Purpose of the Role To lead the end-to-end delivery of HR workstreams for Workforce Change and Restructuring projects. This includes organisational restructuring, redundancies, TUPE transfers, senior exits and settlement agreements, outsourcing/insourcing, site closures, and mergers & acquisitions.
Key Responsibilities Own and deliver end-to-end HR workstreams across assigned change and restructuring programmes, ensuring effective project planning, governance, reporting, and stakeholder engagement.
Conduct and manage people impact assessments for proposed organisational changes, ensuring compliance with legal requirements, employee relations frameworks, and internal policies.
Design and implement consultation strategies, including preparing materials and facilitating consultation processes with unions, works councils, and employee representative bodies.
Develop and execute structured communication plans, including individual consultation documentation and briefing materials for managers.
Partner with HR Operations and Career Transition teams to align on timelines, budgets, and delivery approaches for workforce change initiatives.
Ensure adherence to internal governance, risk, and control frameworks, escalating risks and issues where necessary.
Role Expectations (Assistant Vice President Level) Provide expert advice and influence decision-making on complex workforce change matters.
Contribute to policy development and ensure operational effectiveness across change programmes.
Collaborate with cross-functional teams and business stakeholders to deliver outcomes.
Lead or support complex initiatives, guiding team members and coordinating inputs from multiple specialist areas.
Coach and support colleagues where applicable, setting objectives and driving performance outcomes.
Act as a trusted advisor to senior stakeholders on sensitive and complex employee matters.
Identify and mitigate risks, contributing to the development of policies and procedures.
Analyse complex data sets from multiple sources to inform decision-making and solve problems effectively.
Communicate complex and sensitive information clearly to a range of stakeholders.
Influence stakeholders to drive alignment and achieve programme objectives.
Role Overview In this role, you will act as a Subject Matter Expert in Workforce Change and Restructuring, delivering complex organisational change initiatives. You will translate business requirements into executable workforce plans, ensuring compliance with employment legislation and minimising risk.
You will:
Lead due diligence and assess complex, high-risk cases
Prepare and deliver consultation materials and processes
Support managers through consultation and employee communications
Manage redeployment and escalation scenarios
Ensure structured programme delivery through strong project management disciplines
This is a hands-on role requiring attention to detail, strong analytical capability, and the ability to manage multiple priorities in a fast-paced environment.
Stakeholder Management Partner with HR Business Partners, Legal, Employee Relations, and business leaders
Engage with unions, employee forums, and individual employees throughout consultation processes
Operate effectively within a matrixed team structure
Essential Skills & Experience Strong expertise in UK employment law, including redundancy, consultation processes, unions, and TUPE (global experience is advantageous)
Proven experience delivering end-to-end workforce change and restructuring programmes
Advanced analytical skills, including working with large, detailed datasets (e.g., Excel: pivot tables, lookups, data validation)
Ability to operate independently and deliver high-quality outcomes with minimal supervision
Desirable Skills Experience within financial services or similarly regulated industries
Experience managing large-scale, multi-country, or multi-business restructuring programmes
Strong stakeholder management across HR, legal, and employee representative groups
No reliable IR35 determination was found in the title or listing text. Treat the status as unconfirmed and ask for the SDS before accepting the engagement.
