Interim Employee Relations Consultant

An international Private Bank are currently looking for an interim ER Consultant for a 12 month contract on a four day a week basis.
The role holder will be responsible for working on or supporting strategic, operational, contentious and non-contentious work. Ensuring that all employment-related risks are transparent, managed, controlled, reported and if necessary mitigated.The role reports locally to the Head of Human Resources and is available to support the HR functions in UK, ROI and Netherlands.

Responsible for managing and advising on Employee Relations processes and practices, such as investigations, disciplinaries, grievances, performance management, redundancies and other terminations, contractual changes
Keeping abreast of employment and regulatory changes and developments to incorporate into HR processes and practices, including delivery of training on such topics.
Work with internal clients, internal specialists and external counsel as required on case management, to avoid litigation or during litigation. Including data gathering, mediation, negotiation and settlement of cases, ensuring that appropriate authorisation and buy-in are achieved in respect of case management strategies. Demonstrating sound commercial and pragmatic decision making and influencing, ensuring that the appropriate senior managers are informed at every stage of the process
Delivering business and people change initiatives, such as SMCR, GDPR - this will be a key focus in 2018/9; policy review and implementation; contract update and review, Employee Handbook review; and other projects as required
Work towards continuous process improvement, making recommendations and taking actions (with approval) to deliver best practice and eradicate issues, errors and risks.
Support the Head of HR with drafting internal communications, fostering an appropriate and engaging employer voice

Regulatory Responsibilities
Support the Head of HR in managing relevant aspects of the Governance Structure; supporting preparation for Board and Committee meetings and ensuring the delivery of resulting actions.
Ensure where people processes overlap, that Group Risk, Compliance and Financial Crime policies and procedures are maintained
May be required to support risk and compliance, internal or external counsel in relation to employment strands within regulatory investigations and DSAR processes

Ideally university educated, an employment legal qualification would be beneficial but not essential.
CIPD qualified, or equivalent and evidenced continuous professional development, keeping up to date with relevant legal and regulatory developments
Deep knowledge and understanding of people and employment matters within financial markets and investment and a very hands-on approach, must be a do-er rather than an adviser or strategist
May come from a legal, HR generalist or specialist HR background. However, must have a strong understanding of all HR functional areas but specifically employee relations, employment law, and change management
Strong knowledge and understanding of UK/ROI regulations, and legal framework
Strong analytical skills including the ability to translate and communicate relevance to non-experts
Excellent organisational and planning skills, including project management and delivery

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