• Develop and implement policies and processes to mitigate legal risks related to employment practices.

3. Record Keeping & Reporting:

• Ensure that accurate and up-to-date HR records are maintained, ensuring compliance with confidentiality and data protection policies.

• Responsibility for maintaining the ER case tracker and working with the analytics team to produce ER stats and a monthly dashboard

4. Training and Development:

• Be responsible for and engage in your own organisational learning and development and your continuous professional development.

• Keep up-to-date and informed with developments in employment legislation

• Provide ER training and coaching to improve manager capability.

5. Stakeholder Management

• Develop strong working relationships with key stakeholders and colleagues and collaborate to help support with various ideas and solutions for the HR function.

• Build strong and effective working relationships within the business to resolve HR issues in a consistent, fair and effective manner.

• Collaborate with Line Managers and the Learning & Development team to improve line manager capabilities.

Values and Behaviours:

All Williams Racing employees are expected to demonstrate the company values at all times:

• INNOVATION: Seeks Information. Generates Ideas. Thinks Flexibly

• TEAMWORK: Connects with Empathy. Collaborates with Others

• RESILIENCE: Engages with Impact. Builds Confidence. Ignites Commitment

• EXCELLENCE: Strives to Improve. Develops Self and Others

• ACCOUNTABILITY: Drives Action & Change. Customer Focus

Additional Information

Atlassian Williams Racing is an equal opportunity employer that values diversity and inclusion. We are happy to discuss reasonable job adjustments.