Employee Relations Manager Job Description

The Employee Relations Manager is responsible for leading workplace relations activity, advising managers on complex employee matters and ensuring consistency and compliance. This role is suitable for experienced HR professionals with strong investigation, coaching and stakeholder management skills who can operate impartially and maintain confidentiality.

Employee Relations Manager Job Profile

The Employee Relations Manager leads the delivery of employee relations casework and advisory support to management, focusing on fair and legally compliant outcomes. The role ensures policies and procedures are applied consistently and supports a positive working environment through effective conflict resolution and preventative measures.

This position reports to senior HR leadership and works closely with line managers, business leaders and, where required, external advisers. The primary purpose is to reduce organisational risk, resolve disputes, and embed best practice across performance, conduct, absence and grievance matters.

Employee Relations Manager Job Description

The Employee Relations Manager handles complex case management including disciplinary, grievance, capability and harassment investigations. They conduct thorough fact-finding, prepare findings and recommendations, and advise on appropriate outcomes while ensuring procedural fairness and compliance with employment law.

In addition to reactive casework, the role involves proactive activity such as policy review, manager training and workforce engagement initiatives to address systemic issues. The manager provides practical coaching to managers on performance management, absence management and change-related consultations, helping to minimise escalation and repeat issues.

Expectations include maintaining accurate records, producing regular reports on employee relations trends, supporting organisational change and, when necessary, representing the organisation in formal processes. The role requires exercising judgement, managing conflicting priorities and preserving confidentiality at all times.

Employee Relations Manager: Duties and Responsibilities

• Lead and manage complex employee relations cases from intake to resolution with documented outcomes.
• Plan and conduct impartial investigations, prepare investigation reports and present findings to decision makers.
• Advise and coach managers on disciplinary, grievance, capability and performance management processes.
• Ensure compliance with employment law, internal policies and agreed procedures in all casework.
• Draft and review HR policies, procedures and guidance to reflect best practice and legal requirements.
• Deliver training and briefings to managers on employee relations topics and case handling skills.
• Support organisational change activity including consultation, communication and handling of employee concerns.
• Work with senior HR colleagues to develop preventative strategies that reduce case volume and recurrence.
• Act as a point of contact for formal employee relations meetings and hearings, preparing papers and advising panels.
• Maintain confidential case records and ensure accurate documentation and data protection standards are met.
• Analyse employee relations data to identify trends and produce regular management reports with recommendations.
• Liaise with external advisers or legal counsel when specialised advice or representation is required.
• Facilitate mediation or alternative dispute resolution to achieve constructive outcomes where appropriate.
• Provide guidance on collective or industrial relations matters and coordinate with relevant stakeholders when required.

Employee Relations Manager: Requirements and Qualifications

• Bachelor degree in human resources, business administration or a related discipline, or equivalent experience.
• Relevant professional qualification such as CIPD desirable.
• Minimum 4 to 6 years practical experience in employee relations, casework and investigations.
• Strong knowledge of UK employment law and statutory procedures applicable to disciplinary and grievance matters.
• Demonstrable experience in conducting impartial investigations and preparing clear, evidence based reports.
• Excellent advisory and coaching skills with the ability to influence managers at all levels.
• High level of confidentiality, integrity and professional judgement.
• Effective written and oral communication skills, with the ability to present complex issues clearly.
• Analytical skills to interpret case data and produce practical recommendations for improvement.
• Proven ability to manage competing priorities and deliver outcomes to tight timescales.
• Experience facilitating mediation or alternative dispute resolution is an advantage.
• Capacity to work collaboratively with internal and external stakeholders and to support change initiatives.