Interim Head of Employee Relations, UK University

We are partnering with a forward-thinking university to appoint an Interim Head of Employee Relations. This role offers the chance to lead a significant piece of transformation work, shaping how the university manages, resolves, and ultimately reduces complex employee relations activity.

This is a rare opportunity for a seasoned HR professional or consultant to stabilise and strengthen an ER function, embed preventative practices, and build internal confidence and capability in managing people issues well.

The Role

This is a hands-on leadership position at a time of positive change. You will:

• Lead on complex ER casework across the university, including capability, absence, and performance, with a focus on resolution, insight and learning.
• Coach and guide HR Business Partners and senior leaders to manage under performance and handle difficult conversations more effectively.
• Prepare the organisation for upcoming changes in employment law, including the Employment Rights Bill, through policy review and development.
• Support trade union engagement and lead on ER aspects of a major site closure and other change programmes.
• Oversee responses to live cases, including cases at ACAS stage and multiple ongoing tribunal and mediation processes.
• Create high-quality reports and insights for senior stakeholders, including executive leadership and governance committees.

You will work closely with the HR leadership team, have dotted-line accountability for the Business Partnering function, and be trusted to influence both operational priorities and long-term improvements.

About You

You’ll bring a strong track record in Employee Relations and will be confident operating at both a strategic and operational level. You’ll likely have:

• A background in HR consultancy or interim leadership roles, ideally within complex, unionised or public sector organisations.
• Experience in transforming ER approaches and reducing case volumes through early intervention and capability building.
• Confidence in handling high-risk cases, including mediation, ACAS and tribunal processes.
• Exceptional written communication skills, with experience producing board-level reports and insights.
• CIPD Level 7 (Chartered or Fellow level preferred).

Higher Education experience is welcome but not essential, we’re more interested in your ability to diagnose challenges quickly, lead change at pace, and deliver sustainable improvement. Please contact Claire Lauder for more information claire.lauder@andersonquigley.com