Strategic Employee Relations Business Partner

• Develop and implement a forward-looking employee relations strategy aligned to organisational priorities and culture.
• Provide expert ER insights to inform business transformation, organisational design, and workforce planning.
• Act as a trusted advisor and coach to senior leaders and Strategic People Partners on complex, high-risk, and sensitive people issues.

• Build ER capability across the business facing people teams, specifically the Strategic People Partners and the People Consultants in addition to line managers through coaching, training and guidance.
• Promote early intervention and informal resolution approaches.
• Build capability and confidence of line managers to manage employee relations situations focused on early intervention and building confidence.
• Enable a shift from reactive case management to proactive people management.

• Lead on the advice for the most complex, high-impact employee relations cases (e.g. disciplinary, grievance, whistleblowing, capability exits & P and C employment tribunal lead).
• Provide guidance and quality assurance to Strategic People Partners and wider people teams on ER case handling.
• Ensure risks are proactively identified, escalated, and mitigated in line with legal and organisational requirements.
• Provide lessons learnt insights and action plans to leaders and management in relation to risk mitigation, culture change and operational improvement

• Analyse ER data and trends to identify systemic issues, root causes, and emerging risks generating recommendations for corporate and local action.
• Use insights to influence policy, leadership capability, and organisational interventions. Drive continuous improvement in ER processes, ensuring efficiency, consistency and high-quality outcomes.

• Overall accountability for Leading the development, review, and implementation of existing and new people policies and frameworks.
• Ensure policies align with employment legislation, best practice and organisational values.
• Ensure polices and processes are co-created with joint authors/owners
• Ensure people are accountable for timely policy work, helping to enable them on what good looks like and escalate risks to management where governance is not working or deliverables are not being realised.
• Promote equitable, inclusive, and consistent application of policies across the organisation.

• Partner with senior leaders, Strategic People Partners, Legal, and reward colleagues, specifically the Employee and Industrial Relations Manager where relevant
• Build strong relationships to influence decision-making and embed effective ER practice.
• Act as a key escalation point for complex and sensitive issues.

• Provide ER expertise during organisational change (e.g. restructures, TUPE, redundancy).
• Support leaders to manage people impacts effectively and ethically.
• Ensure compliance with consultation requirements and governance processes.

• Significant experience in ER at a senior and / or strategic level.
• Experience of leading and coaching a team of Employee Relations experts
• Deep knowledge of employment law and its practical application.
• Proven ability to manage complex, high-risk ER cases, evidencing balancing risk with business need.
• Strong analytical skills with experience using data to drive insights, recommendations, and business decisions.
• Excellent stakeholder management and influencing skills, particularly at senior level.
• Strong communication skills with the ability to translate technical language into operational context where applicable.
• Experience working within a business partnering model.
• Ability to operate both strategically and operationally when required.
• Strong judgement, resilience, and ability to handle sensitive situations with discretion.
• CIPD level 5 or equivalent experience

• CIPD Level 7 or working towards (or equivalent experience).
• Relevant degree.

Job Segment: Employee Relations, Compliance, QA, Quality Assurance, Human Resources, Aviation, Legal, Technology, Quality