Employee Relations Complex Cases Specialist

£55,000 - £60,000 DOE + benefits
Warwick based, hybrid working
Can consider part-time (4 days per week) and job share

At National Gas, the work we do matters.

As Britain's national gas network, we help keep the lights on, businesses running, and homes warm by maintaining the critical infrastructure that transports gas across Great Britain. While providing the energy security Britain relies on today, we're also helping transform the network for a clean energy future.

Join us and help secure Britain's energy.

About the role:

The Employee Relations (ER) Complex Cases Specialist is part of a team of 4 ER specialists, reporting to the ER and Complex Cases Manager - a key part of our wider HR team - providing high-quality, customer-focused Employee Relations support for complex employment cases, particularly those at the later stages of formal HR processes.

You will provide professional, risk-based advice, guidance, coaching and training to line managers on matters including sickness absence, disciplinary issues, grievances, performance improvement, discrimination, bullying and harassment, drugs and alcohol, and other employee relations matters. In response to changes in employment legislation, the role will also focus on improving HR policies and processes, developing practical guidance, and designing and developing training to upskill managers so they can manage employee relations matters fairly, consistently and in line with legal requirements.

Key accountabilities:

• Provide a visible, timely and professional ER service, supporting managers with complex case management.
• Support the application of ER policies, with a particular focus on complex cases. Coach managers, lead policy improvements and provide expert guidance to HR colleagues.
• Attend disciplinary appeal hearings and final-stage complex sickness absence hearings, supporting managers with best-practice advice.
• Support and coach managers in handling complex sickness absence cases and performance improvement cases in the build up to a Performance Improvement Plan Stage 3 hearing.
• Advise on discrimination, bullying and harassment matters, grievance investigations and other complex employee relations cases. Coach managers, investigators and HR colleagues on the appropriate approach and, where risk requires, attend earlier-stage meetings.
• Review cases that may result in dismissal, assess key risks and provide coaching and feedback to HR colleagues to support fair and consistent decision-making.
• Review disciplinary allegations prepared by HR colleagues before disciplinary hearings take place, ensuring they are clear, appropriate and aligned to the relevant process.
• Design, develop and deliver related learning, development and upskilling programmes for managers, supporting understanding of policy requirements, emerging legislative changes and ER best practice.
• Where required, facilitate confidential employment discussions, liaise with ACAS and work with internal stakeholders to support settlement agreements.
• Contribute to management and HR meetings by sharing employee relations trends, risks and insights.
• Support collective employee relations activity where required, including trade union forums, policy working groups and pay negotiation activity.
• Build and maintain positive working relationships with recognised trade unions and employee representatives.