Senior Employee Relations & People Change Partner

Contract: 12 months (could go permanent)

Location: North West England / Hybrid ( 50%)

Start: Immediate

FTC: Competitive, commensurate with experience

The Opportunity

A mid-sized, technology organisation undergoing significant transformation is seeking an experienced Senior Employee Relations & People Change Partner to support its evolving People & Culture agenda, reporting into the Chief People and Culture Officer.

You’ll act as a trusted lead, partnering across the Leadership Team to the most senior levels, guiding leaders through complex employee relations cases, organisational change and cultural transformation. This role requires both hands-on case management capability and strategic advisory skill to influence senior stakeholders across multiple business areas.

Key Responsibilities
• Support the design and implementation of change programmes—restructures, consultation processes, role transitions, and redeployments.
• Lead complex ER cases and restructuring activity ensuring fair, legally compliant, and commercially pragmatic outcomes.
• Coach and upskill leaders in ER best practice, conflict resolution, and proactive case prevention.
• Provide pragmatic risk-based advice on ER and employment law matters in collaboration with legal counsel.
• Embed new ways of working and support the shift to a more agile, accountable, and coaching-led culture.
• Deliver employee engagement and culture initiatives, helping shape communication plans and People frameworks that enable high performance and trust.
• Use data and insights (ER dashboards, turnover trends, engagement metrics) to advise senior leaders and shape proactive interventions.
• Act as a key escalation point for sensitive cases, mediations, and external tribunal matters if required.

What We’re Looking For
• Proven track record in Employee Relations leadership within a fast-paced transforming consumer-led small to medium sized organisation.
• Deep knowledge of UK employment law, TUPE, redundancy, consultation, and reorganisation processes. Experience working in regulated environments and with with Trade Unions ideal.
• Experience driving culture or change projects—e.g., pre or post-restructure stabilisation, new operating model implementation.
• Strong influencing and coaching skills with senior leaders and functional heads.
• Ability to balance commercial risk and employee advocacy in decision-making.
• Confident communicator able to manage ambiguity and competing priorities.
• Ideally CIPD Level 7 qualified or equivalent experience.

What’s on Offer
• High visibility across the People & Culture function.
• Chance to shape ER frameworks and strengthen leadership capability during a critical transformation phase.
• Collaborative culture and flexible hybrid environment.