Employee Relations Senior Manager

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About Ashurst

Ashurst is a leading progressive global law firm with a rich history spanning more than 200 years. We are proud of our history and are future-focused, having expanded into new technologies through our NewLaw division, Ashurst Advance, and our consulting arm. Our in-depth understanding of our clients and commitment to providing excellent standards of service have seen us become a trusted adviser to local and global corporates, financial institutions and governments in all areas of commercial law. To find out more please visit www.ashurst.com .

About the role

The People & Culture (P&C) team delivers purpose led transformation programmes and practices that support the attraction and enablement of leading talent. We are a diverse team, spread across the globe, who prioritise collaboration to draw on our full spectrum of perspectives, networks and strengths. Our team has a blend of roles and expertise within our global Business Partnering team and our Centres of Excellence - Learning & OD, Reward & People Data, Talent Acquisition & Workforce Planning, Inclusion, Diversity & Belonging and Performance Innovation. Driven by our vision to outpace change and led by our values, we are focused on shaping our culture, enabling performance and activating our clear and shared purpose of 'together, we create the extraordinary...'

The Senior Employee Relations Manager reports to the People & Culture Director - UK, EMEA & US and is responsible for overseeing and managing a newly formed employee relations Centre of Excellence as part of the People & Culture team. Whilst this is primarily an individual contributor role, it will have line management responsibility for a fixed-term contract position along with responsibility for upskilling the Business Partnering consultants/advisors that have larger caseloads.

This role is key to fostering a culture of respect and inclusivity, with responsibility for translating current and emerging legislation into fair, progressive and clear global policies and procedures that create a positive work environment. A key part of the role will be to lead on complex employee relations matters in conjunction with supporting the business partnering team with day-to-day queries on their caseloads, developing a dashboard to monitor and report on trends and driving a consistent approach across all ER matters.

Working with the P&C Director, General Counsel (who is also the COLP) and external legal advisers (as appropriate) to advise on highly sensitive complex cases and any changes at scale representing collective consultation or TUPE situations. Leading other experts in the P&C team, either directly or indirectly, to advise the business and key stakeholders on high-risk cases. Providing thought leadership and governance to ensure consistency in service and application of approach. Looking inwardly and scanning the horizon, this role will ultimately focus on ensuring the firm adapts to the changing external landscape both in terms of regulatory requirements and new legislation, designing processes to ensure an optimal employee experience aligned to our culture.

Main responsibilities

• Provide advice, guidance and support to senior stakeholders and the People and Culture business partnering team on Employee Relations and employment law issues.
• Support the firm's global strategy relating to Employee Relations, by working closely with other P&C Centres of Excellence on global projects, whilst adhering to local legislative requirements and best practice.
• Upskill and develop the People & Culture business partners, consultants/advisors and business leaders on Employee Relation matters, ensuring best practice and knowledge sharing.
• Identify potential legal risks related to ER matters and develop strategies and proposals to mitigate these risks.
• Act as the primary point of escalation for ER queries, supporting the P&C team to resolve issues efficiently and effectively.

Employee Relations & Conflict Resolution

Oversee and provide ER support on complex ER matters, including investigations, by identifying internal or external support to carry out the investigation if required, and working closely with the Office of General Counsel before and during the conduct of any investigation to ensure compliance with regulatory obligations and any issues which could give rise to a claim (including, potentially obtaining external legal advice).

• Provide advice, coaching and guidance on end-to-end ER issues, including investigations, disciplinaries, grievances, restructures and redundancies.
• Create, review, and update global employee relations policies and procedures to ensure compliance with legal requirements and best practices.
• Provide advice and input as required to support Employee Relations policies being implemented and operated by Business Partners and firm leaders in a respectful, consistent and values aligned way, to support the firm's objectives.
• Advise the P&C Business Partners and senior stakeholders (as appropriate) on protected conversations, settlement and compensation negotiations.
• Own the relationship with preferred external law firms, manage instructions and monitor expenditure to ensure appropriate ROI of service provision.
• Working with the Official of General Counsel and external counsel in relation to the conduct of any defence to employment claims or regulatory investigation.
• Governance and risk management oversight on Employee Relations and change matters, including authorisation for dismissals and requests from the business that are outside our internal policy and practices.
• Manage our risk, assess and judge non-financial as well as financial outcomes.
• Provide advice and input as required to support long term sickness absence processes and work with other Centres of Excellence as part of process improvement.

Policy & Process Development

• Support the development of protocols that proactively build trust across our firm that inappropriate behaviour in the workplace will be addressed through effective governance processes, best practice protocols and cultural change.
• Assess and advise to ensure individuals are treated in a fair and consistent manner across the firm and are treated with respect.
• Develop and support the implementation of practices to ensure accurate record keeping, data management and formal records produced as and when necessary, in a timely manner according to policy and procedures, and legal obligations.
• Lead the development, review, and implementation of revised global ER policies and processes.

Advisory & Stakeholder Management

• Provides clear, robust and commercial technical advice to key stakeholders, including the People & Culture Director - UK/EMEA/US, General Counsel and Chief People Officer.
• Develop strong consultative relationships with key stakeholders globally acting as trusted advisor, including Business Partners, the shared-service centre and the wider People and Culture team, to deliver pro-active and commercial solutions, focusing on client needs and business drivers.
• Manage and maintain relationships with the firm's employment lawyers and occupational health provider.
• Oversee and manage the implementation of global Employee Relations projects, ensuring alignment with the firm's strategy, adherence to best practices, and effective collaboration with cross-functional teams to drive successful project outcomes.

Team

• Proven ability of working in a global matrix structure. Day to day coaching and development of members of a high performing business partnering team with some line management responsibility, working together as one team providing value-add, strategic, trusted advice.
• Create an environment of high trust and collaboration where everyone wants to deliver to their full potential and achieve outstanding results.
• Deputise for the P&C Director as and when required at key meetings, on complex cases and priority initiatives/projects.
• Be an impactful senior member of the team with energy and optimism, able to contribute and collaborate widely through building a network with other P&C BPs/teams to identify opportunities for leverage and continuous improvement, with the ability to bring people on the journey.
• Resilience to lead on establishing an ER function from scratch with realistic expectations on the need to deliver both operationally and strategically, prioritising time for maximum impact.
• Solutions focused with an ability to think strategically, operationally and creatively with a down to earth and pragmatic approach.
• Significant experience of being able to navigate through complexity and ambiguity, as well as landing and supporting change initiatives.
• Take accountability for own personal and professional development.
• Be an ambassador for our brand and culture role modelling Ashurst's values and behaviours.

Thought Leadership

• In conjunction with key stakeholders, consider future issues and plans and deliver pre-emptive support such as people manager up-skilling and on-going coaching.
• Keep up to date with employment legislation across EMEA, making recommendations for any required changes to ensure the firm's approach aligns with our strategic aspirations, culture and values and regulatory requirements.
• Develop and maintain acceptable levels of Employee Relations technical knowledge of the People and Culture business partner team, supporting them in dealing with formal and informal disputes in line with the firm's policies and the legal framework.
• Proactively support the culture of continuous improvement and initiatives, including managing or leading projects as and when required.
• Provide a consistent culture of excellence, ensuring their work contributes to delivering the firm's strategy.

Required Skills, Experience & Qualifications

• CIPD Level 7 Qualification.
• Law Degree.
• Post Qualification Experience of UK employment law, preferably working in an in-house Employment or ER role currently ideally in a Partnership environment. Applications from private practice employment lawyers will be considered but in-house experience is preferable.
• Basic working knowledge of European employment law desirable.

Background checks

In order to comply with regulatory and client requirements, Ashurst will undertake appropriate vetting of staff. When applicants accept a job offer, Ashurst, alongside a specialist provider, will undertake professional verification and background checks. These checks are only undertaken with consent, and in accordance with our legal and regulatory obligations.

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