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7 People Operations Adviser - Employee Relations and Organisational Change CV Templates with Example

By Ria · Last Updated On 16 October 2026
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This guide shows you how to create a People Operations Adviser - Employee Relations and Organisational Change CV that is clear, focused and easy to review. It explains how to organise relevant evidence and present your strengths for this specific role.

Strong evidence can show how you assess employee relations cases, advise managers on sensitive matters and support organisational change. Clear bullet points can also highlight fair case outcomes, policy improvements, TUPE, redundancy consultation and workforce design.

Compare the PNG image previews of the example presented in 7 layouts, then open a preferred version in the editor to customise it. The guide also covers ATS-friendly structure, useful CV sections and role-specific terms such as employment law, case law and organisational development.

What Makes a Great People Operations Adviser - Employee Relations and Organisational Change CV in 2026

A strong CV makes casework, manager advice and change support easy to scan. Use clear bullet points to show your actions and the results you can support with evidence.

Include relevant terms such as employee relations, case assessment, TUPE and redundancy consultation. Add employment law, case law and policy review where they match your experience.

Note: CV examples are for educational purposes only. Use only information that accurately reflects your experience and qualifications. References to real organisations do not imply affiliation or endorsement.

#1 Plain Two Column Format CV Example

The two-column body gives career history and supporting CV sections distinct spaces for a straightforward review.

 
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CV Snapshot

  • 15+ years’ experience in people operations and employee relations
  • Support for sensitive casework and organisational change
  • CIPD Level 7 Advanced Diploma in Human Resource Management
  • BA (Hons) Human Resource Management

Why This Format Works

  • The two-column body separates career history from supporting CV sections.
  • Distinct content areas help reviewers locate skills, education and credentials.
  • A clear reading order helps reviewers follow experience across several employers.

Best For

  • CVs with extensive employment history
  • Readers comparing career chronology
  • Skills and education that need clear access
  • Content organised across two body columns
  • Photo-free CV presentation

CV Keywords

  • Employee relations
  • manager advice
  • organisational change
  • Employment law
  • Case law
  • TUPE
  • Redundancy
  • Workforce design
  • Organisational development
  • case assessment
  • timely case resolution
  • negotiation
  • HR policies and procedures
  • casework insights
  • legal developments
See all keywords
 

#2 Simple One Column Format CV Example

A single-column layout keeps every section in one reading path, helping reviewers follow the CV from role to role.

 
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Why This Format Works

  • One reading path makes the order of experience clear to reviewers.
  • Skills, education and credentials follow the same top-to-bottom structure.
  • A simple column supports clear parsing by applicant tracking systems.

Best For

  • CVs read from top to bottom
  • Clear career chronology
  • Applicant tracking system parsing
  • Sections needing a consistent reading order
  • Straightforward text-led presentation
 

#3 Clean Two Column Sidebar Format CV Example

The two-column layout keeps the CV’s main content distinct from supporting information, helping reviewers navigate its sections.

 
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Why This Format Works

  • Two columns give career history and supporting details separate areas.
  • Skills and credentials can be found without interrupting the experience sequence.
  • The divided layout helps reviewers move between employment and education.

Best For

  • CVs balancing experience and supporting details
  • Readers moving between employment and education
  • Skills lists alongside career history
  • Multi-section professional profiles
  • Photo-free two-column documents
 

#4 Two Column Format CV Example

Two columns provide a clear way to arrange employment history alongside other CV sections for easy comparison.

 
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Why This Format Works

  • The two-column structure lets reviewers compare experience with other CV details.
  • Separate areas keep education and qualifications distinct from work history.
  • A defined reading order helps reviewers track career progression.

Best For

  • CVs with several distinct sections
  • Reviewers comparing career details
  • Career progression across multiple roles
  • Education and credentials alongside experience
  • Text-led two-column documents
 
 

#5 Photo Header Two Column Format CV Example

A photo in the header pairs with a two-column body, suiting readers who want a portrait alongside clearly arranged CV content.

 
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Why This Format Works

  • The two-column body gives experience and supporting sections separate reading areas.
  • A portrait in the header identifies the person without interrupting the body.
  • Distinct sections help reviewers locate education and credentials.

Best For

  • CVs intended to include a portrait
  • Readers who prefer a visual header
  • Experience with supporting sections
  • Education and credentials needing clear access
  • Two-column CV presentation
 

#6 Coloured Two Column Format CV Example

The two-column body organises the CV into separate areas, giving reviewers a clear route through its sections.

 
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Why This Format Works

  • Separate columns help reviewers distinguish employment details from other information.
  • Skills, education and qualifications remain easy to locate within the CV.
  • The ordered layout makes a multi-role work history easier to follow.

Best For

  • Multi-role employment histories
  • CVs with varied supporting sections
  • Readers seeking clear section boundaries
  • Skills and qualifications alongside experience
  • Photo-free two-column layouts
 

#7 Stylish Two Column Designer Format CV Example

The two-column arrangement offers a structured way to present career history and supporting details without a photo.

 
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Why This Format Works

  • The two-column body keeps career history distinct from supporting sections.
  • Reviewers can locate skills and education apart from role details.
  • A clear section order helps readers follow experience over time.

Best For

  • CVs with a clear career timeline
  • Readers scanning role details and supporting information
  • Experience paired with education
  • Skills that need a separate place
  • Photo-free two-column documents
 
 
 

See Also

 

Frequently Asked Questions

Are these People Operations Adviser - Employee Relations and Organisational Change CV templates ATS-friendly?

The examples use clear headings and sections that are easier for people and applicant tracking systems to scan. Use role-related terms naturally, such as employee relations, employment law, case assessment, TUPE and organisational change.

Are these separate CV examples or different layouts of one example?

This page shows one role-focused CV example in different layouts. Compare the PNG image previews, then open a version in the editor to customise it.

What should a People Operations Adviser - Employee Relations and Organisational Change CV include?

Include a focused profile, relevant experience, skills, education and qualifications. Show evidence of complex employee relations casework, manager advice, consultation, TUPE, redundancy and policy or procedure improvements.

Which CV layout works well for this role?

Choose a layout with clear headings and an easy-to-follow order for experience, skills and education. A simple structure helps readers find your casework and change experience quickly.

How can I show employee relations achievements on my CV?

Use concise bullet points to explain the issue, your actions and the outcome. Where you have evidence, include measures that show improvements in case assessment, timely resolution, manager guidance or consistency.

Should I include a photo on my CV?

A photo is usually not needed for UK applications. Use the space for relevant experience, skills and evidence of your impact instead.

ATS score and CV checks

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ATS Score 82%

How we calculate this score

  • Keywords: 60% of the total. AI extracts keywords from your job description. If you do not provide one, a standard job description for the title matching your CV is used. This is not a match to a specific vacancy.
  • Text-based CV: 20%. The text CV assessed here receives 100 for this part.
  • CV quality: 20%. We start at 100 and subtract points for issues found by our CV checks, down to a minimum of zero.
  • Keyword coverage = 100 × (confirmed matches + 0.8 × possible matches) ÷ total keywords, rounded and capped at 100. Possible matches still need checking. Saved generation audits use their saved keyword percentage.
  • Final score = 60% of keyword coverage + 20% of the text score + 20% of the quality score, rounded to a whole number. Without keywords, no overall ATS score is available.

What this score means

Our scores are estimates, not employer ratings. They may contain errors and do not guarantee accurate parsing, a ranking, an interview, or a job. Check your document against the employer’s requirements. You are responsible for relying on this score.

Terms and Conditions

Score weights: Keywords 60% · Text based CV 20% · CV quality 20%

Keywords: 16 matched + 3 possible of 25 (74%) · CV quality: 90%

CV quality 90% · Weight 20% · Issues (1)

Details
  • ✓Name present: Imogen MacDonald
  • ✓Email format: imogen.macdonald@example.com
  • ✗Phone format: 07700 90XXXX
  • ✓Experience 1: Job title: Senior People Adviser
  • ✓Experience 1: Company name: Calder Vale Housing Group
  • ✓Experience 1: Work location: Leeds, West Yorkshire
  • ✓Experience 1: Employment dates: Feb 2021 - Present
  • ✓Experience 1: Description or achievements: Present
  • ✓Experience 2: Job title: People Operations Adviser
  • ✓Experience 2: Company name: Linton Metropolitan University
  • ✓Experience 2: Work location: Bradford, West Yorkshire
  • ✓Experience 2: Employment dates: Jun 2017 - Jan 2021
  • ✓Experience 2: Description or achievements: Present
  • ✓Experience 3: Job title: HR Adviser
  • ✓Experience 3: Company name: Pennine Care Partnership
  • ✓Experience 3: Work location: Huddersfield, West Yorkshire
  • ✓Experience 3: Employment dates: Apr 2014 - May 2017
  • ✓Experience 3: Description or achievements: Present
  • ✓Experience 4: Job title: HR Officer
  • ✓Experience 4: Company name: Westbridge Transport Group
  • ✓Experience 4: Work location: Wakefield, West Yorkshire
  • ✓Experience 4: Employment dates: Sep 2012 - Mar 2014
  • ✓Experience 4: Description or achievements: Present
  • ✓Experience 5: Job title: HR Assistant
  • ✓Experience 5: Company name: Alderwick Borough Council
  • ✓Experience 5: Work location: Halifax, West Yorkshire
  • ✓Experience 5: Employment dates: Jul 2011 - Aug 2012
  • ✓Experience 5: Description or achievements: Present
  • ✓No placeholder fields
  • ✓No repeated achievement bullets
  • ✓No empty bullets

Header: Check the phone number: “07700 90XXXX”. Use 7–15 digits, with an optional country code.

Expand details to review the checks.

Text Based CV 100% · Weight 20%

Parsed text
Imogen MacDonald
Senior People Adviser
07700 90XXXX
imogenmacdonald
imogen.macdonald@example.com
Leeds, West Yorkshire, LS7 3AB
STRENGTHS
Sensitive case judgement
When a concern is complex, clarify the facts and options first, helping managers act fairly without losing sight of confidentiality.
Practical manager advice
Translate policy into clear next steps for managers, giving them a grounded basis for handling difficult conversations and decisions.
Early case assessment
A consistent initial review helps identify risks and appropriate escalation early, leaving less uncertainty for managers and People colleagues.
Change coordination
During consultation and role changes, keep information and communications aligned so employees and managers can follow the process.
Guidance improvement
Recurring case themes can reveal where guidance needs attention, helping make everyday people processes clearer and more consistent.
SUMMARY
People Operations and employee relations specialist with 15+ years’ experience across complex public service, education, housing and transport organisations. Advise managers on sensitive casework, employment law and fair resolution, bringing clear options to conduct, grievance, performance and absence matters. Support organisational change, including TUPE, restructure and redundancy consultation, and work with People colleagues, leaders and employee representatives to keep decisions consistent. CIPD Level 7 qualified, with a practical focus on using casework themes to improve guidance and manager confidence.
EXPERIENCE
Senior People Adviser
Calder Vale Housing Group
Feb 2021 - Present
Leeds, West Yorkshire
Advises senior and operational managers across housing, repairs and customer services on complex grievances, conduct, performance and absence cases, setting clear case plans and proportionate resolution options.
Reworked the initial case assessment approach with People colleagues, improving consistency in risk identification, escalation and early resolution across a varied caseload.
Supported a service redesign involving workforce consultation and role changes, preparing manager guidance and helping ensure employee communications and processes were handled consistently.
Uses casework insights and legal developments to recommend updates to HR policies and procedures, drawing on recurring grievance and absence themes to clarify manager guidance.
Constructively challenges managers on confidential, sensitive employment matters, using employment law and case law considerations to negotiate proportionate outcomes and encourage timely case resolution.
People Operations Adviser
Linton Metropolitan University
Jun 2017 - Jan 2021
Bradford, West Yorkshire
Provided employee relations advice to academic and professional-service managers, balancing institutional policies, employment law and the needs of a diverse workforce.
Coordinated consultation and employee communications during departmental restructures, supporting managers with workforce proposals, selection processes and sensitive individual discussions.
Reviewed recurring case themes with People Business Partners and updated practical guidance for managers on grievances, absence and performance concerns.
Supported workforce design and organisational development discussions during departmental change, mapping proposed responsibilities with service leaders to inform consultation materials.
Shared case guidance with managers and People colleagues, strengthening stakeholder relationships and helping deliver a responsive HR service across academic and professional services.
HR Adviser
Pennine Care Partnership
Apr 2014 - May 2017
Huddersfield, West Yorkshire
Managed a varied employee relations caseload across clinical and support services, helping managers resolve issues promptly while maintaining confidential, accurate records.
Contributed HR support to a TUPE transfer, coordinating employee information, consultation activity and manager briefings with internal teams and incoming service representatives.
Helped prepare redundancy consultation materials and supported individual meetings, keeping decisions and process steps documented for review.
Prepared a case assessment and consultation tracker for the transfer, aligning employee information and meeting actions so managers could identify open issues and follow up consistently.
Advised service managers through redundancy discussions, preparing response points from employee feedback and helping keep individual decisions documented and explainable.
HR Officer
Westbridge Transport Group
Sep 2012 - Mar 2014
Wakefield, West Yorkshire
Supported supervisors across depots and central functions with routine and sensitive people matters, escalating complex cases with clear factual summaries.
Prepared case documentation and meeting records for grievance, conduct and absence processes, improving continuity between managers and the HR team.
Contributed to workforce planning records during operational changes, checking role information and coordinating updates with service managers.
Updated depot workforce records during operational changes, checking role details with supervisors so planning discussions used consistent information.
HR Assistant
Alderwick Borough Council
Jul 2011 - Aug 2012
Halifax, West Yorkshire
Supported HR advisers with employee relations administration, assembling accurate case files and arranging meetings across several council services.
Responded to manager queries on policy and process, directing complex or confidential issues to the appropriate adviser.
SKILLS
Case assessment
Employee relations casework
Manager advice and coaching
Organisational development
Employment law awareness
Stakeholder relationships
Redundancy consultation
HR service improvement
Change management
Sensitive negotiation
Case law awareness
Casework analysis
TUPE consultation
Workforce design
Policy review
LANGUAGES
English
Native
French
Beginner
MY CAREER
15.3Years
Senior People Adviser at Calder Vale Housing Group (5.8 Years)
People Operations Adviser at Linton Metropolitan University (3.7 Years)
HR Adviser at Pennine Care Partnership (3.2 Years)
HR Officer at Westbridge Transport Group (1.6 Years)
HR Assistant at Alderwick Borough Council (1.2 Years)
EDUCATION
BA (Hons) Human Resource Management
Leeds Beckett University
2009
CERTIFICATIONS
CIPD Level 7 Advanced Diploma in Human Resource Management
2016
PROFESSIONAL SKILLS
Employee Relations: Grievance handling, Conduct casework, Absence casework
Change Support: TUPE consultation, Redundancy consultation, Restructure consultation
Case Management: Case assessment, Case planning, Confidential records
HR Policy Resources: HR policies, HR procedures, Manager guidance
Employment Guidance: Employment law, Case law, Legal developments
People Service Practice: Workforce design, Organisational development, Employee communications

Matched keywords (16)

  • Employee relations
  • manager advice
  • organisational change
  • Employment law
  • Case law
  • TUPE
  • Redundancy
  • Workforce design
  • Organisational development
  • case assessment
  • timely case resolution
  • negotiation
  • HR policies and procedures
  • casework insights
  • legal developments
  • responsive HR service

Missing keywords (6)

  • Constructive challenge
  • Influencing
  • Persuasion
  • Stakeholder relationship building
  • Knowledge sharing
  • CIPD qualification OR equivalent qualification or experience

Possible matches (3)

  • Complex employee relations casework80% credit: 3.20 percentage points of 4.00 possible.
  • HR in large, complex organisations80% credit: 3.20 percentage points of 4.00 possible.
  • Confidential and sensitive situations80% credit: 3.20 percentage points of 4.00 possible.
Disclaimer: All names, images, contact information, employment histories, achievements, security clearances, military credentials, and other qualifications shown in this content are fictional and used for illustrative purposes only. Any resemblance to actual persons, living or deceased, is purely coincidental.

CV and cover letter examples and recommendations in this article reflect general best practices and professional experience and are provided for guidance only. Results may vary based on role, industry, region, and hiring organisation.

Content Accuracy and Verification: To the fullest extent permitted by applicable law, we do not represent or warrant that CV or cover letter guidance, examples, recommendations, or related information are accurate, complete, current, error-free, or suitable for any particular purpose. You are responsible for independently reviewing and verifying the information before relying on it.

ATS and Cover Letter Scores: ATS scores are estimates calculated using our own formula, informed by publicly available guidance on CV formatting and keyword matching. They are not scores issued or endorsed by an ATS provider or employer. Cover letter scores are also our own assessments. Parsing, weighting, screening criteria, and results vary between systems, employers, job descriptions, and document formats. No score guarantees successful parsing, a particular ranking, an interview, or employment. Use scores as general guidance and independently check your documents against the employer’s requirements. To the fullest extent permitted by applicable law, we accept no liability for errors in scores or parsing, or losses arising from reliance on these assessments. Nothing in this notice excludes liability or limits consumer rights that cannot lawfully be excluded or limited.

Terms and Conditions
 
 
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