About this role
The Global People Compliance Partner will support the delivery of a consistent, legally robust and commercially practical approach to employee relations and employment compliance across all operating countries. The role will monitor employment law and regulatory developments across relevant global jurisdictions, assess business impact, translate local requirements into clear global People Team guidance, and support the delivery of priority compliance projects, with a particular focus on Employment Rights Act 2025 readiness and implementation. Support Employment Rights Act 2025 readiness activity, including the output from mock audits and the implementation of related actions across People policies, processes and systems. Review holiday records, holiday calculation practices, record keeping, data retention, guaranteed hours, shift security, working patterns, scheduling and shift notice practices, identifying any compliance gaps and recommended actions. Support the business in preparing for changes to unfair dismissal rights, compensation risk, procedural standards and where necessary, related manager conversations. Review and update contracts, policies, handbooks and core People templates to ensure they remain legally compliant, clear and operationally practical. Support policy work arising from changes to ACAS guidance, including grievance and disciplinary standards, ensuring guidance is clear and consistently applied. Develop communications, guidance and policy updates linked to trade union reforms and wider employment law changes. Deliver activity to support strengthened third-party sexual harassment prevention arrangements, including risk assessments, training requirements, policies, reporting routes and evidence of reasonable steps. Review global whistleblowing arrangements, including governance, policy ownership, investigation standards, country-level procedural requirements and audit evidence. Assess global compliance training requirements by country, province or state and support the set-up of legally required training through DFL or other learning platforms. Review flexible working and right to disconnect requirements across relevant countries, ensuring policies, interpretation and guidance are sufficiently robust. Support EU Pay Transparency readiness, including review of pay practices, pay reporting, job adverts, recruitment processes, employee rights, equal pay principles and gender pay gap disclosure requirements. Maintain clear action tracking, ownership and audit evidence for compliance-related projects and agreed recommendations.