JOB DESCRIPTION. Employment Relations/Human Resources Advisor. People and Organisational Development

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1 JOB DESCRIPTION Job Title: Department: Campus/Location: Responsible to: Purpose Statement: Employment Relations/Human Resources Advisor People and Organisational Development Manawatū Employment Relations Manager (Dotted Line responsibility to Assistant Vice-Chancellor People and Organisational Development for generalist HR Advisory aspect of the role) The purpose of this position is to support the creation of an enabling environment for Massey staff by providing research and expert advice which supports positive workplace relations, and to support people managers within an assigned portfolio, in the leadership and management of their staff. KEY ACCOUNTABILITIES: Employment Relations Employment Agreements and Collective Bargaining Support the development of negotiation strategies for the main collective agreement. Support Senior HR Advisors in developing strategy and conducting bargaining of collective agreements in CED and the School of Aviation. Undertake data analysis (including financial analysis) to inform the University s position for negotiation working with the Employment Relations Manager and Remuneration/HR Advisor. Establish and maintain effective long-term relationships with unions, which are party to the Collective Employment Agreements. Maintain an overview of the terms and conditions of all Individual Employment Agreements. Change Management Advise HR Advisors and line managers on consultative obligations arising from organisational change initiatives. As appropriate, broker centralised consultation with unions on organisational change initiatives and reviews. Maintain a register of reviews, updating this monthly. Dispute Management Support the management of employment relationship problems, including personal grievances and disputes to the level of the Mediation Service, through support of HR Advisor s or managing these directly as assigned by the Employment Relations Manager. Monitoring and maintaining a register of all personal grievances and other employment-related disputes and intervening in a timely and appropriate manner to protect potential risks to the University, updated monthly.

2 Engage legal advice where appropriate and manage the relationship with the University s solicitors in regard to employment matters. Manage relationship with University Mediation Service to support early intervention and problem resolution orientation. Provide guidance and advice on employment investigations. Provide advice and support on employment matters in relation to senior management. Legislative Compliance and Policy Oversight Maintain awareness of current, pending and new legislative developments related to employment. Reflect the implications of legislation for the University s employment practices and ensure appropriate policies and guidelines are developed and maintained. Ensure all HR policies, procedures and regulations etc are compliant with current legislation. Maintain a register of POD policies and take primary ownership for policy updates, working with other POD team members who may be responsible for taking a lead in revising particular policies. Official Information and Privacy Requests Support the Privacy Officer (Employment) and Risk Manager in responding to Official Information and Privacy requests Generalist Human Resources Advice and Support Provide operational and strategic advice to clients in all aspects of human resources that: Reflects current HR best practice. Is aligned with the People and Organisational Development Section and University goals, objectives and priorities. Is consistent with University policy and practice. Within the nominated client group you will: Establish and maintain constructive and credible working relationships with key clients. Advise and assist clients with the implementation and application of University policy in HRM, including rewards, recruitment, staff development, performance management, employee relations, safety and resolution of staff issues. Ensure, as far as possible, compliance with all employment related obligations. Develop and maintain open lines of communication for all staff in the client group. Team Contribution Contribution to the on-going enhancement of specific areas of HR at a strategic and operational level. This may include contributing to HR projects, conducting research and analysis, developing strategies, preparing proposals, making recommendations and implementing change. Participate in University working parties, project teams and policy development forums as appropriate. Establish and maintain effective working relationships with key internal and external organisations. Contribute to the effectiveness of the HR consultancy team. Ensure consultancy skills and knowledge of developments in the HR profession are continuously updated. Undertake other duties as requested by the Employment Relations Manager or Assistant Vice-Chancellor (People and Organisational Development). Direct Reports N/A 2

3 Relationships Internal HR Advisors People and Organisational Development Managers Senior Leadership Team Line Managers University Risk Manager To provide guidance, support and direction on ER issues. To provide direction on ER matters and to access specialised services (e.g. information reports, remuneration, health and safety/acc. Strategic and operational advice as account manager to assigned SLT member, in particular around change management issues. Operational advice. Strategic support around University risk framework and University policies, privacy issues and fraud investigations. External Unions Solicitors Providers of employment relations services Counterparts in other NZ Universities Operate regular interface meeting and resolve issues/communicate developments. Instructions on specific cases. Negotiation of settlements. Commission work. To gather and provide intelligence on ER developments. PERSON SPECIFICATION Qualifications: To provide expert advice in the area of employment relations and human resource management practice, the role holder will have a tertiary qualification (degree level), with an emphasis on Human Resource Management, or other relevant subjects, or significant experience that reflects the acquisition of an extensive body of knowledge of contemporary Human Resource Management/Employment Relations practice. Experience: To operate credibly in the role, the role holder will have a sound experience in an HR Advisor role and/or Employment Relations Advisory role and advanced knowledge and experience in the application and on-going management of contemporary employment relations practices, ideally in a large, complex organisation. Sound experience in consulting with managers to identify business needs, and translating these into workable solutions, facilitating the implementation and evaluation of the initiatives. Advising managers on a wide range of people-rated business issues including organisational design, role definition and restructuring; defining consultation processes with unions and staff over organisational and culture change; remuneration; employee performance improvement, disciplinary processes, and employee investigation processes regarding misconduct; conflict management; staff survey practices; engaging with employee representatives over individual and collective issues, and employee development. Experience working in a team of HR practitioners, including generalize and specialist functions, and working collaboratively across different HR functions to broker solutions for client groups. 3

4 Skills, Knowledge, Abilities, Personal Attributes: Legal framework of employment Aware of the key legislation governing employment in New Zealand. Broad understanding of basic contractual principles. Understanding of the duty of good faith and of obligations in relation to organisational processes that may affect the employment of staff. Understand the requirements for justifiable termination of employment and the parameters of personal grievance, employment relationship problems and other dispute processes. Understands the distinctions between permanent, fixed-term and casual employment and direct employment and independent contracting. Familiar with mediation and adjudication processes. Human Resource Management Knowledge and experience across several of the common HR practice areas, from advising on staff disciplinary matters, restructuring processes, remuneration, team-building, as well as learning and development and organisational development. Translates business issues into people-related business issues and identifying solutions in collaboration with HR colleagues. Comfortable with HR data, and its interpretation and use in framing people-issues to support management attention and to measure current state and the impact of initiatives. Technology and Applications Highly proficient in Microsoft Office suite, in particular Excel, Work and PowerPoint. Familiar with presentation technologies. Understanding of complex databases and how to utilize the data contained within those databases. Analytical skills and the ability to translate complex data into easily understood reports. Interpersonal savvy Relates well to all kinds of people inside and outside the organisation. Builds appropriate rapport. Build constructive and effective relationships. Uses diplomacy and tact. Can diffuse even high-tension situations comfortably. Credibility to engage with smart people. Outgoing and approachable, but with a sense of gravitas that says this person knows their stuff and understands our business. A coaching style, which is solutions oriented. Collaboration and peer relations Can find common ground and solve problems for the good of all. Is seen as a team player and is co-operative. Can be candid with peers. Confidence to operate autonomously but coupled with a highly collaborative style, which seeks out the perspective of your peers. Organisational agility Knows how to get things done both through formal channels and the informal network. The agility to swing from one kind of HR issue to another. The ability to balance the competing demands of project-based and demand-response work. Able to manage ambiguity and find pragmatic solutions to complex issues. Personal attributes Resilient and perseveres in the face of set-backs. 4

5 Self-starter, with energy and enthusiasm. Good planner and organiser and project manager, who sets priorities and gets things done. A person of integrity and ethics who instils trust. Additional Pre-Employment Checks: Requirement to pass a Criminal and Traffic Convictions (Security) Check performed by the Ministry of Justice Requirement to pass a Credit History Check performed by Veda Advantage Personal Information Services. In addition, there is a requirement to pass a No Asset Procedure (NAP) Credit History Check performed through the Insolvency and Trustee Service, Ministry of Economic Development. 5