At the heart of Hermès is a commitment to excellence, integrity, and respect for people. As a Senior Employee Relations Specialist, you will play a critical role in safeguarding our culture, protecting our brand reputation, and ensuring the highest standards of ethical conduct across our GB operations.
Working within a complex and fast-paced environment, you will oversee sensitive employee relations matters including conducting high-risk workplace investigations and providing specialist guidance on issues involving misconduct, ethics, compliance, discrimination, harassment, conflict of interest, fraud, and anti-corruption concerns.
Within this role you will partner closely with our HR, Internal Audit and Senior Leaders along with our external legal partners to ensure all matters are handled with discretion, fairness and a high attention to detail whilst proactively mitigating legal, regulatory, and reputational risk.
Employee Relations & Investigations
• Lead and manage disciplinary and grievance processes across the business, ensuring compliance with the ACAS Code of Practice, UK employment legislation, and internal policy frameworks including some complex, and sensitive workplace investigations across the GB subsidiary including matters relating to, but not limited to, corruption, harassment, discrimination, fraud, conflicts of interest, ethics, and anti-bribery concerns.
• Conduct fact finding and ER investigations where required, ensuring balanced, objective, and well documented outcomes that support fair decision making.
• Prepare comprehensive investigation reports, findings, and executive summaries suitable for senior leadership and Legal Counsel and regulatory review where applicable.
• Ensure all actions are conducted in accordance with applicable UK law and ACAS Codes internal governance frameworks, global compliance standards, and best-in-class investigation methods.
• Provide strategic Employee Relations advice and consultation to HR team, our people managers, and senior stakeholders on complex employee matters and disciplinary processes. Provide specialist ER advice to HR, Retail Operations, and people managers on performance management, conduct issues, sickness absence, probation reviews, and informal conflict resolution
• Deliver clear, practical ER recommendations that protect employees, that support consistent decision making and minimise legal, operational, and reputational risk
Governance, Ethics & Compliance
• Review and enhance ER policies, procedures, and templates to ensure alignment with evolving UK employment legislation and best practice.
• Support the HR Director in managing DSARs, ensuring timely coordination with Internal Control and Legal where required.
• Continuously review and enhance Employee Relations practices and conduct frameworks to ensure alignment with evolving legal requirements, regulatory expectations, and industry best practices.
• Partner with Legal and Internal Audit teams to assess and mitigate legal, financial, operational, and reputational risks arising from employee relations matters.
• Identify patterns and trends in employee complaints, investigations, and conduct concerns, providing data-driven insights and recommendations to strengthen organisational culture and reduce risk exposure.
• Exercise sound judgment in determining when matters require escalation to senior leadership or external legal support
Stakeholder Management & Advisory
• Act as a trusted ER advisor to managers and HR colleagues, providing clear guidance on process, risk, and best practice
• Build strong partnerships with HR team, external legal team, security, internal control team and all other relevant business functions to ensure a coordinated approach consistent ER standards across stores and operational teams.”]
• Serve as a key point of contact for urgent, business-critical Employee Relations matters with potential legal, regulatory, or reputational implications.
Capability Building & Continuous Improvement
• Working with HR and our training team to design and deliver ER training, coaching, and capability-building initiatives focused on investigations, workplace conduct, ethics, legal developments, and emerging Employee Relations trends.
• Support wider HR team in managing complex cases and developing advanced investigation skills.
• Remain current on employment
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