About the job Flatpay is one of Europe's fastest-growing fintech companies and we've recently launched in the UK.<h3 style="margin:14.05pt 0cm;line-height:normal;font-size:19px;font-family:Aptos, sans-serif;color:rgb(15,71,97);font-weight:normal;font-style:normal;">Role Details</h3>Role: Employee Relations Specialist Location: 5 days a week – London, White City Reports to: Head of HR, UK<h3 style="margin:14.05pt 0cm;line-height:normal;font-size:19px;font-family:Aptos, sans-serif;color:rgb(15,71,97);font-weight:normal;font-style:normal;">About the Role</h3>We're looking for an Employee Relations Specialist to join our UK People team. This is a hands-on, high-judgement role supporting Flatpay's continued growth with a clear focus on ER case management, employment law application, and people risk - from probationary matters and sickness absence through to grievances, right to work compliance, data governance, and settlement negotiations. You'll be a trusted first point of contact for managers across the UK business, bringing the legal rigour and commercial judgement to navigate complex people situations confidently and correctly.<h3 style="margin:14.05pt 0cm;line-height:normal;font-size:19px;font-family:Aptos, sans-serif;color:rgb(15,71,97);font-weight:normal;font-style:normal;">Responsibilities</h3>Case management & employment law<ul style="list-style-type:disc;"><li>Own and manage a varied caseload of ER matters end-to-end: performance, absence, conduct, probationary reviews, and dismissals</li><li>Advise managers and leaders on legally sound approaches, balancing commercial pace with employment law compliance</li><li>Draft outcome letters, PIPs, settlement agreements, and correspondence to a high standard — clear, human, and legally precise</li><li>Manage protected conversations and settlement negotiations, including preparing documentation and coordinating with external solicitors</li><li>Support on Equality Act considerations, including reasonable adjustments during absence and performance processes</li></ul>Grievances<ul style="list-style-type:disc;"><li>Manage formal and informal grievance processes end-to-end, advising on the appropriate route and ensuring consistent application of policy</li><li>Support or conduct grievance investigations where required, including scoping, interviewing, and producing well-reasoned outcome letters</li><li>Advise on grievances that overlap with other ER matters — discrimination, harassment, or whistleblowing — and escalate appropriately</li><li>Coach managers on handling informal concerns before they escalate to formal grievance</li></ul>Probation & early-stage performance<ul style="list-style-type:disc;"><li>Support managers in handling probationary reviews where performance, conduct, or attendance is a concern</li><li>Advise on the correct process for extending or terminating probation, ensuring decisions are well-documented and legally defensible</li><li>Draft probationary outcome letters and ensure accurate, timely communication to employees, including correct notice periods and final pay</li><li>Handle post-termination queries from former probationary employees, including payroll discrepancies or disputed process steps</li><li>Flag where Equality Act considerations may affect the approach</li></ul>Right to work & immigration compliance<ul style="list-style-type:disc;"><li>Advise on right to work cases where additional scrutiny is required, including flagged documents, complex visa types, or unclear eligibility</li><li>Support the TA team with the correct approach where a candidate or employee's right to work status raises a legal question</li><li>Liaise with Legal or immigration advisors where sponsored workers or more complex immigration situations arise</li><li>Ensure advice given is consistent, well-documented, and aligned with current Home Office guidance</li></ul>Manager coaching & capability building<ul style="list-style-type:disc;"><li>Act as a trusted first point of contact for managers navigating people issues — helping them handle situations correctly and with confidence</li><li>Coach managers through live ER cases, building their capability to handle similar situations independently in future</li><li>Identify patterns in case types or management behaviours that point to a broader training or process need</li><li>Support the development of practical manager guidance, toolkits, and templates that make good ER practice easier to apply day-to-day</li></ul>Data compliance & information governance<ul style="list-style-type:disc;"><li>Respond to and manage suspected data breaches involving employees or former employees, coordinating with Legal and ICO reporting obligations as required</li><li>Maintain accurate employee records and ensure ER case documentation meets GDPR standards</li><li>Handle third-party correspondence involving employee data (e.g. DWP/DEA notices, court orders, statutory bodies)</li></ul>Broader people operations<ul style="list-style-type:disc;"><li>Support the Head of HR UK on policy development, handbook updates, and UK-specific employment frameworks</li><li>Partner with cross-functional stakeholders including Finance, Legal, and commercial leadership</li></ul><h3 style="margin:14.05pt 0cm;line-height:normal;font-size:19px;font-family:Aptos, sans-serif;color:rgb(15,71,97);font-weight:normal;font-style:normal;">Skills & Attributes</h3><ul style="list-style-type:disc;"><li>High judgement and confident handling complex ER cases end-to-end with appropriate levels of autonomy</li><li>Strong working knowledge of UK employment law and HR best practice</li><li>Able to draft clearly and precisely — outcome letters, PIPs, and settlement agreements that are legally sound and human in tone</li><li>Commercially minded — understands the business context behind HR decisions and communicates in those terms</li><li>Strong communicator: direct without being blunt, empathetic without being vague</li><li>Organised and delivery-focused, able to manage a busy caseload without losing attention to detail</li><li>Comfortable working in a fast-moving, scaling business where processes are still being built</li></ul><h3 style="margin:14.05pt 0cm;line-height:normal;font-size:19px;font-family:Aptos, sans-serif;color:rgb(15,71,97);font-weight:normal;font-style:normal;">Our Values</h3><h3 style="margin:8pt 0cm;line-height:normal;font-size:19px;font-family:Aptos, sans-serif;color:rgb(15,71,97);font-weight:normal;font-style:normal;">At Flatpay, how we work matters as much as what we achieve.</h3>Happy Humans — We bring energy to our work and create teams people enjoy being part of.No Assholes — We perform at a high level while treating colleagues and customers with respect.It's Our Business, Own It — Everyone takes responsibility and manages their work like it's their own business.Start With No — We challenge ideas, think commercially and focus on what truly creates value.Sky-High Ambitions — We set bold goals and expect people to keep raising the bar.The Best Argument Wins — Titles don't decide outcomes. We debate openly to reach the best decisions.<h3 style="margin:14.05pt 0cm;line-height:normal;font-size:19px;font-family:Aptos, sans-serif;color:rgb(15,71,97);font-weight:normal;font-style:normal;">Background & Requirements</h3><ul style="list-style-type:disc;"><li>Demonstrable experience managing ER cases end-to-end in a generalist or specialist HR role</li><li>Strong working knowledge of UK employment law, including the Equality Act 2010, Working Time Regulations, and GDPR</li><li>Experience advising on right to work and immigration compliance preferred</li><li>Fluent in English</li><li>Right to work in the UK (visa sponsorship is not available for this role)</li></ul><h3 style="margin:14.05pt 0cm;line-height:normal;font-size:19px;font-family:Aptos, sans-serif;color:rgb(15,71,97);font-weight:normal;font-style:normal;">Hiring Process</h3><ol style="margin-bottom:0cm;color:rgb(0,0,0);font-style:normal;font-weight:400;margin-top:0cm;"><li style="margin-bottom:0cm;">Application Review — Our Talent Team reviews your CV to assess experience and potential fit.</li><li style="margin-bottom:0cm;">Talent Team Call (20–30 minutes) — A conversation to understand your background and discuss what motivates you.</li><li style="margin-bottom:0cm;">1:1 Microsoft Teams interview with Manager</li><li style="margin-bottom:0cm;">Offer — Successful candidates receive a fast turnaround to offer.</li></ol>

Employee Relations Specialist @ Flatpay

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