Job Description and Person
Specification
Last updated:
October 2015
JOB DESCRIPTION
Post title:
Head of Employee Relations
Service:
Human Resources
Career Pathway:
Management, Specialist and Administrative (MSA)
*ERE category:
n/a
Posts responsible to:
Deputy HR Director
Posts responsible for:
Employee Relations Adviser
Post base:
Office based
Level:
5
Job purpose
To enable the University to achieve its strategy by developing and embedding a progressive, business focused
employee relations strategy/plan, and supporting frameworks, policies, procedures and guidance to achieve
performance benefits through a focus on employee engagement and contribution.
To lead on the development of a positive industrial relations culture through effective engagement with
relevant stakeholders including the management of the University’s relationship with the recognised Trade
Unions.
To ensure effective governance arrangements exist to enable the timely development of policy that supports
compliance with University Statutes and Ordinances, and enables the University to realise improved
organisational performance through a focus on employee involvement and engagement.
Key accountabilities/primary responsibilities
% Time
1.
To develop and implement a progressive employee relations strategy/plan.
15 %
2.
To be the University’s expert on employee relations providing high level specialist advice
and guidance on all employee relations matters, ensuring line managers are equipped to
manage conflict (and HR managers are equipped to support line managers).
25 %
-
To lead and advise on the development of effective working relationships with the
Trade Unions, staff and other stakeholders.
To advise on negotiation and consultation with Unions and staff, to help the
University achieve its strategic objectives.
To lead and/or advise on, through relevant internal committees (e.g. Industrial
Action Planning Group), senior stakeholders and external liaison, co-ordination of
the University’s response to formal trade disputes and industrial action, as
required.
Key accountabilities/primary responsibilities
% Time
3.
15%
To develop, implement and establish a structured policy development framework and
review process that ensures University policies are and remain up to date, relevant,
compliant and reflect good practice.
To work with key stakeholders on key policy decisions to develop consensus on policy
position, secure approval to new/updated policies through appropriate governance
arrangements, and ensure policy documentation and supporting guidance is available and
accessible to the organisation..
4.
To provide coach and support any direct reports, exercising good people management
practices, particularly with regard to performance management and career development
10%
5.
To provide responsive and high quality support, training and advice to HR colleagues & all
parts of the University to ensure the appropriate management of all employee relations
issues.
10%
6.
To work closely with colleagues in other parts of HR to ensure that HR service delivery,
plans and policies are aligned with the needs of the institution.
10%
-
To ensure that the insights and feedback gained from business areas are used to
improve HR policies and services
To contribute to continuous improvement by monitoring the University/HR
performance indicators and developing initiatives to improve performance
To ensure HR service delivery is compliant and aligned to appropriate Governance
arrangements
7.
Working with the internal communication team to ensure that by using effective
5%
communication employees have an opportunity to feed upwards and feel well informed
about what is happening in the organisation. Supporting activities such as the staff survey.
8.
To contribute to the continued improvement of the health of the University by monitoring
5%
performance indicators, such as sickness absence, levels of grievances and disciplinaries,
developing initiatives and solutions to enable positive trends.
9.
To programme manage a range of HR projects, as required. To identify and develop
opportunities to improve productivity, efficiency and effectiveness, as appropriate, and
promote value for money principles.
10.
Any other duties as allocated by the line manager following consultation with the post
holder.
5%
Internal and external relationships
-
Development of close working relationships with Departmental and University senior management
Other members of the department/University staff, including Faculties and Academic Units (as
required), Legal and Corporate Services, Finance, Health & Safety, Occupational Health, International
Office, HR colleagues, Trade Unions and relevant University networks
External customers and stakeholders
Relevant suppliers and external contacts
Special Requirements
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Person Specification (Head of Employee Relations/Policy Development)
Criteria
Essential
Desirable
How to be
assessed
Qualifications,
knowledge and
experience
CIPD membership and either a post graduate
diploma in Personnel Management, or
equivalent experience.
Trained in HAY job
evaluation
Qualification
In depth up to date knowledge of employment
legislation and extensive experience of its
practical application in the workplace.
Selection process
Selection process
Proven experience of successfully guiding
senior stakeholders through the management
of complex and contentious high profile
employee relations issues
Application and
selection process
Strong track record of managing relations with
Trade Unions.
Extensive experience HR policy research,
development, implementation and review.
Experience of working at a senior HR level in a
complex unionised organisation.
Planning and
organising
Ability to plan and prioritise effectively a varied
and demanding workload to deadlines and
quality deadlines.
Ability to lead focus/working groups, ensuring
that goals are achieved in a timely and
efficient manner
Problem solving
and initiative
Management and
teamwork
Experience of
presenting evidence at
an Industrial Tribunal
Application and
selection process
Application and
selection process
Application and
selection process
Application and
selection process
Proven experience of applying originality and
using initiative to find solutions to complex
problems.
Application and
selection process
Proven management skills.
Application and
selection process
Application and
selection process
Proven experience of delegating effectively and
managing and developing teams to reach their
potential
Application and
selection process
Developed negotiation and persuasion skills.
Selection process
Proven experience of influencing a wide range
of different stakeholder and adapting style of
communication to achieve the optimum
outcome.
Application and
selection process
Ability to explain complex and contentious
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Application and
selection process
Proven experience of manipulating, analysing
and interpreting a wide range of divergent
complex data and effectively.
Ability to adapt leadership style in respond to
different needs
Communicating
and influencing
Proven successful
leadership experience
Application and
selection process
3
Person Specification (Head of Employee Relations/Policy Development)
Criteria
Essential
Desirable
How to be
assessed
information in a clear and concise way such
that it is easily understood by a range of
audiences including non-specialists.
Application and
selection process
Ability to adopt a credible approach which
demonstrates clear understanding of business
acumen.
Application and
selection process
Proven experience of negotiations with
recognised trade unions.
Application and
selection process
Presentation and facilitation skills
Application and
selection process
Proven ability to research, prepare and present
formal papers.
Other skills and
behaviours
Proven IT skills including Microsoft word,
excel, PowerPoint, Visio and project.
Proven experience of successfully working with
and identifying management information
needs
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Experience of using
Microsoft Visio and
Project
Proven experience of a
job evaluation
methodology
(preferable HAY)
Application and
selection process
Application and
Selection process
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