Employee Relations Specialist (PO4)

title: Employee Relations Specialist (PO4)

Job Category: Human Resources

Location: 222 Upper Street, London, Islington, N1 1XR, London Borough of Islington

Salary £29.00 per hour

One day in the office is the minimum requirement; however, additional office attendance may be required depending on the needs of the service.

Our Ambition

We are determined to make Islington fairer by creating a place where everyone, regardless of background, has the opportunity to reach their potential and enjoy a good quality of life.

We are committed to becoming the best council in the country, with every employee understanding their role and feeling inspired, focused, and supported to perform at their best.

Our goal is to build an organisation where employees feel valued, empowered, and motivated to help achieve our objectives while delivering outstanding services to residents.

Our Values and Behaviours

"Be Islington" sets the standard for all employees and new recruits.

Employees are expected to demonstrate the CARE values:

• Ambitious
• Resourceful
• Empowering

These behaviours support our vision of working together to create a fairer borough.

Our Commitment to Challenging Inequality

We are committed to tackling:

• Inequality
• Racism

We aim to create a workplace that is:

• Free from discrimination
• Free from racism
• Free from inequality
• Inclusive and supportive for all staff

We achieve this by:

• Ensuring our workforce reflects the diversity of our residents.
• Creating equitable working environments and diverse teams.
• Understanding residents' needs to design services that tackle inequality.
• Appreciating and valuing individual differences.
• Considering issues from multiple cultural perspectives.
• Supporting employees with long-term health conditions and disabilities.
• Promoting flexible working arrangements wherever possible.

Key Responsibilities

Employee Relations Advice and Support

Provide high-quality professional HR advice and guidance to senior managers on complex employee relations issues affecting individuals and groups.

Build and maintain strong working relationships with managers and key stakeholders.

Support managers in achieving positive employee relations outcomes.

Advise managers on the application of council policies, procedures, pay, and conditions of service.

Provide guidance on legal requirements and HR best practice.

Case Management

Manage and support casework involving:

• Disciplinary matters
• Capability issues
• Attendance and absence management
• Grievances
• Other complex employee relations matters

Early Intervention

Support managers in addressing employee relations issues informally before formal procedures become necessary.

Promote effective people management practices across the organisation.

Trade Union Relations

Develop and maintain productive relationships with trade union representatives.

Facilitate constructive dialogue between management, employees, and unions.

Support service development, organisational change, conflict resolution, and workplace improvement.

Hearings and Appeals

Provide professional advice and support during formal hearings and appeals.

Review cases and ensure compliance with policy and employment legislation.

Advise on dismissal appeals and other complex employment matters.

Support Employment Tribunal cases in liaison with legal colleagues.

Settlement Agreements

Prepare settlement agreement documentation following authorised requests.

Undertake follow-up actions associated with settlement cases.

Change Management

Lead and support organisational change initiatives, including:

• Restructures
• Redundancies
• TUPE transfers

Responsibilities include:

• Managing HR projects
• Identifying and mitigating risks
• Assessing employment liabilities
• Ensuring change programmes are delivered effectively

HR Information and Reporting

Ensure HR records are accurate, up to date, and compliant.

Maintain high-quality HR management information (MI).

Support organisational workforce planning requirements.

Manager Coaching and Development

Coach and develop line managers in employee relations best practice.

Equip managers with skills to handle employee relations matters confidently.

Reduce dependency on formal HR intervention through knowledge transfer.

Monitor trends and emerging issues in employee relations casework.

Identify opportunities for improving HR policies, procedures, and working practices.

Develop tools, templates, and guidance to support managers.

Promote consistency and best practice across the organisation.

Resources and Financial Management

Ensure effective financial management and cost control.

Maximise value for money across all activities.

Manage resources efficiently in response to changing priorities and service demands.

Ensure resources are deployed effectively to achieve organisational objectives.

Compliance

Ensure compliance with:

• GDPR requirements
• Health and Safety regulations
• Internal policies and procedures

Responsibilities include:

• Identifying risks and opportunities
• Escalating issues where appropriate
• Maintaining professional and legal standards

Person Specification

Essential Qualifications

• Criteria Assessment MethodCIPD qualification or equivalent knowledge, skills and experience Application / Interview
• Evidence of continuing professional development (CPD) Application / Interview
• Criteria Assessment MethodExperience advising on restructures, redundancies, TUPE and redeployment processes Application / Interview
• Experience working within a unionised environment and building positive relationships with trade unions Application / Interview
• Experience providing high-quality HR advice on complex employment relations issues Application / Interview

Essential Skills and Knowledge

Criteria Assessment MethodGood knowledge of employment legislation and its practical application Application / Interview

Knowledge of employee relations procedures and Employment Tribunal processes