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Free Job Description Employee Relations Manager
The role of Employee Relations Manager is key in delivering the expert specialist advice and support to managers and HR teams and in managing national level relationships with the unions
Knowledge, Skills and Experience
•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.
The following competencies (behaviours and characteristics) have been identified
as key to success in the job. Successful candidates are expected to demonstrate
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 Values.
•Coordinate and lead national level 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 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 ’s 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.
•To ensure that the ’s 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 operates the most
up-to-date and effective collective arrangements.