Minimum qualifications:

• Bachelor's degree or equivalent practical experience.
• 7 years of experience in employee relations/investigations, gained in an Employee Relations or Employment Law role, or equivalent experience as an employment attorney practicing employment law.
• Experience navigating UK and EMEA labor relations and markets.
• Experience managing workplace investigations and ER issues.
• Experience in advising on employee relations issues, including investigations performance and reorganizations in an employee relations role.

Preferred qualifications:

• Experience using AI tools, with a recognition and awareness of AI’s responsible use, risks, and limitations.
• Experience in navigating difficult conversations, complex tensions, and ambiguity with critical thinking and expert solutions during change.
• Experience partnering on scalable people efforts within fast-paced, changing environments.
• Experience balancing legal, cultural, and business risks to resolve high-stakes people issues while minimizing litigation exposure.
• Proficiency in data analytics, with the ability to translate ER datasets into actionable business insights and drive decision-making.
• Excellent verbal and written skills, instilling trust in interactions with all stakeholders.

About the job

Artificial intelligence will be one of humanity’s most transformative inventions. At Google DeepMind, we are a pioneering AI lab with exceptional interdisciplinary teams focused on advancing AI development to solve complex global challenges and accelerate high-quality product innovation for billions of users. We use our technologies for widespread public benefit and scientific discovery, ensuring safety and ethics are always our highest priority.

Responsibilities

• Lead investigations, performance, grievances, disciplinaries, accommodations, appeals and restructuring which includes advising on best practices and guiding colleagues through these processes.
• Drive change programs and collective issues, and be a point of contact for topics such as organizational restructures.
• Strengthen ER capability across managers and the People and Culture (P&C) Partnering team through training, coaching, partnership and development of tools and processes, while diagnosing and supporting continuous improvement of ER processes and policies.
• Design and deliver people practices which develop and maintain positive working relationships.
• Establish and implement appropriate reporting mechanisms for employee relations cases, both informal and formal.