Employee Relations Specialist (Case Work) in Omagh

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
• 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.
• 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.
• Work with other HR staff to ensure that dignity at work, grievance and disciplinary policies and procedures are operated with fairness and consistency.
• Act as a voting panel member, if required, on disciplinary, grievance, dignity at work or other procedures to ensure all processes are addressed in accordance with agreed procedures effectively and consistently.
• As a voting panel member compile investigation reports and correspondence detailing panel findings and/or recommendations.
• Attend the Labour Relations Agency at formal independent appeal hearings to contribute and/or assist managers in presenting the case to the independent panel.
• Act as a management‑side nominated representative for independent appeal panels in the Labour Relations Agency.
• Responsible for working with managers in problem solving and conflict management particularly at higher level more complex cases.
• Specifically deal with complex queries and make judgements on a case by case basis.
• Be a human resources direct contact on child protection matters and attend strategy joint protocol meetings as the human resources representative when an allegation of abuse of a child by an EA staff member or a related safeguarding concern is received.
• Attend critical incident meetings for priority schools and work collaboratively with relevant parties to address ER matters involved.
• Collaborate with CPSS to share knowledge and experience to determine the appropriate action to be taken, and attend strategy meetings or discussions with statutory agencies where a referral has been made.
• Review precautionary suspensions in accordance with child protection matters and ensure monitoring on the progress of an outside agency investigation, maintaining contact with progress as decisions are taken with CPSS officers.
• Make recommendations regarding further actions deemed necessary and reach consensus with CPSS and managers in respect of such actions.
• Keep precautionary suspensions under regular review as recommended in DE Circular or any alternative arrangements in place.
• Provide a professional support service to managers on the operation of relevant employee relations policies and procedures including discipline, grievance, capability, appraisal and dignity at work.
• Act as a voting panel member or advise managers on complex ER queries and make case‑by‑case judgements where appropriate.
• 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.
• Ensure compilation, preparation and presentation of information and reports to respond to and defend legal proceedings and other complaints lodged with outside agencies.
• Develop relations with trade unions and consult with them as and when appropriate.
• Contribute in consultation and/or negotiations with teaching and support staff trade union representatives and exercise strong negotiation skills to conclude a solution.
• 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.
• Advise and support managers on the statutory dismissal procedure.
• Consult with the EA Legal Service to establish if proposed courses of action are legally supportable.
• 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.
• Build capability of managers by coaching and supporting those with responsibility for people management, development and performance.
• Interpret agreed procedures to provide innovative solutions to ER problems.
• Advise and challenge managers on serious/gross misconduct allegations and the appropriateness of precautionary suspension or measures short of precautionary suspension.
• Act as an instructing officer in tribunal proceedings when required.
• 2. Leadership
• 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.
• Oversee the operational management of the employee relations function (EA casework) within an allocated area.
• Lead, manage and develop staff within the employee relations team.
• Actively supervise and manage direct reports, ensuring individual performance reviews, probationary meetings where applicable and one‑to‑one appraisal meetings take place to maintain high standards and customer service.
• Delegate responsibilities and deploy staff to meet the needs of the service.
• Apply resources effectively across the service.
• Regularly monitor and review plans.
• Encourage teamwork and self‑development, creating opportunities to maximise individuals’ potential.
• Monitor the team’s work against key performance indicators, ensuring achievement and improvement where required.
• Attend employee relations working groups and senior team meetings as required and deputise for the employee relations manager (EA casework) if required.
• 3. Policy Development
• Contribute to the identification of suitable topics for policy development.
• Contribute to the review, revision and development of existing and new policies and procedures.
• 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
• Build and maintain effective, professional and respectful stakeholder relationships.
• Develop and maintain clear lines of communication and effective working partnerships with relevant external stakeholders.
• Develop relations with trade unions and consult with them as and when appropriate.
• 5. Training
• Upskill line managers where possible to manage ER problems locally and provide recommended remediation.
• 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.
• Other Responsibilities
• Hold budgetary approval at an appropriate level and ensure resources are managed within the agreed budget for the Service.
• Provide responses to Parliamentary Questions, Assembly Questions, Minister’s cases, FOI requests and other correspondence within set deadlines.
• Deal with Whistleblowing complaints in accordance with the Whistleblowing procedure.
• Ensure that the Authority’s policy on Data Protection (in particular processing sensitive personal information) is properly complied with.
• Ensure that the Authority’s Equal Opportunities Policy, relevant Codes of Employment and Practice and other relevant legislation are adhered to.
• Participate as required in the selection and appointment of staff in accordance with policy and procedures laid down by the Authority.
• Undertake other related duties within the grade and competence of the post-holder as required.
• Work outside normal office hours on occasions if required.
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