Head Of Employee Relations

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ppHead of Employee Relations Arup•Poreta, Italy /p pArup's purpose, shared values and collaborative approach have set us apart for 80 years, guiding how we shape a better world. Arup is a unique organization that is trust-owned for our members, which means that our people are at the heart of everything we do. /p pScorra verso il basso per una panoramica approfondita di questo lavoro e dei requisiti per i candidati. /p pAs a people-centric organization, we are committed to creating an inclusive and supportive work environment where everyone can thrive and achieve their full potential. /p pOur members are empowered to make decisions and take ownership of their work, which fosters a culture of innovation and collaboration. /p pAt Arup, we value diversity and strive to create a workplace that reflects the communities we serve. /p pAs a result, we attract and retain some of the brightest and most talented professionals in the industry. /p pThe OpportunityResponsible for designing, implementing, and leading a globally aligned Employee Relations capability. /p pEstablish and maintain global ER and employment policies, standards, contracts and practices that promote a fair, consistent, and legally compliant member experience, working across all regions. /p pCreate and maintain the global approach to Employee Relations strategy, including the firm's relationships with any representative groups, such as works councils and trade union partners. Oversee performance improvement processes and serve as a specialist consulting partner to region and global People and business leaders. /p pAct as the escalation point for complex or high-risk employee relations matters, ensuring Arup maintains a culture of integrity, accountability, and respectful workplace practices. /p h3Strategic Leadership Governance /h3 pDesign and implement a consistent, "virtual" global ER operating model able to support across multiple regions (EIMEA, Americas, APAC), timezones and jurisdictional environments. /p pDefine and articulate the ER function's value proposition, scope, and operating principles (scope including policy development, employment contracts, investigations, disciplinary, managing performance, labour relations and workplace accommodations /adjustments). /p pDevelop and maintain a global ER governance framework, including RACI matrices, escalation protocols, and decision rights. /p pLead the development and continuous improvement of Arup's global ER "playbook", ensuring alignment with Arup's values, legal requirements, and cultural nuances. /p pLead horizon scanning for emerging employee relations, employment law, regulatory, and societal developments globally, proactively assessing impacts on Arup and ensuring ER policies, practices, and capability are future-ready, compliant, and aligned to effective risk mitigation strategies. /p pCarry out regular thematic reviews to establish patterns and root cause analysis that enables the business to proactively address systemic or major challenges, flagging emerging risks/issues for escalation.



/p pEnsure delivery and value realisation by maintaining an appropriate professional network in the function and business. /p pPolicy Standards Development /p pEstablish and maintain key global ER and employment policies, procedures, and standards, ensuring consistency and compliance across all jurisdictions. /p pCollaborate with Legal, Ethics and Compliance, and People Partners to ensure policies reflect current legislation and best practices. /p pLead standardisation of case management and performance improvement processes globally, including performance management, disciplinary procedures, and conflict resolution frameworks. /p pEstablish and maintain robust global legal frameworks and minimum standards for core employment documentation (including employment contracts, policies, and templates), ensuring alignment with local legal requirements, risk mitigation, and consistent application across regions in partnership with Legal and regional People teams. /p pImplement appropriate measures to provide assurance of compliance and delivery of appropriate services. /p pCase Management Escalation /p pServe as a final escalation point for complex, sensitive, or high-risk ER cases globally and ensure cases with potential reputational risk are quickly escalated to relevant stakeholders for awareness. /p pMay handle or represent Arup in most senior or high-risk case examples. /p pOversee the implementation and use of case management systems and tools (e.g., potential interim solutions and future Oracle HCM roadmap) that drive positive member experience and efficiency. /p pMonitor ER case trends, resolution times, and risk indicators; provide regular reporting and insights to senior people and business leadership. /p pEnsure consistent application of ER practices across regions through training, audits, and case reviews within the team and with partnering teams. /p pProvide oversight and escalation support for Speak Up, whistleblowing, and ethics related cases, ensuring matters are managed independently, consistently, and in line with regulatory requirements, confidentiality standards, and Arup's ethics and compliance frameworks. /p pDevelop appropriate conciliatory practices that enable the early identification and resolution of key issues, including relevant mediation capabilities, situated in the right place to be most effective. /p pTeam Leadership Capability Building /p pBuild a high-performing global virtual ER team, including Senior Advisors and specialists, embracing progressive practices and technologies to ensure that the team both deliver a service and enable the firm to proactively address root causes. /p pContribute to defining team structure, roles,



and responsibilities; oversee transition, recruitment onboarding, and development of ER professionals and effective integration with the global People Team. /p pFoster a culture of collaboration, continuous learning, and psychological safety within the ER function. /p pProvide coaching and guidance to ER specialists and People Partners on ER best practices and case handling. /p pEstablish and proactively use ER data to implement initiatives to build People Partnering and line manager capability. /p pStakeholder Engagement Change Management /p pPartner with People Leaders, People Partners, and business leaders (by exception) to ensure alignment and support for ER initiatives. /p pLead change management efforts related to the transition from embedded to centralised ER models. /p pDevelop and execute strategies as needed to promote awareness and understanding of the ER function across the organisation. /p pVendor External Partner Management /p pIdentify, select, and manage relationships with external legal counsel, ER consultants, and potential ER technology vendors (if required). /p pAssess, design, and oversee potential outsourced or partnership models for employee relations support, evaluating opportunity to enhance capability, scalability, and risk management while ensuring quality, compliance, and alignment with organisational standards and values. /p pEnsure service level agreements (SLAs), confidentiality, and compliance standards are met. /p pEvaluate vendor performance and ensure alignment with organisational needs and values. /p pAt Arup, you belong to an extraordinary collective – in which we encourage individuality to thrive. /p pOur strength comes from how we respect, share and connect our diverse experiences, perspectives and ideas. /p pYou will have the opportunity do socially useful work that has meaning – to Arup, to your career, to our members and to the clients and communities we serve. /p pIs this role right for you? /p pExtensive years of progressive HR experience, with ideally in a senior Employee Relations leadership role in a global organisation. /p pProven experience designing centralised ER functions across multiple geographies and in a professional environment. /p pDeep knowledge of global employment law, labour relations, and performance management practices. /p pDemonstrated ability to manage complex investigations and sensitive employee matters with discretion and integrity. /p pStrong leadership, coaching, and stakeholder management skills. /p pExperience managing external vendors and legal counsel. /p pBachelor's degree in Human Resources, Law, Business, or related field (preferred). /p pComfortable navigating ambiguity and driving clarity in complex environments. /p pStrong analytical and problem-solving skills. /p pNon-hierarchical, with the ability to engage and communicate with people at all levels in both technical and non-technical environments. /p pFosters team collaboration; embraces diversity and inclusion and actively seeks diverse perspectives. /p pSelf-aware, understands their role /p /p #J-18808-Ljbffr

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