Employee Relations Advisor

At Zego, we're on a mission to do the good thing, not the insurance thing.

Insurance hasn't changed much in over a century. The way we live, work and travel has. We're building the real-time, AI-driven infrastructure that powers innovative insurance, so good drivers get cover that works the way they actually drive.

We're not just updating insurance;
We're leading the AI evolution in insurance

For us, AI isn't a line on a roadmap or a buzzword on a slide. It's our operating reality, and it's how we build products that back drivers instead of the old insurance playbook.

We don't do things slowly, and we don't do bureaucracy. We back high-performance builders who want ownership, early responsibility and the chance to do the most career-defining work of their lives. You'll get the space to try things, the tools to move fast, and the room to see your ideas reach millions of drivers.

Do not take our word for it. Read what Zegons say about us on Glassdoor.

If you're ready to build the future of insurance, we're hiring.

We're looking for an Employee Relations Advisor to own day-to-day employee relations across Zego, acting as a first point of contact for managers on people issues. Many of those managers lead our customer-facing operations teams, such as customer service and claims, where the pace and volume of work are much like a contact centre.

You'll work alongside two Senior People Partners and report to the Director of People. You'll run cases from start to finish: probation, occupational health referrals, absence, disciplinaries, flexible working requests and the rest of a busy ER caseload.

• Managing your own caseload of ER matters, including disciplinaries, grievances, capability and absence, from investigation through to outcome
• Running probation processes so reviews happen on time and managers act early
• Managing occupational health referrals, interpreting reports and advising managers on reasonable adjustments and next steps
• Handling flexible working and other statutory requests within the legal time frames
• Advising managers who chair hearings and supporting them through the process
• Giving managers and employees clear, practical answers on our policies and on employment law
• Spotting patterns in absence, attrition and case data, and raising them with the relevant Senior People Partner.
• Escalating complex, high-risk or sensitive cases with a clear summary and recommendation
• Keeping case records and HRIS data accurate and compliant
• Contributing to wider People initiatives such as policy updates and manager training

• Experience as an HR or People Advisor with a substantial ER caseload, ideally in a tech contact centre or another high-volume operational environment
• Confidence running disciplinary, grievance, absence and capability processes independently, including investigations
• Practical, up-to-date knowledge of UK employment law and how recent reforms affect day-to-day ER
• Experience managing occupational health referrals and advising on reasonable adjustments
• Good judgement on when to handle something yourself and when to escape
• The confidence to challenge managers when their preferred route carries risk, and to explain why
• Strong organisation, so you can carry a high volume of cases without deadlines slipping
• Clear written skills for investigation reports, outcome letters and case notes
• Discretion with confidential and sensitive information
• Evidential use of AI in your role to automate routine tasks
• CIPD Level 5 or above, or equivalent experience

Teams work better with time to collaborate and space to get things done. We call it Zego Hybrid: some of us are in our office (central London or Halifax) weekly, others monthly or quarterly. It's about finding the balance between face time and focus that produces great work and a healthy life around it.

We also make a point of getting everyone in the same room. Teams come together every quarter, and once a year the whole company does, properly. It's a serious investment and consistently one of the best parts of the year.

Here is what the last one looked like.

Market-competitive salary, benchmarked against your function and reviewed every year.

Annual performance bonus, linked to company performance and your contribution.

Share options, a real stake in the company and a share in the future you build.

Private medical insurance.

Pension, generous holiday, and £1,000 a year to spend on getting to the…