Employee Relations Specialist

To act as a trusted advisor to the business on all employee relations matters. From managing high-impact change processes to navigating sensitive cases, you’ll work closely with line managers, HRBPs, HR Ops, the wider HR function and legal to deliver fair, compliant, and commercially smart outcomes.

This is initially a 12 month fixed-term contract but it's highly likely to covert to a permanent role as we build out our new Employee Relations team.

Based in Grove, Wantage ideally 4 days a week.

Main Duties:

The ER Specialist manages a variety of complex and high risk cases including disciplinary, grievance, sickness absence and capability, performance, appeals, early conciliation and Employment Tribunal claims. The role will support HRBPs with the delivery of consultation for business change projects including restructures/redundancy (individual and collective), TUPE and changing terms and conditions. This varied role also manages the delivery of ER related projects, policy updates and initiatives for continuous improvement.

Core Competencies:

• Strong experience in an ER-focused role

• Deep knowledge of UK employment law, with hands-on experience of TUPE and consultations

• Track record of managing redundancy, restructures, and complex ER cases.

• Skilled communicator and influencer — calm under pressure and confident handling sensitive conversations at senior levels.

• Commercially astute with sound judgment and a pragmatic, solution-driven approach.

• CIPD qualified or equivalent HR/ER experience.

Qualifications and Experience Level:

• 5 years + Experience in Employee Relations, including the management of complex & high-risk cases.

• Experience in managing consultation requirements for business change projects.

• Experience in identifying, assessing and managing risk using excellent communication skills and technical guidance.

• Experience in policy review and implementation

Key Accountabilities:

Employee Relations

• Manage highly complex and high-risk cases including; disciplinary, grievance, sickness, capability, appeals, whistleblowing, early conciliation, settlement agreements/COT3 and Employment Tribunals.

• Risk assess ER related issues and projects, providing clear and viable options for business consideration.

• Support with individual and collective consultation for business change projects across the organisation including redundancy, TUPE and changes of terms and conditions.

• Identify shortcomings in existing processes, systems and procedures, then collaborates with stakeholders to drive continuous improvement.

• Create tools and templates to support the consistent management of ER casework

• Ensure ER casework embeds equalities and drive the consistency of application across the organisation, reducing bias or discriminatory practice

• Monitor trends and data related to ER casework, reporting insights to the ER Lead and Chief Human Resources Officer, identifying opportunities for intervention and improving Line Manager/employee relationships

• Champion ER casework practice across the organisation, including training and briefing managers in order to improve the consistency in line with employment policies and procedures

• Review our People policies to ensure they are up to date and support their implementation.

2. Legal Compliance

• Stay abreast of relevant employment law, statutory codes and regulations, ensuring organisational compliance.

• Develop and implement policies and processes to mitigate legal risks related to employment practices.

3. Record Keeping & Reporting:

• Ensure that accurate and up-to-date HR records are maintained, ensuring compliance with confidentiality and data protection policies.

• Responsibility for maintaining the ER case tracker and working with the analytics team to produce ER stats and a monthly dashboard

4. Training and Development:

• Be responsible for and engage in your own organisational learning and development and your continuous professional development.

• Keep up-to-date and informed with developments in employment legislation

• Provide ER training and coaching to improve manager capability.

5. Stakeholder Management

• Develop strong working relationships with key stakeholders and colleagues and collaborate to help support with various ideas and solutions for the HR function.

• Build strong and effective working relationships within the business to resolve HR issues in a consistent, fair and effective manner.

• Collaborate with Line Managers and the Learning & Development team to improve line manager capabilities.

Values and Behaviours:

All Williams Racing employees are expected to demonstrate the company values at all times:

• INNOVATION: Seeks Information. Generates Ideas. Thinks Flexibly

• TEAMWORK: Connects with Empathy. Collaborates with Others

• RESILIENCE: Engages with Impact. Builds Confidence. Ignites Commitment

• EXCELLENCE: Strives to Improve. Develops Self and Others

• ACCOUNTABILITY: Drives Action & Change. Customer Focus

For almost 50 years, Williams Racing has been at the forefront of one of the fastest sports on the planet, being one of the top three most successful teams in history competing in the FIA Formula 1 World Championship. With an almost unrivalled heritage of engineering and racing F1 cars and unforgettable eras that demonstrate it is a force to be reckoned with, the British squad boasts 16 F1 World Championship titles to its name. 

Since its foundation in 1977 by the eminent, late Sir Frank Williams and engineering pioneer Sir Patrick Head, the team has won nine Constructors’ Championships, in association with Cosworth, Honda and Renault. Its roll call of drivers is legendary, with its seven Drivers’ Championship trophies being lifted by true icons of the sport: Alan Jones, Keke Rosberg, Nelson Piquet, Nigel Mansell, Alain Prost, Damon Hill and Jacques Villeneuve. The team has made history before and is out to make it again with a long-term mission to evolve and return to the front of the grid.

Atlassian Williams Racing is an equal opportunity employer that values diversity and inclusion. We are happy to discuss reasonable job adjustments.