Employee Relations

Who it's for

HR business partners, employee relations specialists and advisers, HR generalists who hold cases, and people managers who will hold a formal conversation, hear a grievance or present a case this year.

Output

• A scored report after every room, with the moment that earned each score and one recommended focus
• In the four hearing rooms, every piece of evidence marked as from the documents, from a public fact Ren checked, or a line the other side could take
• For the HR lead, a Ren summary of each participant, the trajectory on every retaken room and a team report once three have finished a room
• Scored against published frameworks: high-stakes dialogue, care and challenge, conversation layers, source monitoring, narrow concession under challenge, principled negotiation, anchoring and concession patterns, Toulmin argument structure and Wigmore evidence charting

Program contents

1. Informal resolution · Delivering the message — Difficult Conversation · Performance Conversation
2. Answering from the record — Hearing Preparation
3. Precision under questioning — Cross-Examination
4. Settlement discipline — Settlement Negotiation
5. Presenting the case — Case Rehearsal

How the program works

A weekly program for HR business partners, employee relations advisers and the managers who handle grievances, disciplinaries and hard conversations, assigned by an HR lead, built on Renatus. Six simulation rooms · Five weeks, two conversation rooms in week one then one hearing room a week · A fictional case bundle for the four hearing rooms · Unlimited attempts · Ongoing thereafter.

The rooms

Why this program exists

HR business partners, employee relations advisers and the managers they support make the decisions a case turns on in ordinary moments: the conversation that should happen this month and is put off, the note written that evening or not at all, the answer given a year later to a panel about a dated email in their own file. This program prepares them through simulation. Ren builds each scene from the participant's real role, seniority and organisation, plays every person in it to the close, and in the last four weeks sits across the table as the panel member, the questioner and the other side's negotiator with the case file open.

What you'll achieve

1. Rehearsal of the whole arc, as often as they want it: the conversation they are putting off, the performance message, the panel, the pointed question, the settlement offer, and the whole case
2. A scored report after every room: each dimension with the moment that earned its score, strengths, development areas, blind spots, and one recommended focus with a first step
3. A file note written for a simulated conversation, read by their lead beside the recording standard, and walked through in week 2
4. Unlimited attempts at every room, each a different scene, scored on the same dimensions and charted against every attempt before it

At a glance

Who it's for

HR business partners, employee relations specialists and advisers, HR generalists who hold cases, and people managers who will hold a formal conversation, hear a grievance or present a case this year. Every room calibrates to role and seniority, so one cohort can include a first-time line manager and a senior ER adviser. It assumes participants know their organisation's procedures. It rehearses the judgement those procedures are applied with, and scores it the same way every time.

Cadence

5 weeks

1

Informal resolution · Delivering the message · Difficult Conversation · Performance Conversation · Read Framing and Follow-through; read the file note; read Clarity of Message and Ownership

2

Answering from the record · Hearing Preparation · Read Knowledge boundaries and Consistency with the record; walk through the week 1 file note

3

Precision under questioning · Cross-Examination · Read Concession control and Answer scope; read the Ren summary; agree the focus for the second half

4

Settlement discipline · Settlement Negotiation · Read Concession sequencing and Disclosure choices

5

Presenting the case · Case Rehearsal · Read Evidence not used and Structural clarity; read the team report; set the ongoing plan

Session by session