ER Coordinator

About the role

The ER Coordinator reports to the ERBP and plays a key role in supporting the delivery of employee relations (ER) activities across the organisation. The role focuses on efficient casework administration, policy compliance, accurate record-keeping, and liaising with stakeholders such as Payroll and line managers. The ER Co-ordinator is expected to work independently, escalating cases that present business risk to the HR Advisor Team or, where appropriate, the ERBP.

The postholder will also support HR projects, reporting, and, when needed, help coordinate manager training on ER policies and processes.

Key responsibilities

Casework Co-ordination

• Maintain accurate and up-to-date records on all Case Trackers, ensuring alignment with HR service level agreements (SLAs) and the HR Ways of Working.
• Monitor documentation deadlines and follow up outstanding documents to ensure they are returned within the required timeframes.
• Schedule formal meetings between managers and employees within appropriate timescales, ensuring the provision of all necessary documentation.
• Attend hearings and meetings to assist the ERBP as appropriate.
• Exercise sound judgement and initiative in responding to queries, ensuring alignment with Eden Futures’ policies, procedures, and values.
• Escalate to the ERBP any cases that present a risk to the business, such as:
  • Grievances or disciplinaries of a complex or sensitive nature (e.g. allegations of discrimination, safeguarding concerns)
  • Potential breaches of employment legislation or serious breaches of company policies
  • Cases that may result in reputational risk or legal exposure

Stakeholder Engagement

• Collaborate effectively with internal teams including Line Managers, Payroll, and other relevant stakeholders to ensure seamless coordination of employee relations activities.
• Provide first-line guidance to managers and employees on ER processes, within defined parameters agreed with the ERBP.

Reporting & Metrics

• Keep the ER Case Tracker complete and update case statuses accurately so that it remains a reliable live working document for monitoring and reporting.
• Audit maternity information monthly from Payroll, HR and Sona to ensure maternity records are accurate and up to date. Identify discrepancies and refer them to the relevant record owner for resolution, raising any concerns to the HR Advisor, or where relevant the ERBP.
• Support the ERBP in monitoring and reporting on case trends and SLA adherence as required.

Oversight and management of HR Area’s on ERNIE

• Coordinate the maintenance of manager support documentation and pages on internal platforms.

• Work with the relevant HR colleagues to keep information accurate and up to date.
• Promote internal resources, including:

• internal Flexible Working resources for Managers and Regional Administrators.
• pregnancy, maternity and new parent support for Managers and employees.

Other Responsibilities

• Support the HR leadership team with ad-hoc tasks and projects, as required.
• Keep abreast of developments in employment law, HR best practice, and internal policies to ensure continuous professional development and process guidance.
• Maintain confidentiality and safeguard employee personal data when accessing, recording, storing or sharing information, in line with applicable data protection legislation, including the UK GDPR and Data Protection Act 2018, and Eden Futures policies.

Additional Information

This job description outlines the core responsibilities of the ER Coordinator role. It is not an exhaustive list, and the postholder may be required to carry out other duties reasonably requested by their manager or the HR team. Responsibilities will be reviewed regularly to ensure they reflect the evolving needs of the department and organisation.

Person specification

• Strong organisational and administrative skills with attention to detail.
• Ability to prioritise competing tasks and time manage effectively to meet deadlines.
• Excellent communication and interpersonal skills
• Proficient in Microsoft applications, including Word, Excel, Outlook and HR information systems, including Zoho People and Workdrive.
• Proactive approach to continuous learning and development.
• Motivated to continually improve processes.
• Ability to manage sensitive information with discretion and confidentiality.

• Strong interpersonal skills and the ability to work collaboratively across teams

Eden Futures is about enabling people to live fulfilling lives in whatever circumstances people choose. We support people to be as independent as possible to achieve what they want to with their lives.

Our purpose is our people, our culture is Platinum!

Eden Futures has been awarded Platinum accreditation by Investors in People – the highest level of recognition an organisation can achieve. To become a Platinum organisation, Investors in People look for more than just performance – they look for purpose, trust, continuous improvement, and a genuine commitment to wellbeing. They look for companies where:

• Leadership is people-centric and values-driven
• Learning and development are embedded in everyday work
• Engagement is measured, acted on, and constantly improved
• Values are not just written – they’re lived
• Innovation, inclusion, and giving back are part of the culture

At Eden Futures, we often say we’re a true people’s organisation, and this award shows that we truly live up to it. Our people are the heart of our company. This accreditation reflects how we lead, how we support one another, and how we’ve built a culture where every voice matters.

Our organisation is committed to safe and fair recruitment, safeguarding and protecting those we care for and serve. We are an inclusive employer and make sure all our staff are vetted, selected, trained, and supervised fairly and to a high standard so that they can provide safe, effective, and compassionate care.

At Eden Futures we support vulnerable adults and therefore roles that require contact with our service users are exempt from the Rehabilitation of Offenders Act 1974.

The amendments to the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (2013 and 2020) provides that when applying for certain jobs and activities, certain convictions and cautions are considered ‘protected’. This means that they do not need to be disclosed to employers, and if they are disclosed, employers cannot take them into account.

Guidance about whether a conviction or caution should be disclosed can be found on the Ministry of Justice website. It’s a criminal offence for people who are barred from working in regulated activity to apply for roles that require them to work unsupervised with vulnerable adults.