Employee Relations Specialist

Key responsibilities

• Manage end-to-end employee relations cases including: Disciplinary matters Grievances Performance and capability issues Attendance and absence management Investigations Bullying, harassment, dignity at work, and employee conduct matters Conduct risk assessments and provide recommendations on appropriate courses of action. Ensure consistent and compliant application of company policies and procedures. Draft and review investigation reports, outcome letters, settlement documentation, and other ER correspondence. Maintain accurate case documentation and records in HR systems. Manager and HR Advisory Support Act as the primary point of contact for managers on employee relations matters. Coach managers through formal and informal processes to build confidence and capability. Provide pragmatic, commercially focused advice while ensuring legal compliance and adherence to company values. Partner with HR Business Partners on complex, sensitive, and high-risk situations. Compliance and Risk Management Ensure compliance with employment legislation across: Northern Ireland , Republic of Ireland, England, Scotland and Wales Identify legal, financial, operational, and reputational risks and escalate as appropriate. Partner closely with Legal Counsel on tribunal claims, external legal matters, and high-risk cases. Support audits, governance reviews, and compliance reporting activities. Policy and Continuous Improvement Support the development, review, and implementation of employee relations policies, procedures, and guidance materials. Analyse ER trends and case data to identify opportunities for proactive interventions. Deliver training and education sessions for managers and HR teams. Contribute to projects relating to employee experience, responsible employer initiatives, policy harmonisation, and organisational change Employee Representative Relations Support engagement with employee representatives, trade unions, and consultation bodies where applicable. Provide guidance on collective consultation processes, organisational change programmes, and workforce restructuring activities. Assist with employment-related aspects of acquisitions, transfers, and business transformations when required. Qualifications and skills Essential Bachelor's degree in Human Resources, Employment Law, Business, or related discipline. CIPD qualification (Level 5 minimum, Level 7 preferred) or equivalent. Minimum 3 years' experience in employee/employer relations. Strong working knowledge of employment legislation in the UK and Republic of Ireland. Proven experience managing complex employee relations cases independently. Experience conducting workplace investigations and preparing reports. Strong stakeholder management and influencing skills. Desirable Experience supporting manufacturing, operations, FMCG, or unionised environments. Experience working across multiple jurisdictions. Knowledge of collective consultation and industrial relations frameworks. Experience working within a shared services or centre of excellence model. Why Kerry? In Kerry we benefit from the knowledge of our colleagues who bring a diverse range of cultures, backgrounds, lifestyles, and experiences. One team fostering an inclusive culture that, above all, inspires food and nourishes life. One culture where everyone brings their unique perspectives and experiences to help make us better, together. We are committed to nurturing an environment of positivity and inclusiveness, where everyone can be at their best, both personally and professionally. Our recruitment, selection and assessment process are based on the skills and competencies of the specific roles and based entirely on merit. We are committed to and value Diversity and Inclusion in all recruitment processes within Kerry and do not discriminate based on gender, race, class, economic status, ethnic background, sexual orientation, age, political beliefs, veteran status, marital status or any other protected characteristic. Please note: We do not accept CVs or candidate profiles from recruitment agencies where Kerry terms of business have not been signed. Additionally, we will not consider or agree to payment of any recruiter fee under these circumstances. This also applies to CVs or candidate profiles sent directly to any Kerry Hiring Managers.