Employee Relations Officer / Advisor - Hire or get hired
Your complete guide to the Employee Relations Officer / Advisor Role: Duties, salary & hiring tips
Purpose of the Employee Relations Officer / Advisor
The ER Officer/Advisor supports the resolution of employee issues, ensuring workplace fairness, compliance, and strong manager-employee relations through timely advice and documentation.
Employee Relations Officer / Advisor's duties and responsibilities
• Case Support:
Assist with performance, disciplinary, and grievance matters.
• Advice:
Provide day-to-day HR and ER guidance to line managers.
• Documentation:
Prepare case notes, letters, and investigation summaries.
• Policy Interpretation:
Advise on HR policies and ensure consistent application.
• Training:
Support delivery of ER-related training and awareness sessions.
Assist with performance, disciplinary, and grievance matters.
• Advice:
Provide day-to-day HR and ER guidance to line managers.
• Documentation:
Prepare case notes, letters, and investigation summaries.
• Policy Interpretation:
Advise on HR policies and ensure consistent application.
• Training:
Support delivery of ER-related training and awareness sessions.
Requirements and qualifications for a Employee Relations Officer / Advisor
• 2–4 years’ experience in HR or ER advisory roles
• Good knowledge of employment law and workplace practices
• Strong communication, documentation, and listening skills
• Ability to manage sensitive matters with discretion
• Organisational and problem-solving ability
• Good knowledge of employment law and workplace practices
• Strong communication, documentation, and listening skills
• Ability to manage sensitive matters with discretion
• Organisational and problem-solving ability
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Human Resources Market Update
HR professionals continue to navigate evolving workplace expectations, with employee experience remaining a key priority. Flexibility, work-life balance, and leadership style are top considerations for job seekers, reinforcing the need for organisations to offer compelling benefits and development opportunities. In 2025, 73% of HR leaders prioritise enhancing employee experience, while 67% focus on leadership development and 54% on learning and development. AI is beginning to reshape HR functions, particularly in talent acquisition (25%) and learning and development (19%), though nearly half (46%) report no significant impact yet.
Recruitment challenges persist. While 63% adjust salaries to fill existing roles, counteroffers have declined, with 57% opting not to make them. Staff turnover has stabilised for most organisations, with 40% reporting no change and 32% noting some improvement.
The focus on employee wellbeing is evident, with 81% of organisations offering Employee Assistance Programs and 45% providing health care subsidies. Work flexibility remains widespread, with 78% allowing flexible hours and 69% offering remote work options. As HR leaders refine attraction and retention strategies, investment in leadership, training, and AI integration will be critical to long-term workforce success.
Recruitment challenges persist. While 63% adjust salaries to fill existing roles, counteroffers have declined, with 57% opting not to make them. Staff turnover has stabilised for most organisations, with 40% reporting no change and 32% noting some improvement.
The focus on employee wellbeing is evident, with 81% of organisations offering Employee Assistance Programs and 45% providing health care subsidies. Work flexibility remains widespread, with 78% allowing flexible hours and 69% offering remote work options. As HR leaders refine attraction and retention strategies, investment in leadership, training, and AI integration will be critical to long-term workforce success.
