Head of Colleague Relations

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Brodies LLP is a prominent UK law firm headquartered in Scotland, that provides expert advice to UK and international clients.

We have the capability and expertise to deliver mandates with global reach, uniting specialist perspectives from across our firm to offer bespoke legal solutions and advice, resulting in impactful outcomes for our clients.

With offices in London, Leeds, and throughout Scotland, we are dedicated to driving innovation in the legal sector, leveraging new technologies and forward-thinking strategies to deliver exceptional value and efficiency for our clients.

Our contract with our people underlines our commitment to fostering a supportive and inclusive work environment, prioritising the wellbeing and development of our colleagues to ensure they thrive both personally and professionally.

We are also deeply committed to making a positive impact in the communities in which we live and work. Through our pro bono work, charitable activities, and initiatives that promote diversity and inclusion, we strive to contribute meaningfully to society.

JOB TITLE

Head of Colleague Relations

BASED IN

Glasgow or Edinburgh

REPORTING TO

People Engagement Director

JOB PURPOSE

The Employee Relations Manager is responsible for leading the delivery of a high-quality, legally compliant and customer-focused Employee Relations (ER) service across the firm. This role manages complex and high-risk cases, provides expert guidance to People Engagement (PE) Business Partners and line managers, and ensures ER policies, frameworks, and governance processes are maintained, updated, and applied consistently. The postholder acts as a subject matter expert, driving effective resolution of employment issues, reducing organisational risk, and promoting a positive and fair employee experience. This role will sit on the People Engagement Leadership Team (PELT).

CORE TASKS

COMPLEX CASE MANAGEMENT
• Lead and manage the most complex, sensitive, or high-risk ER cases including disciplinary, grievance, performance, sickness absence, harassment, discrimination, whistleblowing, and organisational disputes.
• Leading workplace investigations with a strong analytical mindset.
• Provide hands-on support during investigations, hearings, appeals, and external processes (e.g., ACAS Early Conciliation, Employment Tribunal preparation).
• Work with internal and external legal advisors where necessary to manage risk and ensure compliance.
• Maintain clear documentation, case notes, and audit trails for all cases handled.

ADVISORY SUPPORT TO PE BUSINESS PARTNERS
• Act as the escalation point for PE Business Partners, offering expert advice on policy interpretation, risk assessment, and case strategy.
• Coach and build capability across the PE function and line managers (via our People Manager development programme) to handle ER issues effectively and confidently.
• Review case handling by PE Business Partners, ensuring consistent standards across the firm.
• Provide trend analysis and insight on ER issues to support proactive workforce interventions working with the PE specialist teams as necessary to develop solutions.
OWNERSHIP OF ER POLICIES, PROCESSES & GOVERNANCE
• Own and maintain the organisation's suite of ER policies, ensuring they are legally compliant, up to date with employment law, in line with our regulatory requirements, and accessible.
• Lead regular reviews of relevant policies eg disciplinary policy, grievance policy, attendance at work policy.
• Develop, refine, and embed ER processes, frameworks, toolkits and templates that promote fairness, consistency, and efficiency.
• Establish and monitor governance mechanisms, including case management standards, audit checks, and reporting requirements (internal and regulatory).
• Ensure the organisation's ER approach aligns with employment legislation, codes of practice, our regulatory requirements, and internal risk appetite.
DATA, INSIGHTS & REPORTING
• Oversee ER case management data capture, ensuring accurate recording of all activity.
• Produce regular reports for PE leadership and the Operational Board on case volumes, themes, risk areas, outcomes, and organisational learning.
• Use ER data to identify trends and recommend interventions that support culture improvement, leadership capability, and reduced ER risk.
STAKEHOLDER RELATIONSHIP MANAGEMENT
• Build strong relationships with key stakeholder/s in our employment practice area and be able to influence decisions.
• Provide senior leaders within PE and the Operational Board with insights and recommendations on people risks and organisational behaviours.
• Advising senior management on functional alignment and risk mitigation.
• Represent the organisation in external ER forums.

CONTINUOUS IMPROVEMENT & CULTURE
• Works with Learning & Development to create and deliver initiatives to improve manager, and less experienced specialists, capability in employee relations, such as training, toolkits, and coaching.
• Support culture, engagement, and well-being programmes by using ER insight to inform preventative strategies.
• Drive consistency and fairness in decision-making across the business.
• Fosters an inclusive

PERSON SPECIFICATION

• Significant experience in Employee Relations with a track record of managing complex and high-risk cases.
• Strong knowledge of UK employment law and best practice.
• Experience advising HR Business Partners and senior leaders on ER matters.
• Experience of working with legal advisors.
• Ability to analyse risk, make sound judgements, and deliver pragmatic, business-focused solutions.
• Excellent written and verbal communication skills, including drafting formal correspondence and reports.
• Experience developing or maintaining ER policies and processes.
• Strong stakeholder management and influencing skills.
• Ability to handle sensitive and confidential information with discretion.
• Strong organisational skills and ability to prioritise in a fast-paced environment.
• Resilient but able to identify when additional support is needed for self and others when handling complex or particularly challenging cases.

DESIRABLE
• Experience of working in a professional services environment.
• Experience of working in a regulated environment.
• Experience of working with Trade Unions.
• Exposure to case management data and HR analytics.
• Experience in cultural or organisational change initiatives.
QUALIFICATIONS
• CIPD
• Business Degree (preferred)
• A relevant qualification in Employee relations (preferred)

If you have any queries regarding this role, please contact recruitment@brodies.com quoting the job reference.