Employee Relations Products and Services FTC

• The role holder is accountable for developing, maintaining and improving ER products, supporting the delivery of ER advisory services (from a knowledge management and guidance perspective), and delivering ER capability building.

Responsibilities
• Development and Improvement of ER Products and Services
• Designing, developing and maintaining the ER product suite and facilitating the delivery of ER advisory services.
• Designing and enhancing ER Standards, Dispensations, templates and guidance notes in order to facilitate this.
• In so doing, ensure ER s products and services are effective, deliver a positive employee experience, mitigate people-related risk, reflect developments in employment law and global ER practice, and embody ER s dual vision of

(i) resolving sensitive and complex people-related matters effectively

(ii) driving a more inclusive and high-performing culture at the Bank.
• Partnering with the Lead, EeAd Data and Process Delivery to ensure our process universe is aligned with the above.
• Using ER data to drive product / service design, development and improvement.
• Communicating any product / service changes to relevant stakeholders.
• Acting as a point person for queries from ER Specialists in relation to ER products and services.
• Establishing a strong two-way dialogue with Country and Regional ER teams to support the delivery of ER products and services across the Bank s network.

ER s products and services can be divided into the following six categories:

Addressing Concerns and Resolving Conflict encompassing
• Managing Grievances (inc. HR Investigations) and Speaking Up Disclosures with an emphasis on alternative dispute resolution (whether through mediation or other informal conflict resolution techniques)

Driving Positive Behaviour encompassing
• Managing CPR conflicts, probations and disciplinary processes
• Delivering proactive conduct-related interventions
• Advising/training People Leaders to pre-empt, address or resolve inappropriate or non-inclusive behaviour in their teams

Optimising Organisational Change and Structure encompassing
• Managing redundancy and MSA-related activity, providing strategic advice to business leaders on organisational design and M&A matters

Supporting High Performance encompassing
• Coaching and advising People Leaders on how to manage underperformance situations, handling unsuccessful PIPs and performance-related exits

Fostering Sustainable Working encompassing
• ER advising People Leaders and other colleagues on wellbeing and occupational health-related matters, in partnership with other Employee Advocacy teams (e.g. Wellbeing and D&I)

The products and services offered by ER in relation to the sixth category, Managing Industrial Relations will be handled separately, by the Head of Global Industrial Relations.

ER Capability Building
• Supporting the ER Leadership Team (ERLT) in developing and executing on a global ER capability building strategy both internally within ER, and externally for HRBPs, People Leaders and other colleagues.
• Partnering with the ERLT and other members of the ER function to deliver any training conducted at a global level.

Stakeholder Relationships
• Building constructive working relationships with individuals within and outside of HR who are essential partners and stakeholders in the delivery of ER products and advisory services, including PRB, SIS, CFCC, Legal and TTO.
• Working with other functions (particularly CFCC, SIS and Legal) to collaborate, leverage synergies and ensure alignment on related product areas.

Our Ideal Candidate

Role Specific Competencies
• Employee Relations
• HR Policies, Standards and Procedures
• HR Legal and Regulatory Environment
• Employment Law