Employee Relations Specialist (Case Work) in Omagh

RESPONSIBLE TO\: Employee Relations Manager (ER Casework, EA Services and Schools)
JOB PURPOSE\: The post-holder will be required to provide employee relations advice and support to EA managers and schools. This will include advice and guidance to managers and employees on employee relations matters such as discipline, grievances and performance improvement. The post-holder will work with a team of specialists and other advisors making up the employee relations team.
Main Duties and Responsibilities

1. Employee Relations
1.1 Operating as an employee relations specialist to provide support, advice and coaching to managers in the implementation of robust employee relations, performance management and early intervention processes to facilitate the management of people and ensuring that HR matters are effectively and consistently dealt with.
1.2 Provide for effective consultation with both teaching and non-teaching trade unions on a range of ER issues, using early consultation as a means of effective early resolution to problems.
1.3 Work with other HR staff to ensure that dignity at work, grievance and disciplinary policies and procedures are operated with fairness and consistency.
1.4 Act as a voting panel member, if required, on disciplinary, grievance, and dignity at work or other procedures. To ensure all processes are addressed in accordance with agreed procedures effectively and consistently. This will involve professional judgement, critical thinking and a decision that is legally supportable.
1.5 As a voting panel member to compile investigation reports and correspondence detailing panel findings and/or recommendations.
1.6 To attend the Labour Relations Agency at formal independent appeal hearings to contribute and/or assist managers in presenting of the case to the independent panel.
1.7 To act as a management side nominated representative for independent appeal panels in the Labour Relations Agency.
1.8 Responsible for working with managers in problem solving and conflict management particularly at higher level more complex cases.
1.9 Specifically deal with complex queries and make judgements on a case by case basis.
1.10 To be a human resources direct contact on child protection matters and attend strategy joint protcol meetings as the human resources representative. This will arise when information is received concerning an allegation of abuse of a child by an EA staff member or their conduct towards a child which gives rise to a safeguarding concern.
1.11 Attend critical incident meetings for priority schools and work collaboratively with relevant parties to address ER matters involved.
1.12 The employee relations specialist will be required to work collaboratively with CPSS to share knowledge and experience to determine the appropriate action to be taken. To attend strategy meetings or discussions with statutory agencies where a referral has been made to a statutory agency in respect of an allegation.
1.13 The employee relations specialist will be required to review precautionary suspensions in accordance with child protection matters and ensure that a form of monitoring on the progress of an outside agency investigation and that contact is maintained in respect of progress. To participate in the review as decisions are taken in conjunction with CPSS officers.
1.14 To make recommendations in relation to any further actions deemed necessary and reach a consensus with CPSS and manager in respect of such actions.
1.15 The employee relations specialist will be required to keep precautionary suspensions under regular review as recommended in DE Circular or any arrangements that have been put in place as an alternative to precautionary suspension.
1.16 Responsible for providing a professional support service to managers on the operation of relevant employee relations policies and procedures to include discipline, grievance, capability, appraisal, and dignity at work.
1.17 To be responsible as a voting panel member or in advising managers on complex ER queries and to make judgements on a case by case basis where appropriate.
1.18 Provide professional advice and support to managers and Board of Governors in handling specific cases, particularly in higher level complex cases, up to and including dismissal and/or independent appeal.
1.19 Ensure the compilation, preparation and presentation of information and reports to respond to and defend legal proceedings and other complaints lodged with outside agencies.
1.20 Develop relations with the trade unions and consult with them as and when appropriate.
1.21 Contribute in consultation and/or negotiations with teaching and support staff trade union representatives and exercise strong negotiation skills to conclude a solution.
1.22 Work with and advise managers on the investigation and resolution of complaints, issues and concerns regarding employment practices originating from various sources, including but not limited to grievances, both internal and external.
1.23 Advise and support managers on the statutory dismissal procedure.
1.24 Consult with the EA Legal Service to establish if proposed courses of action are legally supportable.
1.25 Work in partnership with managers by providing professional advice and guidance in all aspects of the function, working as part of a team to provide a comprehensive quality service.
1.26 Build capability of managers by coaching and supporting managers who have responsibility for people management, development and performance.
1.27 Responsible for working with managers in problem solving and conflict management.
1.28 To interpret agreed procedures to provide innovative solutions to ER problems.
1.29 To advise and challenge managers on serious/gross misconduct allegations and appropriateness of precautionary suspension or measures that could be implemented short of precautionary suspension.
1.30 Act as and when required as instructing officer in tribunal proceedings.
2. Leadership
2.1 To work with the employee relations manager (EA casework) to lead and support functional managers to transform the structure and employee relations service by providing a customer focused and professional service.
2.2 To oversee the operational management of the employee relations function (EA casework) within an allocated area.
2.3 Lead, manage and develop staff within the employee relations team.
2.4 Actively supervise and manage direct reports, ensuring that individual performance reviews, probationary meetings (where applicable) and one-to-one appraisal meetings take place to ensure high standards within the team and high level of customer service. Ensure employee relations advisers have the skills and competencies required and adequate training needs identified and development opportunities made available. Ensure key aspects of their work is covered in their absence and ensure high standards within the team and a high level of customer care.
2.5 Delegate responsibilities and deploy staff to meet the needs of the service.
2.6 Apply resources effectively across the service.
2.7 Regular monitor and review plans.
2.8 Actively encourage teamwork and self-development and create opportunities to maximise individuals’ potential.
2.9 Regularly monitor the work of the team against key performance indicators ensuring achievement and improvement where required.
2.10 Attend employee relations working groups and senior team meetings as required and deputise for employee relations manager (EA Casework) if required.
3. Policy Development
3.1 Contribute with the identification of suitable topics for policy development.
3.2 Contribute in the review, revision and development of existing and new policies and procedures.
3.3 Contribute to human resources and the Authority’s corporate strategy and plans on matters relating to employee relations.
4. Building Relationships and Working with Others
4.1 Build and maintain effective, professional and respectful stakeholder relationships.
4.2 Develop and maintain clear lines of communication and effective working partnerships with relevant external stakeholders.
4.3 Develop relations with the trade unions and consult with them as and when appropriate.
5. Training
5.1 Upskill the line managers where possible to manage ER problems locally and provide recommended remediation.
5.2 Contribute to the development and delivery of EA wide ER initiatives and programmes such as ER workshops and training and development initiatives for managers, principals and Board of Governors.

6.1 Hold budgetary approval at an appropriate level and ensure resources are managed within the agreed budget for the Service.
6.2 Provide responses to Parliamentary Questions, Assembly Questions, Minister’s cases, FOI requests and other correspondence within set deadlines.
6.3 Deal with Whistleblowing complaints in accordance with the Whistleblowing procedure.
6.4 Ensure that the Authority’s policy on Data Protection (in particular processing sensitive personal information) is properly complied with.
6.5 Ensure that the Authority’s Equal Opportunities Policy, relevant Codes of Employment and Practice and other relevant legislation are adhered to.
6.6 Participate as required in the selection and appointment of staff in accordance with the policy and procedures laid down by the Authority.
6.7 Undertake other related duties within the grade and competence of the post-holder as required.
6.8 The post holder may also be required to work outside normal office hours on occasions.

This job description will be subject to review in light of changing circumstances and is not intended to be rigid and inflexible but should be regarded as providing guidelines within which the individual works. Other duties of a similar nature and appropriate to the grade may be assigned from time to time.

In accordance with Section 75 of the Northern Ireland Act (1998), the post-holder is expected to promote good relations, equality of opportunity and pay due regard for equality legislation at all times.
To view the summary of terms and conditions for this post, click here.