Head Of Employee Relations

Head of Employee Relations Arup•Poreta, Italy

Arup's purpose, shared values and collaborative approach have set us apart for 80 years, guiding how we shape a better world. Arup is a unique organization that is trust-owned for our members, which means that our people are at the heart of everything we do.

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As a people-centric organization, we are committed to creating an inclusive and supportive work environment where everyone can thrive and achieve their full potential.

Our members are empowered to make decisions and take ownership of their work, which fosters a culture of innovation and collaboration.

At Arup, we value diversity and strive to create a workplace that reflects the communities we serve.

As a result, we attract and retain some of the brightest and most talented professionals in the industry.

The OpportunityResponsible for designing, implementing, and leading a globally aligned Employee Relations capability.

Establish and maintain global ER and employment policies, standards, contracts and practices that promote a fair, consistent, and legally compliant member experience, working across all regions.

Create and maintain the global approach to Employee Relations strategy, including the firm's relationships with any representative groups, such as works councils and trade union partners. Oversee performance improvement processes and serve as a specialist consulting partner to region and global People and business leaders.

Act as the escalation point for complex or high-risk employee relations matters, ensuring Arup maintains a culture of integrity, accountability, and respectful workplace practices.

Strategic Leadership & Governance

Design and implement a consistent, "virtual" global ER operating model able to support across multiple regions (EIMEA, Americas, APAC), timezones and jurisdictional environments.

Define and articulate the ER function's value proposition, scope, and operating principles (scope including policy development, employment contracts, investigations, disciplinary, managing performance, labour relations and workplace accommodations /adjustments).

Develop and maintain a global ER governance framework, including RACI matrices, escalation protocols, and decision rights.

Lead the development and continuous improvement of Arup's global ER "playbook", ensuring alignment with Arup's values, legal requirements, and cultural nuances.

Lead horizon scanning for emerging employee relations, employment law, regulatory, and societal developments globally, proactively assessing impacts on Arup and ensuring ER policies, practices, and capability are future-ready, compliant, and aligned to effective risk mitigation strategies.

Carry out regular thematic reviews to establish patterns and root cause analysis that enables the business to proactively address systemic or major challenges, flagging emerging risks/issues for escalation.

Ensure delivery and value realisation by maintaining an appropriate professional network in the function and business.

Policy & Standards Development

Establish and maintain key global ER and employment policies, procedures, and standards, ensuring consistency and compliance across all jurisdictions.

Collaborate with Legal, Ethics and Compliance, and People Partners to ensure policies reflect current legislation and best practices.

Lead standardisation of case management and performance improvement processes globally, including performance management, disciplinary procedures, and conflict resolution frameworks.

Establish and maintain robust global legal frameworks and minimum standards for core employment documentation (including employment contracts, policies, and templates), ensuring alignment with local legal requirements, risk mitigation, and consistent application across regions in partnership with Legal and regional People teams.

Implement appropriate measures to provide assurance of compliance and delivery of appropriate services.

Case Management & Escalation

Serve as a final escalation point for complex, sensitive, or high-risk ER cases globally and ensure cases with potential reputational risk are quickly escalated to relevant stakeholders for awareness.

May handle or represent Arup in most senior or high-risk case examples.

Oversee the implementation and use of case management systems and tools (e.g., potential interim solutions and future Oracle HCM roadmap) that drive positive member experience and efficiency.

Monitor ER case trends, resolution times, and risk indicators; provide regular reporting and insights to senior people and business leadership.

Ensure consistent application of ER practices across regions thro