River Island

Account Manager

• Lead the employee relations framework across the organisation.
• Manage complex, sensitive, and high-risk ER cases including grievances, disciplinaries, performance management, investigations, dismissals, and organisational change matters; in partnership with the relevant Business Partner.
• Act as the escalation point for senior leaders and HR colleagues on ER issues.
• Ensure consistent and fair application of policies and procedures across all locations.
• Monitor and interpret pending and emerging UK and Irish employment legislation and assess potential impact on the organisation.
• Lead the implementation of legislative changes into policies, procedures, and HR practices; partnering with the wider HR team.
• Translate legal requirements into clear and practical guidance for managers and HR teams.
• Proactively identify organisational risks associated with legislative change and recommend mitigation strategies.
• Show up as the technical expert; providing expert advice to senior leaders on complex employee relations matters and legal risk, in partnership with relevant BP.
• Partner with internal or external legal advisors on high-risk or litigious cases.
• Support organisational change initiatives, leading the programme management of any large scale changes ensuring all legal requirements are met.
• Develop, review, and maintain employee relations policies and procedures to ensure compliance with UK and Irish employment law.
• Lead consultation processes related to policy changes and organisational initiatives where required.
• Support the management of employment tribunal claims, ACAS Early Conciliation cases, and other formal disputes.
• Design and deliver training for managers on employee relations best practice, including investigations, disciplinaries, grievances, and performance management.
• Coach managers and HR colleagues to build confidence and capability in managing people issues effectively and fairly.
• Upskill HR team on upcoming employment law changes but also cases of interest that may influence how we work moving forwards.
• Track and analyse employee relations data and trends to identify recurring issues and areas of organisational risk.
• Use insights to recommend improvements to policies, processes, and manager capability.
• Contribute to broader people strategy initiatives related to engagement, retention, and workplace culture.
• Acts as the central collation point for all ER activity, particularly when reporting on litigation risk.
• Build strong relationships with HR colleagues, and senior stakeholders.
• Engage with trade unions or employee representatives where applicable.
• Act as a trusted and impartial advisor on employee relations matters.

Employee Relations Manager

Data Analyst

• Lead the design and implementation of operational risk data analytics strategies.
• Develop and maintain key risk indicators (KRIs), dashboards, and reporting tools to monitor operational risks across the business.
• Partner with business units to identify emerging risks and provide insights through data.
• Conduct deep-dive risk analyses to uncover patterns, root causes, and trends.
• Support incident reporting and loss data management processes, ensuring data accuracy and integrity.
• Collaborate with IT and Data teams to ensure appropriate data governance and accessibility.
• Contribute to the continuous improvement of the risk management framework, policies, and procedures.
• Provide training and support to teams across the business on using data to understand and manage operational risk.

Employee Relations Manager

Risk Analytics Manager