Employee Relations Lead - Corporate Functions

The Employee Relations Lead - Corporate manages the Corporate Employee Relations team and is responsible for the delivery of employee relations support across the Corporate Functions an assigned business segment(s) within WTW. The Corporate Functions consist of c800 people.

The role provides strategic and operational employee relations expertise, ensuring fair, consistent and legally compliant management of employee matters. The Employee Relations Lead is accountable for overseeing the team's case portfolio, managing and support Employee Relations Specialist and Adviser, allocating resources effectively and acting as the escalation point for complex, sensitive and high-risk employee relations matters.

Working closely with business leaders, HR Business Partners, Talent Advisors, Legal and Compliance teams, the role supports organisational effectiveness through the proactive management of employee relations risk, workforce change initiatives and employee-related challenges.

The Employee Relations Lead reports to the Head of Employee Relations GB and ensures employee relations practices are aligned with business objectives, regulatory requirements, employment legislation and WTW values.

• Lead and coach a team ER Specialist and Adviser), fostering a high-performing, collaborative and customer-focused culture.
• Provide ongoing guidance, oversight and quality assurance to Employee Relations Specialists and Advisers to ensure effective, consistent and legally compliant outcomes are delivered in accordance with company policies and procedures.
• Act as the primary Employee Relations partner for designated business segment(s), building strong relationships with business leaders, HR Business Partners and Talent Advisors.
• Manage team capacity, workload allocation and prioritisation to ensure effective service delivery and appropriate coverage during periods of peak demand.
• Serve as the escalation point for complex, high-risk or business-critical employee relations matters, providing expert guidance and support to the team and wider HR function.
• Be the subject matter expert on employee relations, employment law and emerging best practice, ensuring knowledge is maintained and shared across the team.
• Lead or support complex investigations and employee relations matters, including disciplinary, grievance, capability, performance management, absence management, whistleblowing, harassment, discrimination, conduct rule breaches and other sensitive workplace issues.
• Partner with business leaders and HR teams to identify, assess and mitigate employee relations risks and develop proactive solutions to address emerging issues.
• Support organisational change initiatives, including restructures, redundancies, collective consultation processes, changes to terms and conditions, business transfers and other workforce transformation programmes.
• Analyse employee relations trends, case data and organisational insights to identify patterns, risks and opportunities, making recommendations to improve business outcomes and the employee experience, through use of tracking system (All Voices)
• Collaborate with Legal, Compliance and other specialist functions to ensure appropriate management of legal, regulatory and reputational risk.
• Act as the point of escalation for regulatory matters, including Senior Managers and Certification Regime (SMCR) and conduct rule investigations where applicable.
• Prepare documentation and support strategy development relating to Employment Tribunal claims, settlement discussions and regulatory investigations, working closely with the Head of Employee Relations and Legal teams.
• Drive continuous improvement initiatives to enhance employee relations processes, governance, service delivery and operational efficiency.
• Support the review, development and implementation of employee policies, procedures and guidance materials to ensure compliance with legislative and business requirements.
• Educate and upskill members of the Employee Relations team, HR colleagues and people managers through coaching, training and knowledge-sharing initiatives.
• Contribute to wider HR projects, business initiatives and strategic priorities as required.

• Significant employee relations experience gained within a large, complex and matrixed organisation, with proven success managing a broad range of employee relations matters.
• Demonstrated experience leading, managing and developing Employee Relations professionals, including…