JOB DESCRIPTION. Employee Relations Advisor. Responsible for: (working grade MS4) 1. Purpose of the job

Transcription

1 JOB DESCRIPTION Job Title: Division: Department/Region/Section: Location: Reports to: Responsible for: Grade: Employee Relations Advisor Resources Human Resources Headquarters Employee Relations Manager N/A (working grade MS4) 1. Purpose of the job The Employee Relations Advisor is the first point of contact for Line Managers and Investigating Managers to provide advice and support on all employee relations (ER) issues. The Employee Relations Advisor will help to ensure a fair and consistent delivery throughout the organisation on policies and procedures, thus promoting a positive employee relations culture within the organisation, whilst minimising the risk of litigation. 2. Dimensions The Employee Relations Advisor supports the ER Manager in providing a professional HR advisory service to Line Managers across the whole Society (approximately 1,550 staff and 250 Line Managers) in relation to all ER matters. The Employee Relations Advisor is also responsible for providing a consultancy service to the branch network in relation to ER issues (approximately 165 branches). 3. Principal Accountabilities To advise and support line managers in the handling of all ER matters, including disciplinary, grievance, capability, performance management, health and sickness absence management, flexible working and unsatisfactory probation. To support the organisation in resolving matters of conflict at the earliest opportunity and to be involved in an advisory capacity in the management of any formal processes within these areas, and for some other substantial reason, and to attend formal hearings.

2 To ensure effective case management in accordance with Society process and ensure Investigating Managers are fully briefed on process and best practice. To support the investigation of sensitive and complex situations and to advise in the progression of such cases as may be necessary. To liaise with the Society s Occupational Health provider, including arranging and overseeing health assessments and medical referrals. To provide advice to Line Managers in relation to phased return to work and temporary and reasonable adjustments, in line with the requirements of the Equality Act To develop procedures, processes and guidance notes in relation to areas of responsibility and to work collaboratively with colleagues in Organisational Development to support the introduction of new or revised ER policies. To advise and support Branches and the Society s Branch Support Specialists with the handling of all ER matters in conjunction with the Branch Handbook and in line with employment law. To ensure Branches are up-to-date on changes to the legal framework by contributing to Branch communications via the Branch web-site. To deliver training and briefings to Branch Support Specialists on an ad hoc basis. To provide ongoing line management briefing and coaching, through one to one or group learning sessions, to ensure consistent application of Society ER policies and adherence to best practice in the management of all ER related issues. To assist with the delivery of workshops and training sessions to ensure Line Managers are appropriately equipped. To provide advice and guidance to Line Managers in relation to consultation, restructure and redundancy processes (to include where appropriate advice in relation to TUPE). To assist the ER Manager in the handling of employment tribunal or other legal claims, liaising with managers to assemble factual evidence and preparation of documentation. To prepare and process Group Income Protection (GIP) claims where appropriate and in line with policy. To liaise with the Society s GIP provider in relation to the management of long term sickness cases. To support the well-being of staff by promoting the use of employee benefits related to wellbeing, (e.g. Occupational Health, private medical insurance, Employee Assistance Programme, Work Related Stress Action Plan and GIP) as appropriate. To develop effective relationships with the business to promote good employee relations across the organisation. To escalate to the ER Manager any concerns in relation to HR business risk where advice is not acted upon appropriately. To attend meetings, briefings and ad-hoc working groups as appropriate, and contribute to the development of the HR function throughout the Society. To assist with specific HR-related projects from time to time and as required researching, progressing and co-ordinating the project and making recommendations for future action within the Society. To undertake any other duties, as may from time to time be required, commensurate with the level of the role.

3 While at work all staff are required to: take care of their own health and safety and that of others who may be affected by their acts and omissions. co-operate with Society policies and procedures for health and safety 4. Knowledge, skill and experience Please see person specification attached (appendix A) 5. Organisation Please refer to HR organisation chart. 6. Job Context The work entails advice and support in relation to a wide range of people issues, in particular employee relations (e.g. capability, discipline and grievance), performance management, terms and conditions, etc. The Employee Relations Advisor deals with such matters within the framework of the Society s HR policies and procedures, current best practice and in accordance with employment law and data protection requirements. The work of the Employee Relations Advisor is largely unsupervised relying on their professional knowledge and experience. However, where a situation occurs which is unusually complex and which could impact on other staff, the Employee Relations Advisor will refer to the ER Manager. Sound judgement and decision-making are important qualities of an Employee Relations Advisor in that a poor decision could have a serious impact on the Society s reputation in a legal or animal welfare context e.g. wrong advice leading to an Employment Tribunal claim or failure to prevent a breach of equality legislation etc. Work is monitored through the achievement of set objectives as assessed in 1:1 reviews or more generally as discussed in group meetings e.g. projects.

4 7. Additional information The Employee Relations Advisor needs to be flexible in their approach to working hours to accommodate emergencies requiring HR advice and support. The post holder will also need to travel throughout the UK and Wales on an ad-hoc basis when necessary. NB. This job description is a statement of the job content agreed at July It should not be seen as precluding future changes. Job holder s signature:.. Date: Line manager s signature: Date:.

5 Appendix A PERSON SPECIFICATION - EMPLOYEE RELATIONS ADVISOR PROFESSIONAL AND/OR TECHNICAL QUALIFICATIONS EXPERIENCE AND JOB KNOWLEDGE SKILLS AND COMPETENCIES ESSENTIAL CIPD Level 7 Advanced Diploma in Human Resources Management (post-graduate) or equivalent Employment Law qualification or working towards Experience of managing employee relations issues (disciplinary, grievance, capability) Ability to assess potential problems and make sound judgments around issues that may have an adverse effect on the business from an ER perspective Knowledge of ER procedures and processes such as employment tribunals, disability, diversity and equal opportunities Experience of advising managers in line with legislation and policy and problem-solving Experience of facilitating organisational change Sound and up-to-date knowledge of employment law Ability to work at both a strategic and operational level Computer literate Able to plan and prioritise workload Excellent verbal and written communication skills Understanding of best practice in all areas of HR Proven skills in people development coaching and influencing line managers. Understanding of and commitment to upholding the Society's Equality and Diversity policy and practices DESIRABLE Chartered Member of the CIPD Designing and delivering training/coaching events Experience of working with a lone worker or mobile workforce Experience of a matrix organisation with both functional and line management influences. Basic knowledge of health and safety Ability to identify training needs Good presentation skills Trained investigator with experience of ACAS standards of best practice PERSONAL QUALITIES Self-motivated Flexibility, openness to change Supportive and sensitive approach Able to deal with pressures of a heavy workload

6 Confident, influential manner, and ability to develop strong relationships with key colleagues in the managerial team Confident about taking decisions and giving advice independently Good interpersonal skills including tact and discretion SPECIAL CIRCUMSTANCES (if any) Flexible approach to working hours & ability to travel to meetings throughout the UK. Understanding and appreciation of the role of volunteers at all levels within the organisation.

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