ER Business Partner

Job Description | Employee Relations Business Partner

Department: Human Resources
Location: London

The HR team in the UK consists of over 60 people. We have specialist teams in Resourcing, Graduate Recruitment, Learning and Development, Systems and MI and Reward. The HR Operations team are based in offices across the UK, working as one team to deliver a business partnering service to our fee earning and business services teams.

The ER Business Partner role sits within the Employee Relations Advisory team, a Centre of Excellence within the wider HR Operations team. The role’s purpose is to work with and influence key stakeholders and partners to improve business performance by identifying areas for improvement and facilitating change initiatives, while managing legal, commercial and reputational risks.

• Business Partnering
  • Work with the Senior ER Manager and Senior ER Advisor to develop the ER function and ensure it meets the strategic objectives of the Firm.
  • Support positioning ER as a strategic function within the wider HR team and across client groups across UK offices, providing pragmatic, commercial and informed advice and support on all ER matters.
  • Handle collective activities such as restructures, re‑organisations, consultations, TUPE.
  • Handle individual cases including capability, performance, absence, wellbeing, conduct, grievances, disciplinaries, equality and discrimination issues, SARs, dismissals and managed exits.
  • Handle complaints and claims, including Employment Tribunal claims.
  • Advise on changes in legislation and implications of recent Court and Tribunal decisions.
  • Draft, update and maintain policies, related processes, guidance notes and training, with a view to a global approach.
  • Develop strong business relationships with key stakeholders and contacts within HR and partnering functions such as Risk, IT, Finance, Tax and Procurement, fulfilling the role of trusted advisor.
  • Coach and support members of the UK HR team to maintain and develop their knowledge and expertise in day‑to‑day ER management.
  • Develop and deliver training to audiences outside HR on topics where ER is an element.
  • Work with the wider business to ensure initiatives and solutions have full support ahead of implementation, influencing and supporting change management across the firm, including multi‑functional project groups.
  • Propose new ideas that may lead to better strategic decisions for ER team members, the wider HR team and other stakeholders.
  • Monitor and act on legislative changes in good time, identifying relevant trends and court/tribunal decisions that may impact the firm.
  • Proactively manage continuous professional development for self, the ER team and the wider team.
  • Work with the ER team on analysing and reporting on ER activities and trends across the UK.
• Projects
  • Work with the senior HR team and the business on various projects including returning to working in office spaces, strategic initiatives and re‑organisations.
  • Provide project support and work closely with the Senior HR Manager on the annual Global Legal Director Promotion process.

• Graduate or equivalent, CIPD qualified and ideally a higher qualification in Employment Law.
• Solid knowledge and understanding of UK employment law, codes of practice and case law.
• Practical experience of ER, preferably within a regulated environment, including complaints and claims (e.g. early conciliation process, ET claims, complaints to the ICO).
• HR Professional with experience building effective relationships with senior stakeholders, inspiring confidence and respect at all levels.
• Demonstrable experience managing heavy caseloads alongside project, policy and reporting activities.
• Strong team player.
• Understanding of wider HR functions and how they overlap with the ER team.
• Ability to collate and analyse data and present findings and trends to appropriate audiences.
• Commercial awareness.
• Able to assess and balance opposing risks in ER matters, identify issues and construct and present a reasoned solution to the business. Strong influencing skills required.
• Proactive approach to identifying issues and finding solutions.
• Strategic…