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Free Job Descriptions

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"I couldn`t put it down from start to finish...Some of these stories are fascinating, some sad and some just downright funny. I thoroughly recommended it anyone whether interested in Human Resources or not!"

 

"A really funny and interesting read .... great insight into the wierd and wonderful world of HR ..."

 

"Amusing and informative. A recommended read for anyone interested in a career in Human Resources. "

 

"Entertaining reading and one that anyone in the field of HR will be vale to instantly relate too! "

 

If you want an HR text book this book is probably not for you. If you want a unique insight into some of the weird and wonderful true stories that happened during a twenty year career in Human Resources it is.

HUMAN-RESOURCES-OR-WAS-IT-HUMAN-REMAINS-COVER-web HUMAN-RESOURCES-OR-WAS-IT-HUMAN-REMAINS-COVER-web HUMAN-RESOURCES-OR-WAS-IT-HUMAN-REMAINS-COVER-web

"I couldn`t put it down from start to finish...these stories are fascinating, some sad and some just downright funny. I thoroughly recommended it whether interested in HR or not!"

Employee Relations Manager job description

Employee Relations Manager job description

The role of Employee Relations Manager is key in delivering the expert specialist advice and support to managers and divisional HR teams and in managing national level relationships with unions

Main responsibilities-Employee Relations Manager job description

Knowledge, Skills and Abilities-Employee Relations Manager job description

•Coordinate and lead union consultation on a range of issues, fostering constructive relationships, enabling change and ensuring risk is effectively managed.

 

•Proactively engage with Divisional HR teams and managers across the company to advise and support with strategic change initiatives and local union relationships.

 

•Lead in the development of employee relations policies and practices in support of broader strategic objectives.

 

•Contribute to the development and implementation of the employee relations strategy.

 

•Work in close collaboration with Employment Policy & Process colleagues to ensure consistency in policy interpretation and application; ensure any changes arising from union consultation/negotiations are consistent with strategic objectives.

 

•Lead in resolving complex employee relations issues, influencing on appropriate approaches to resolution.

 

•Ensure that industrial relations principles and employee relations policies, practices and procedures are understood and consistently applied.

 

•Build relationships and alliances with external organisations including subsidiaries and supply partners to coordinate and understand emerging employee relations issues.

 

•Challenge and work with HR and managers to address and modernise the relationship with the trade unions to help enable positive change.

 

•Provide regular communication and training to managers and divisional HR teams on employee relations related issues.

 

KNOWLEDGE, TRAINING AND EXPERIENCE

Advanced IT skills

 

RSA III/NVQ 3 or equivalent.

 

Trained and experienced at intermediate level in a range of software packages

 

Good standard of English & Numerate

 

ECDL qualification

 

Advanced secretarial skills such as audio and voice recognition software

 

At least 2/3 years experience in a secretarial environment

 

AREAS OF EXPERIENCE AND KNOWLEDGE:

 

The ability to organise and prioritise own workload within any specified guidelines where guidance

is not readily available, but at set intervals

 

Proficient in diary management co-ordinating appointments to ensure best use of Managers’ time

 

Experience of transcribing formal minutes of meetings.

 

Independent/lone working and team working skills

 

Experience of adapting to change and managing work in a changing environment

 

Evidence of ability to be flexible and show initiative, sensitivity and enthusiasm to work

 

 

 

 

 

Free job description Employee Relations Manager

HUMAN-RESOURCES-OR-WAS-IT-HUMAN-REMAINS-COVER-web

To ensure that the employee relations strategy and approach is robust, coordinated across the Divisions, responsive to issues as they arise and strikes the right balance in terms of fostering constructive relationships, enabling change and managing risk.

 

•To provide expert advice to the Divisions on local and divisional employee relations issues in the context of cultural and organisational change.  

 

•To maintain a detailed understanding of employee relations, policy and employment law best practice and ensure that the organisation  operates the most up-to-date and effective collective arrangements.

•Solid understanding of employment legislation generally with a good understanding of industrial relations related legislation which is kept up to date.

 

•Experience of working with trade unions and leading/contributing to consultation/negotiations.

 

•Experience of contributing to the development of employee relations strategy, ensuring alignment with broader business strategy.

 

•Skilled at mediation and conflict resolution.

 

•Policy development experience, with excellent analytical and writing skills.

 

•Ability to write complex communication materials quickly and accurately.

 

•Significant exposure to change management initiatives, i.e. restructuring, redundancies, TUPE transfers, changes to terms and conditions, policy changes, with demonstrable experience contributing to and delivering change.

 

•Persuasive and credible influencing skills, with an ability to gain trust of both union leaders/representatives, HR and managers.

 

•Proactive networking capability with experience working in large, complex organisations.

 

•The ability to think innovatively and generate ideas/solutions offering a range of options.

 

•Ability to balance conflicting demands, manage complex issues/projects and deliver to deadlines.

 

 

Competencies

 

The following competencies (behaviours and characteristics) have been identified

as key to success in the job.   Successful candidates are expected to demonstrate

these competencies.

 

Negotiation and Influencing – able to present sound and well-reasoned

arguments to convince others. Can draw from a range of strategies to persuade

people in a way that results in agreement or behaviour change.

 

 

 

 

 

 

 

Managing relationships – able to build and maintain effective working

relationships with a range of people. Works co-operatively with others to be part

of a team, as opposed to working separately or competitively

 

Resilience – able to maintain personal effectiveness by managing own emotions

in the face of pressure, set-backs or when dealing with provocative situation. Can

demonstrate an approach to work that is characterised by commitment,

motivation and energy.

 

Strategic thinking - able to identify a vision along with the plans which need to

be implemented to meet the end goal evaluating situations, decisions, issues in

the short, medium and long term.

 

Communication – the ability to get one’s message clearly understood by

adopting a range of styles, tools and techniques appropriate to the audience and

the nature of the information.

 

Problem solving and analytical thinking – able to simplify complex problems,

processes or projects into component parts, explore and evaluate them

systematically. Able to identify causal relationships and construct frameworks for

problem solving and the development of practical and effective solutions.

 

Planning and organising – able to think ahead in order to establish an efficient

and appropriate course of action for self and others. Prioritises and plans

activities taking into account all the relevant issues and factors such as deadlines,

staffing and resources.

 

Respect – upholds organisation Values.