Logo of Huzzle

Home

Matches

Explore

Manage

ER and Change Partner

image

TalkTalk

2mo ago

  • Job
    Full-time
    Senior Level
  • Consulting
    People, HR & Administration
  • Salford
  • Quick Apply

AI generated summary

  • You must be CIPD Level 5 qualified, experienced in employee relations and change management, possess strong stakeholder skills, and be adept in HR best practices and problem-solving.
  • You will provide ER advice, manage cases, support change initiatives, design training, update policies, and partner with leaders to enhance people management and mitigate risks.

Requirements

  • CIPD Qualified (Level 5) or equivalent HR qualification.
  • Proven experience in employee relations, case management, and providing employment law advice.
  • Experience in supporting organizational change initiatives, including restructures, redundancies, and ideally also exposure to supporting TUPE processes.
  • Strong stakeholder management and relationship-building skills.
  • Experience of coaching and upskilling people leaders in managing ER issues and driving change.
  • Solid understanding of HR best practices, policies, and procedures.
  • Commercial acumen and the ability to balance people management with business needs.
  • Project management experience in policy development or change management.
  • Experience in a fast-paced, dynamic environment where you can drive change effectively.
  • Excellent problem-solving and analytical skills.
  • Strong communication and interpersonal skills.
  • Ability to manage complex cases with a commercially balanced and practical approach.
  • Resilient and adaptable, with a proactive attitude to managing challenging situations.
  • High level of confidentiality and discretion in dealing with sensitive issues.

Responsibilities

  • Provide timely and commercially balanced advice on policy, process, employment law, and best practices to colleagues and people leaders across the business.
  • Offer guidance on complex ER cases, ensuring effective case management and resolution.
  • Act as a trusted advisor to leaders and managers, guiding them on issues such as disciplinary action, grievances, performance management, and employee well-being.
  • Proactively manage cases, identifying root causes and suggesting interventions where appropriate.
  • Support people leaders in navigating sensitive situations while maintaining confidentiality and a high level of service.
  • Provide support to Heads of HR with organizational change programs, including restructures, redundancies, and TUPE transfers.
  • Support on change management initiatives, supporting organisational design, problem-solving, and behavioural change.
  • Ensure that change management processes are executed efficiently and in line with employment law and best practice.
  • Design and deliver people management training to upskill people leaders in key ER topics, ensuring they have the tools to manage performance and employee relations effectively.
  • Provide coaching and development to people managers, enabling them to handle ER matters and organizational change.
  • Ensure that managers are equipped with the necessary resources (policies, guidelines, training) to make informed decisions and lead their teams effectively.
  • Support the development and review of HR policies, ensuring they are aligned with current employment law and business needs.
  • Project manage the end-to-end process of policy reviews, including benchmarking, writing, and updating policies.
  • Provide guidance on policy interpretation and ensure that policies are consistently applied across the business.
  • Regularly update and maintain the Help centre articles to promote self-service options for employees and managers.
  • Build strong relationships with leadership and key business stakeholders, providing strategic HR partnering and guidance on people management issues.
  • Partner with specialist teams, such as occupational health and employment lawyers, to manage cases effectively and mitigate risks.
  • Identify opportunities for continuous improvement in HR processes, ensuring efficiency and a positive employee experience.
  • Monitor and manage risks to the business related to ER and change management issues, proactively addressing challenges as they arise.

FAQs

What is the duration of the role?

The role is envisaged to be on a 12-month fixed term basis, with a possibility of moving into a permanent role.

What qualifications are required for this position?

Applicants should be CIPD Qualified (Level 5) or hold an equivalent HR qualification.

What experience is necessary for this role?

Proven experience in employee relations, case management, and providing employment law advice is required, along with experience supporting organizational change initiatives.

Will I be required to manage sensitive employee relations cases?

Yes, you will offer guidance on complex ER cases and act as a trusted advisor to leaders and managers on various employee-related issues.

Is there a focus on upskilling people leaders?

Yes, part of the role involves designing and delivering people management training to help upskill people leaders in key ER topics.

What types of organizational changes will I be supporting?

You will provide support for organizational change programs, including restructures, redundancies, and TUPE transfers.

What is the company's approach to employee well-being?

The role includes supporting employee well-being and ensuring that people leaders are equipped to manage issues related to employee welfare.

Are there opportunities for continuous improvement in HR processes?

Yes, part of the role involves identifying opportunities for continuous improvement in HR processes to ensure efficiency and enhance the employee experience.

Will I collaborate with other teams within the company?

Yes, you will partner with specialist teams such as occupational health and employment lawyers to manage cases effectively.

What are the flexible working options available?

The company offers true flexible working and hybrid working options for employees.

How many vacation days do employees receive?

Employees receive 25 days of holiday, 3 wellbeing days, plus their birthday off, with the option to buy up to 10 extra days per year.

Is there support for employee health care?

Yes, the company provides free private healthcare for all employees.

What volunteer opportunities does the company offer?

Employees are encouraged to volunteer for charity or community organizations, with up to 3 paid days per year allocated for this purpose.

How does the company ensure an inclusive workplace?

The company is recognized as a Top 50 Inclusive Employer in the UK and actively promotes a diverse and inclusive culture where everyone can be themselves.

image

TalkTalk

Telecommunications
Industry
1001-5000
Employees
2002
Founded Year

Mission & Purpose

To make TalkTalk for everyone, we need people like you. We’re on a mission to bring simple, affordable, reliable and fair connectivity, to everyone. We want to be the most recommended provider and we want our people to feel proud to work here. It’s why we’ve created a working environment where you can be yourself and give your all. You’ll be called on to out-think the competition. To work closely with your colleagues on new ideas that will make sure every customer is a happy customer. We’ve been a challenger brand from the word go. Now we’re looking for more people who’ll help us to challenge the status quo and change things for the better. To stand for something. For our customers, for our business and for the entire industry.