LABOUR RELATIONS AGENCY JOB DESCRIPTION. Job Reference (if applicable): ERO/01/2016 Date: March Permanent

Transcription

1 LABOUR RELATIONS AGENCY JOB DESCRIPTION Job Reference (if applicable): ERO/01/2016 Date: March 2016 JOB TITLE: SECTION: Employment Relations Officers (ERO) There are currently two full-time vacancies(37 hours per week) and one job share vacancy (18.5 hours per week) EROs may be required to work in any service section (see organisational chart below) SALARY: NICS Staff Officer, currently 28,500-31,135 (pro rata for job share vacancies) DURATION: Permanent LOCATION: Initially vacancies are based in Belfast however a reserve list will be created for full-time and job share vacancies which arise in both Belfast and the Regional Office in Derry/Londonderry REPORTS TO: Employment Relations Manager HOURS OF WORK: 37 hours per week for full-time vacancies, 18.5 hours per week for the job share vacancy KEY PURPOSE To contribute to the Agency delivering its remit to improve employment relations in Northern Ireland. The main role of an Employment Relations Officer (ERO) is to plan and deliver, what are generally well-defined services, to the Agency s customers and, as appropriate, ensure that this work is delegated effectively. EROs will also be required to participate in research, and the evaluation and improvement of services. KEY DUTIES/RESPONSIBILITIES The successful candidate will carry out, as required, any duties appropriate to the salary grade of Employment Relations Officer which is the Northern Ireland Civil Service Staff Officer grade. The duties and responsibilities of an Employment Relations Officer include: 1. undertaking such duties as are commensurate with maintaining the integrity of the Agency and the good reputation of the services which it provides; Page 1 of 7

2 2. advising and supporting employers, trades unions, workers and their representatives in developing, implementing and evaluating good employment policies, procedures and practice; 3. conciliating in cases of alleged infringements of individual employment rights; 4. supervising teams or individuals in providing information/advice to employers, trades unions, workers and their representatives on employment legislation and employment practice; 5. contributing to the planning and implementation of changes in services to meet customer needs; 6. participating in talks/seminars/workshops relating to the Agency s statutory services; 7. supervising/providing support for business administration activities/programmes including HR, legislative and statutory compliance, and Information Technology. 8. supporting, as required, the work of Employment Relations Managers and Directors. Page 2 of 7

3 1. PERSON SPECIFICATION Factors Criteria Essential Desirable Method of Assessment Education/ Qualifications 1.1 Degree Route A relevant third level qualification. This refers to a degree or equivalent level (e.g. NVQ Level 4) in one of the management, human resources, employment relations, employment law, business systems, or organisational studies fields. Application Form & Certificates Applications through this route should demonstrate a minimum of three years relevant experience as at 1.3 below. 1.2 Non-Degree Route Application Form Applications through this route should demonstrate a minimum of five years relevant experience as at 1.3 below. Experience 1.3 The relevant length (either three or five years see above) of relevant experience in the practice of employment relations within the trades union and/or human resources fields in one or more of the following: Application form a) Interpreting and applying employment relations policies / procedures; b) Developing effective employment relations policies / procedures; c) Providing specialist advice or consultancy on employment relations matters; d) Representation, negotiating or consultation on employment relations matters. Length of experience will be measured as at the closing date for the receipt of applications. Competencies In the event of a high number of applicants the Agency reserves the right to further shortlist by deploying four of the Agency s nine competencies as set out in section 2. Application form Special Conditions A reserve list will be created for similar full-time time and job share posts encompassing both our Belfast and Derry/Londonderry Offices. Within either location, candidates must be prepared to work in any functional area as fits the operational needs of the business. The appendix shows the structure of the Agency and how EROs are located within it. Generally, EROs report to Employment Relations Managers (ERMs). ERMs are at the Deputy Principal Grade. Page 3 of 7

4 2. BEHAVIOURAL COMPETENCIES REFER TO ATTACHED/ENCLOSED GUIDE The successful candidate will ensure the provision of a service to customers which meets the standards and targets set by the Agency. They will maintain the quality of their own delivery to meet changing business needs and also (where appropriate) that of their staff who they will support through performance management, coaching and mentoring. In respect of the duties and responsibilities set out in the Job Description, they will have competencies relevant to the grade as set out in the following competency framework. Please note that questions at interview will be derived from this competency framework. Behavioural Competencies A Leadership B Role Knowledge 1 C Customer Focus D Personal Effectiveness E Problem Solving and Creativity 1 F Decision Making G Communication 1 H Working Relationships 1 I Managing Resources Criteria Demonstrates the capacity to participate in strategic thinking and development and can commit to change management by effective engagement with their colleagues, staff and managers/directors. Demonstrates the ability to understand relevant legislation, standards and procedures for the post and how these would apply in an employment relations context. Demonstrates a clear perception of who are key customers with an understanding as to how to determine customer requirements and a clear idea of the importance of sound customer service. Demonstrates an ability to honestly and positively review one s own performance and that of others, being able to deal with criticism, to acknowledge the viewpoint of others and, where appropriate, to convince others of the validity of alternative approaches. Demonstrates the ability to use creative methods to identify innovative ways of resolving problems or enhancing services to meet business need. Demonstrates the ability to identify solutions and their associated risks with an ability to select and implement the best option. Demonstrates a comprehensive toolkit of communication methods which enables effective communication with a target audience. Demonstrates the capability to develop, maintain and enhance effective working relationships with colleagues, customers and other stakeholders, minimising the potential for conflict and dealing with conflict should it arise. Demonstrates the ability to recommend action for the effective use of resources (people, premises and money) based on a sound assessment of need and budgetary constraint. Essential 1 Deployable at short listing stage Page 4 of 7

5 SHORTLISTING METHODOLOGY The shortlisting/interview panel shall apply shortlisting criteria in the order set out below. Stage1 Minimum Qualifications and Experience The panel shall apply the minimum criteria to all applications received and shortlist applicants who can demonstrate the minimum qualifications and experience sought at Section 1. Stage 2 Specified Competencies In the event of a high number of applicants the Agency reserves the right to further shortlist by deploying four of the Agency s nine competencies as set out in section 2. These are Role Knowledge, Problem Solving and Creativity, Working Relationships, and Communication. The Agency reserves the right to assess some or all during the interview. Page 5 of 7

6 Page 6 of 7

7 THIS PAGE IS INTENTIONALLY LEFT BLANK Page 7 of 7