Interim HR Consultant - Organisational Change
Full Job Posting
What you'll do
- Lead individual and, where required, collective consultation, from planning and timelines through to outcome
- Manage the statutory side of collective consultation: HR1, election of employee representatives and the minimum consultation period
- Run and support consultation meetings with representatives, leaders and individual employees
- Advise on selection pools, selection criteria, alternatives to redundancy and redeployment
- Handle the complex individual cases that come up, such as employees on long-term sick leave or returning from maternity leave
- Coach leaders so they deliver difficult messages clearly and consistently
- Keep accurate records of all consultation activity to protect the business from legal and reputational risk
What you'll bring
- Hands-on experience leading at least one collective consultation in the last two years (more than one is a strong plus)
- Sound knowledge of UK employment law on redundancy, consultation and organisational change
- A track record in change and restructure work. Interim consultants who move from programme to programme will fit well here
- Confidence in a room with senior leaders and employee representatives
- Clear written and verbal communication, able to turn legal process into plain guidance
- Flexibility to respond when an urgent situation arises outside your usual hours
- Industry background is open. What matters is recent, practical consultation experience.
- How to apply
- This is a confidential search. Apply below, we're moving fast, so early applications are encouraged. Please note we do need someone who is available across 4/5 days and we will need someone to start asap until end of February 2027. You must be able to come into a London office for 3 days per week.
- Chapter 2 is an equal opportunity employer. We are committed to building a diverse and inclusive workplace and welcome applicants from all backgrounds, identities and. We make all employment decisions—including hiring, compensation, promotion, and termination—based on qualifications, merit, and business needs. Our hiring process is structured to promote fairness, objectivity, and equity, using only the information shared during interviews and assessments. If you have questions or need accommodations at any stage, please contact our team. We’re happy to support you.
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