Job summary
Ofgem is Great Britain’s independent energy regulator. Our primary responsibility is to protect energy consumers, especially the most vulnerable, while at the same time working with government, industry and consumer groups to deliver a clean, more affordable and secure net-zero energy system at the lowest cost to consumers and drive economic growth.
Ofgem has a culture of inclusion that encourages, supports and celebrates the diverse voices and experiences of our colleagues. It fuels our innovation and helps ensure we can best represent the consumers and the communities we serve. Everyone is welcome - as an inclusive workplace, our employees are comfortable bringing their authentic selves to work.
Role Purpose
The Employee Relations Advisor provides advice on employee relations matters, supporting the delivery of a consistent and legally compliant approach across the organisation. Reporting to the Employee Relations Manager, this role works to implement Employee Relations (ER) policies and build capability among managers and HR colleagues - acting as a trusted advisor on disciplinary, grievance, performance, probation, attendance management etc. The role operates in an advisory capacity, supporting managers in complex and sensitive people situations by preparing them for difficult conversations and translating complex policy into practical, manager‑usable guidance in live case contexts.
The role also contributes to maintaining constructive relationships with trade unions and staff networks supporting negotiations and consultations as required. The role also drives continuous improvement in ER processes and uses data and insight to identify trends, mitigate risk and enhance employee experience.
Job description
Key Accountabilities
- Provide advice on ongoing case management ensuring timely, fair and legally compliant outcomes aligned with Ofgem policy and legislation.
- Provide judgement‑based advice on complex conduct, performance and attendance matters, including issues with potential equality, reputational or organisational impact.
- Provide advice and coaching to managers and HR teams, building capability to manage ER issues effectively and prevent escalation.
- Prepare and coach managers for difficult and sensitive conversations, ensuring they understand both the legal framework and behavioural expectations.
- Support constructive engagement with trade unions and staff networks, participating in consultations and negotiations to maintain positive industrial relations.
- Drive continuous improvement in ER processes, reviewing guidance and toolkits to reflect legislative changes and organisational priorities.
- Analyse ER data and trends to identify risks and inform proactive interventions, producing reports and recommendations for senior stakeholders.
- Resolve complex case‑level policy interpretation queries, escalating appropriately where required.
Key Responsibilities
Employee Relations Casework
- Support managers in handling case management (e.g. disciplinary, grievance, attendance, performance etc.) by providing advice to ensure fair, timely resolution in line with KPI timeframes, employment law and Ofgem policy.
- Advise on complex and sensitive cases requiring careful judgement, including conduct or performance issues with heightened risk or reputational sensitivity.
- Ensure accurate documentation and deliver clear, evidence-based guidance to help managers reach compliant outcomes.
Expert Advice & Coaching
- Act as a trusted advisor, guiding managers through ER issues and mediation to build confidence and capability. Deliver tailored advice on policy interpretation, risk assessment and best practice approaches to prevent escalation and promote early resolution.
- Prepare managers in advance of difficult conversations, including advising on approach, messaging, tone, policy application and risk.
- Translate complex ER policy and employment law into practical, manager usable advice in live people situations.
Trade Union Engagement and Consultation Activities
- Work closely with the Employee Relations Manager to maintain constructive relationships with trade unions and staff networks. Participate in consultation meetings, organisational change discussions and negotiations, ensuring accurate information is shared and agreements are implemented effectively.
ER Trends & Policy Development
- Assist in reviewing and updating ER policies, procedures and toolkits to reflect legislative changes and organisational priorities.
- Analyse equality related trends and potential bias across ER casework and outcomes, highlighting risks and recommending proactive interventions.
- Monitor case data, employee feedback and workforce metrics to identify patterns and emerging risks. Prepare reports (e.g. equalities data) and recommendations for senior stakeholders, recommending proactive interventions and continuous improvement in ER practices.
- Monitor and anticipate legislative changes, providing timely updates and insights to inform strategy and compliance.
Person specification
Key Skills & Capabilities
- Strong knowledge of UK employment law and ER best practice.
- Proven experience managing ER cases in a large, unionised environment.
- Excellent communication and influencing skills. Able to build trust and credibility.
- Demonstrable experience handling complex conduct and performance situations requiring sound judgement.
- Analytical ability to interpret data and identify trends and risks.
- Ability to translate complex policy into practical advice that can be applied confidently in live cases.
- Resilience and sound judgment in handling sensitive and high-pressure situations.
- Ability to coach and develop managers and HR colleagues to build ER capability.
- Strong organisational skills and ability to manage competing priorities effectively.
- Ability to interpret and advise on complex family related employment issues (including maternity, paternity and parental leave), particularly where there is dispute, heightened sensitivity or equality risk, with appropriate escalation where required.
Essential Criteria
- Proven experience managing employee relations cases, including disciplinary, grievance, attendance and performance matters. (LEAD CRITERIA)
- Strong understanding of employment law and ER frameworks, ensuring legally compliant and fair processes.
- Ability to provide expert advice and act as a trusted advisor to managers and HR colleagues on ER matters.
- Experience implementing ER policies and procedures consistently across a large organisation.
- Ability to use data and insight to identify ER trends, mitigate risk and improve employee experience.
- Excellent communication skills, both written and verbal, with the ability to present complex issues clearly.
Behaviours
We'll assess you against these behaviours during the selection process:
- Working Together
- Making Effective Decisions
- Delivering at Pace
- Communicating and Influencing
Benefits
Alongside your salary of £35,232, OFGEM contributes £10,206 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides (opens in a new window).Ofgem can offer you a comprehensive and competitive benefits package which includes; up to 30 days annual leave. Excellent training and development opportunities. The opportunity to join the Civil Service pension arrangements which include a valuable range of benefits. Flexible working hours and family friendly policies. Restaurant and subsidise gym (London only). Interest free season ticket loan.Things you need to know
Artificial intelligence
Artificial intelligence can be a useful tool to support your application, however, all examples and statements provided must be truthful, factually accurate and taken directly from your own experience. Where plagiarism has been identified (presenting the ideas and experiences of others, or generated by artificial intelligence, as your own) applications may be withdrawn and internal candidates may be subject to disciplinary action. Please see our candidate guidance (opens in a new window) for more information on appropriate and inappropriate use.Selection process details
This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours and Experience.Candidates are required to provide an anonymised CV and tailored supporting statement of no more than 1250 words. Please ensure your supporting statement is tailored and well evidenced against the essential criteria for the role. Candidates who do not provide a tailored application will not be invited to interview. Should we receive a high number of applications for the role a pre-sift on the lead criteria will be conducted.
The interview will include a short presentation. The title will be confirmed and made available to candidates invited to interview.
Due to high volumes of applications, we are only able to provide feedback at interview.
Please refer to Civil Service candidate advice on the acceptable use of Artificial intelligence within the recruitment and selection process - Artificial intelligence and recruitment , Civil Service Careers
The personal information we have collected from you will be shared with Cifas who will use it to prevent fraud, other unlawful or dishonest conduct, malpractice, and other seriously improper conduct. If any of these are detected, you could be refused certain services or employment. Your personal information will also be used to verify your identity. Further details of how your information will be used by us and Cifas, and your data protection rights, can be found by [https://www.cifas.org.uk/fpn].
Feedback will only be provided if you attend an interview or assessment.
Security
Successful candidates must undergo a criminal record check.People working with government assets must complete baseline personnel security standard (opens in new window) checks.Nationality requirements
This job is broadly open to the following groups:
- UK nationals
- nationals of the Republic of Ireland
- nationals of Commonwealth countries who have the right to work in the UK
- nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS) (opens in a new window)
- nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS)
- individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020
- Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service
Working for the Civil Service
The Civil Service Code (opens in a new window) sets out the standards of behaviour expected of civil servants.We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles (opens in a new window).The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.The Civil Service also offers a Redeployment Interview Scheme to civil servants who are at risk of redundancy, and who meet the minimum requirements for the advertised vacancy.
Diversity and Inclusion
The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see theCivil Service People Plan (opens in a new window) and the Civil Service Diversity and Inclusion Strategy (opens in a new window).Apply and further information
This vacancy is part of the Great Place to Work for Veterans (opens in a new window) initiative.The Civil Service welcomes applications from people who have recently left prison or have an unspent conviction. Read more about prison leaver recruitment (opens in new window).Once this job has closed, the job advert will no longer be available. You may want to save a copy for your records.Contact point for applicants
Job contact :
- Name : Dominique King
- Email : dominique.king@ofgem.gov.uk
Recruitment team
- Email : recruitment@ofgem.gov.uk
Further information
If you feel your application has not been treated in accordance with the Civil Service Commission Recruitment Principles and you wish to make a complaint, you should email The Head of Talent Acquisition at: Recruitment@ofgem.gov.uk in the first instance. If you are not satisfied with the response you receive from the department, you can contact the Civil Service Commission. More detailed information can be found on the Civil Service Commission website.Attachments
Employee Relations Advisor JD Opens in new window (docx, 96kB)Terms and Conditions Apr25 Opens in new window (pdf, 335kB)Candidate Pack Employee Relations Advisor Opens in new window (pdf, 624kB)Salary range
- £35,232 - £48,561 per year