Head of Employee Relations
Contract: Permanent
Closing date: 10th December
Recruitment Partner: Anastasia Walker
About the role
Enable the organisation to move towards the ER vision of empowered leaders who can balance the needs of colleagues and the business. In this role you will lead the Employee Relations agenda, building organisational capability through the application of a strong policy framework, the management of risk and the provision of expert ER advice, coaching and support to leaders across the business. Reporting into Director of HR Retail & Operations, you will:
1. Lead, develop and deliver end-to-end strategic Employee Relations Plan in order to deliver the ER vision and support Business Transformation.
2. Be accountable overall (via PP ER Manager) for ensuring PeoplePoint team deliver to agreed SLAs and provide high quality ‘right first time’ advice and support to line managers.
3. Via the Employee Relations Partners lead the support for escalated complex cases by providing timely and accurate employee relations counsel and guidance. Review ET and ECS on a monthly basis with appropriate HOHRs.
4. Support the implementation of Company initiatives which require ER input in order to ensure a smooth implementation with managed risks.
5. Liaise with the Legal team to ensure legal risks are fully considered in all ER related activity and to ensure consistency of advice and guidance to HR teams and leaders.
6. Develop line manager capability in the understanding and application of employment law, policies and ER practices to ensure consistency and manage risk continuously linking in with the Policy and legal teams.
7. Influence the policy and capability framework across all ER related activity that supports our business and people strategy.
8. Develop ER insights to help inform targeted ER and Capability interventions and to flag any wider risks or issues to appropriate HOHRs.
9. Be accountable for the PDAU recognition agreement, all obligations and required updates. Attend JCC and JNB meetings and manage day to day relationship issues and risks.
10. Be accountable for the USDAW and Boots relationship within Boots UK Retail.
11. Research and monitor the effectiveness of ER policies and guidance, as well as digital and technological advances, driving a programme of continuous improvement & compliance, working with the Policy team to implement and govern applicable WBA policies.
12. Build and maintain external relationships to inform the development of our ER practices, sharing learning's with HR colleagues and business leaders to support continuous improvement.
13. Develop and grow external relationships (e.g. BRC, CIPD) to influence and shape the external employment legal and ER agenda.
14. Create continuity within all Business Units as appropriate and drive consistency and be Stronger Together.
15. Maintain a focus of customer centred delivery within the team.
16. Manage the ER budget.
17. Hold accountability for Navex across all relevant Business Units.
18. Escalate relevant high risk and discrimination cases to HRD, Head of HR store and central Ops and VP, Assistant General Counsel, Boots, on a weekly basis.
19. Act as a Designated Safeguarding Lead and ensure the ER team support the end to end process.
20. Provide broader leadership of the HR function as a member of the L4 Senior Leadership community.
What you’ll need to have
1. Strong knowledge and application of employment and immigration law is essential.
2. Specialist knowledge of ER procedures and processes such as employment tribunals, disability, diversity and equal opportunities is essential (CIPD qualification or equivalent is desirable).
3. Experience of a large scale retail and/or pharmacy business is preferable.
4. Experience of Trade Unions is a strong desirable.
5. Generalist knowledge of HR and the range of activities in the employee lifecycle.
6. Ability to understand Company strategy, operational requirements and external employment agenda to shape and deliver appropriate solutions that are easy and simple to understand.
7. The ability to communicate with and relate to people at all levels in verbal and written form. Credible with senior leaders.
8. Ability to recognise boundaries of own expertise to act in an empowered way but seek guidance when appropriate.
9. Commercially aware, able to prioritise and plan with the ability to make sound judgments about issues that may have an adverse effect on the business from an ER/risk perspective.
KPI’s and Timeframes
In current financial year, Number of successful appeals and ET cases, Stakeholder satisfaction. Successful and timely delivery of business initiatives.
Our benefits
1. Boots Retirement Savings Plan.
2. Discretionary annual bonus.
3. Generous employee discounts.
4. Enhanced maternity/paternity/adoption leave pay and gift card for anyone expecting or adopting a child.
5. Flexible benefits scheme including holiday buying, discounted gym membership, life assurance, activity passes and more.
6. Access to free, 24/7 counselling and support through TELUS Health, our Employee Assistance Programme.
We have a great range of benefits in addition to the above that offer flexibility to suit you - find out more at boots.jobs/rewards.
Why Boots
At Boots, we foster a working environment where consideration and inclusivity help everyone to be themselves and reach their full potential. We are proud to be an equal opportunity employer, passionate about embracing the diversity of our colleagues and providing a positive and inclusive working environment for all. As the heart of everything we do at Boots, it's with you, we change for the better.
What's next
Where a role is advertised as full-time, we are open to discussing part-time and job share options during the application process. If you require additional support as part of the application and interview process, we are happy to provide reasonable adjustments to help you to be at your best.
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