Employee Relations Advisor

Essential

• Experience in employee relations case management within complex environments.
• Strong knowledge of UK employment law and employee relations best practice.
• Proven experience managing end-to-end complex ER cases, including disciplinary, grievance and investigation processes through to conclusion.
• Confidence in coaching, influencing and constructively challenging managers at all levels.
• Experience maintaining accurate ER records and using HR/ER systems.
• Ability to manage high volume ER activity and work in a dynamic, multisite operational environment with changing priorities.
• High levels of professionalism, integrity, and confidentiality.

Desirable

• CIPD Level 5 (or equivalent experience).
• Experience working within volume ER and similar fast-paced industries.
• Strong analytical capability with confidence in producing HR data and insights.
• Experience working in environments governed by collective agreements, national working rule agreements or site-specific employment agreements.
• Mediation experience

• Competitive salary
• A wide range of family-friendly policies
• Company car/car allowance/travel allowance
• 8 % matched pension contributions
• Private healthcare
• Life assurance
• 26 days holiday
• 2 wellbeing days
• 1 volunteering day
• Personal and professional development

BAM is currently looking to recruit an Employee Relations Advisor to join our team.

This role provides an advisory service, delivering high-quality, consistent, and professional HR guidance and advice to managers. The ER Advisor will play a key role in supporting the people agenda by helping managers operate confidently, compliantly, and in alignment with BAM's values and behaviour standards. The postholder will be able to demonstrate being able to operate in a HR advisory environment to support interactions, collaborations and handover points with other parts of the wider People and operational teams, defined ways of working, and consistently high service standards.

The role also serves as custodian of the BAM central case tool, ensuring all case activity, advice, and outcomes are recorded accurately. Strong data stewardship will enable meaningful insights, trend analysis, and informed decision making.

• Provide expert coaching, advice and case management support to line managers on a broad range of employee relations matters (e.g., disciplinary, grievance, absence, performance, probation, redundancy consultation, TUPE, compliance investigations).
• Deliver balanced, pragmatic guidance that is legally compliant and aligned to BAM policies and procedures, supporting effective decision-making and risk management and compliance with BAM policies and employment legislation.
• Manage end-to-end ER cases.
• Provide advice and case management support on matters linked to project and site standards, including Code of Conduct concerns, behavioural incidents, site access restrictions, pass suspensions, confidentiality, data protection, social media misuse, safety-related conduct and other project/site compliance matters.
• Escalate complex or sensitive matters to the HR Business Partner.
• Work collaboratively with the Compliance team on cases involving serious conduct or behavioural concerns.
• Build trusted relationships and engagement with key stakeholders, including line managers, HR colleagues, Trade Union & employee representatives, Occupational Health and external legal advisors
• Support effective engagement with Trade Union and employee representatives, ensuring ER cases, workforce change activity and consultation processes are handled with appropriate preparation, consistency and sensitivity to the wider industrial relations environment.
• Provide advice and support to all parties through the case management approach that is sensitive to wellbeing and aligned to our values and behaviours.
• Act as the primary custodian of BAM ER recording tool.
• Ensure all advice, notes, decisions, and outcomes are logged accurately.
• Use ER data to identify emerging themes, hotspot areas, and opportunities for proactive managerial support.
• Deliver a reliable, manager-focused advisory service reflective of the needs of a multisite operational environment.
• Support service consistency, operational clarity, and the development of repeatable processes.
• Provide pragmatic ER advice to operational leaders, including construction managers, supervisors, foremen and functional leads, taking account of shift patterns, site logistics, workforce mobilisation, demobilisation, redeployment, absence levels and operational pressures.
• Help embed new ways of working and support clear collaboration between different departments.
• Coach managers to address concerns early and appropriately, including absence, conduct, performance, poor behaviours, conflict, welfare concerns and informal resolution, helping to reduce avoidable escalation into formal ER processes.
• Build strong relationships and promote consistent people practices across BAM.
• Support the development and continuous improvement of ER processes, governance and escalation routes.
• Collaborate with HRBPs, Compliance, Operations and enabling functions to ensure effective case management and handovers.
• Produce ER insights and people reporting in collaboration with Compliance.
• Support audit, documentation and employment practice requirements.
• Identify and escalate potential workforce, operational and reputational risks.
• Ensure all data is handled in line with GDPR.

Collaboration & Ways of Working