Employee Relations Manager - Employee Relations and Policy Role Title:
Directorate: Corporate and Communities Grade: I
Human Resources and Organisational Department: Hours/weeks: 36
Function: LBS/RBK HR & OD Post number: EXxxxx; EXxxxx;
Team: Employee Relations and Policy Base/location: Kingston
Reports to: Senior ER Manager - Employee Relations and Policy
Responsible for: Work allocation to shared HR apprentice and Senior HR advisor
Role and Context To deliver a customer focussed professional ER service, working within the People Policy Framework and overseeing and undertaking employee relations casework, in all areas of dispute, attendance management etc.
To ensure that clear, balanced and professional advice and guidance is provided, in line with all policies and ER support is provided to services, as defined and required.
The role will identify where opportunities to develop and improve HR policy and practice are Overall Role identified, there is a responsibility to look to apply these across all partners to support the delivery of Purpose: co-ordinated solutions and align HR policy, and practice to simplify, standardise and enhance HR service provision.
The postholder will work with a Senior HR Advisor and shared HR & OD apprentice and work with the wider team to manage work allocation. When required, work with external or other support e.g. legal, LBS and other partners to improve and enhance the ER and wider People and OD service provision. Role Context:
Key Accountabilities and Result Areas Policy Implementation and culture change Following introduction of new employment policies in 2023/24, the role will: ● work with our employment policies and approach to casework management ● Facilitate informal resolution, where possible and appropriate to do so ● Influence delivery from our shared service operations to and for RBK requirements in a planned way, where possible ● Adhere to agreed procedures to maintain effective governance and central management of terms and conditionsand contracts (picked up in policy project) including policy version control
Service Delivery ● Oversee and undertake casework including attending hearings to demonstrate a responsive action to workforce issues for 2024/ 25 including sickness absence short term, long term and complex mental health and wellbeing (managers action monitored) ● Highlight risks of ET claims and financial exposure, 1. Policy Development and ● Ensure investigation timelines are monitored and escalated when delays incurred, provide Project Support mitigating actions to reduce negative impact ● Support the improvement of service delivery, visible and proactive training for policy and culture and empower the role of the manager, support good union relations and enhance outcomes for staff ● Review, develop and implement HR policies and procedures, transactional and operational processes, to contribute to a culture of continuous improvement and customer focus
Where appropriate, discuss/consult trade unions on changes and develop and deliver necessary briefings, management workflows and training sessions to better enable management, help embed new ways of working. Provide visible support to managers, senior managers (and all employees) so they have easy to follow policies, procedures and guidance and forms which assist the procedures and provide an audit trail. Recommend and instigate new ways of working to streamline and use technology e.g. note taking. Highlight to managers their roles and responsibilities and escalate issues.
2 2. Professional To aid resolution of employee relation matters and cases, as per the people policy framework. Advice and Operational ● To provide specialist policy and procedural advice to all areas of HR and OD and service Support management. ● Make recommendations to managers and identify risks and opportunities to enhance early resolution. ● To oversee the management of HR formal casework, in line with standards set out, including the constitution of panels and representation. ● To represent the organisation at Employment Tribunals where required, engage Senior ER Manager and HoS in support for those attending tribunals. ● Support others to maintain business continuity and top priorities, based on
urgency and significance. ● Maintain a close working relationship with our Trade Unions, through formal and informal mechanisms, not only on a case by case basis. ● Monitor and maintain casework progress.
To include consistent and appropriate advice on ● Employment terms and conditions - national, local and service agreements ● Up to date employment legislation and best practice ● Grievance, disciplinary, absence management, staff capability and performance management and related employment matters. ● Advising on policy such as Maternity, Paternity, Shared Parental Leave etc ● Supporting and advising on managing sickness ● Supporting presenting officers on investigations where necessary, including their preparation and collation of documentation and correspondence or supporting managers at hearings. ● Reaching satisfactory outcomes and solutions including working with Occupational Health and any other professionals/experts as necessary ● Implementation of organisational change and any associated staff redeployment, transfer, or redundancy matters. ● Carry out job evaluations to support effective delivery of this task across the councils Developing others ● Develop the capability of HR advisor and apprentice by involving them and coaching casework, involving others. ● Ensure administration and governance of policies and procedures is maintained and a log of changes authorised via SLT and HoS/AD. ● Horizon scan public, private and 3rd sector for ideas to support the development and improvement of employee relations and ● Carry out job evaluations. ● Advise on all aspects of the employment policy framework
Note: The ER Manager role will provide leadership on more complex HR matters, including Schools Insurance Scheme, staff sickness etc and casework arising and provide additional advice to management, governor and member panels to ensure the process followed is fair, complies with policy and supports consistently high standards.
3 As part of a team acting as ‘relationship managers’, to build strong working partnerships with management at all levels and key stakeholders (Governors; Elected Members; Trade Unions and Equality Groups) to build trust and confidence in our advice and services, to better understand service requirements, and enable the wider HR service to influence the development of outcome-focused and efficient policies and procedures, good practice. 3. Communication & Engagement To actively contribute to the promotion of the HR and OD ‘traded services offer’ and respond to new business requests, liaise and network with interested parties about the feasibility of generating new business opportunities and becoming a preferred supplier.
4. Supporting Support Strategic ER & Policy lead and colleagues in defining service standards, monitoring and Performance reporting on performance. Take a lead in ensuring all casework is
logged in an accurate and timely manner, reporting on performance outcomes, highlighting if service standards are missed, and suggesting remedial action at the case, or policy level.
Monitoring Contribute to performance management including coaching, mentoring and knowledge building for colleagues, supporting the Strategic Lead in ensuring that the team's resources and skills are used to best effect and impact.
Manage, supervise and enthuse the team, ensuring that all individuals are supported in their own professional development, and are fully aware and equipped to optimally deliver service expectations in line with team goals, policy and corporate strategy. Dealing with weak/poor performance where necessary. 5. Team Working and Support To work across the division as and when required, where expertise is required to ensure effective use of resources to support service delivery by providing enhanced solution focused advice to assist managers deliver their business objectives in addition to HR and OD policy and procedural advice
Corporate All employees of the Council should undertake and conduct their work with due regard to the Accountabilities corporate values and responsibilities. These include responsibilities for outcomes regarding Equality Diversity and Inclusion; Conduct & Behaviour; Health & Safety; Data Protection; Safeguarding; and Customer Care. The key responsibilities and duties of the role are neither exclusive nor exhaustive. All workers are expected to operate flexibly to support delivery of services and from time to time will be required to Flexibility undertake responsibilities outside the normal remit of role description as required, which are broadly similar to the job level and scope of competence.
Person Specification A
Method of candidate assessment: Knowledge & - Experience A = Application form I = Interview T = Test I - T
4 Statutory or No mandatory qualifications required. Mandatory qualifications: Specialist high-level knowledge of an area of work or study. Able to utilise own research and develop theory and ideas to respond to complex problems & situations. May be evidenced by qualifications including: Bachelor’s degree with honours; Graduate Educational Ability certificates & diplomas; Some professional qualifications; and equivalent qualifications, or evidence of demonstrable application in the course of experience.
Strong understanding of people management and organisational development, the Key Subject or underlying principles and practice. Content Areas Evidenced by being a Chartered Member of the Chartered Institute of Personnel and (inc: Desirable Development (CIPD), equivalent qualification and/or evidence of equivalent knowledge and Qualifications) experience.
Significant experience of advising and negotiating with all levels of management, unions and staff on HR and/or OD work. Experience of managing change and reducing unnecessary negative impact on employees. Demonstrated ability to deliver a trusted service, with a robust and fair customer centred approach, which is in line with policies and our People strategy. A developed understanding of culture development, case resolution, key developments which aid ownership of roles and responsibilities.
Professional An excellent knowledge of legislation and statutory guidance, and can interpret and develop Experience into local practice and approach. Evidence of continuous professional development. A up-to-date understanding of HR and industry trends and best practice, to inform analysis, review and advice to management on operations and services. An understanding of Public Sector terms and conditions, the role of local and national agreements, with experience of delivering HR services in a highly unionised environment.
Experience of working in a large and complex public sector environment, political sensitivity and awareness of the current challenges and issues facing Local Government organisations. Political and organisational An understanding of the strategic objectives of an organisation and how this relates to the HR Awareness and OD function.
Experience of working in a team managing casework and allocating work to self and others. Resource Experience of influencing management resources to prioritise ER casework. Management
5 Skills, Abilities and Competencies Ability to advise and guide management to maximise effective and efficient performance, balance risks; drive change and support delivery of outcomes. Ability to benchmark, analyse Profession and interpret data and information to identify trends (including data trends) and translate Advice and this into insight to effectively provide advice, support informed decision making and Development enhance policy review. Role model good practice in line with the corporate values, policies and procedures.
Advanced written & verbal communication skills including the ability to review investigations, produce clear and concise policy documents, write letters, to present reports and brief/train stakeholders at all levels including customers and Elected Members and demonstrate empathy and supportive framework to maximise engagement and minimise dispute. Communication Collaboration and Good interpersonal skills with the ability to express views and communicate effectively on Influencing confidential and sensitive matters to engage, inform and influence a variety of audiences at all levels within and outside the Council. High level customer service skills with a business solution focus.
Ability to effectively apply performance management frameworks and service level agreements across the service area(s). Ability to set standards for self and others, to introduce a plan to improve standards and maintain performance over time. Able to prioritise work with conflicting deadlines, respond to customer needs and manage Performance and Standards expectations. Ability to work quickly, accurately and to tight deadlines, managing various casework and projects across a range of related subjects Able to work flexibly and adapt quickly to changing circumstances. Ability to use technology to improve service delivery.
Ability to inspire and motivate team members to develop and provide high quality services.
Effective and Ability to adapt to changing and urgent cases and plan work and forward plan to hearings and Collaborative ensure standards of sharing paperwork is maintained. Able to evolve to urgent and Team Working unpredictable circumstances, sometimes distressing.
Able to identify and consider different approaches to achieve the desired solution. Highly developed organisational skills for self and others Personal attributes IT literate in line with the requirements of the role and understanding of maximising digital technology to be efficient in work
Other Considerations
6 The role may occasionally be required to work irregular working patterns (with reasonable notice) in Working Pattern order to attend certain events and member meetings. The post holder should be able and willing to and travel work flexibly during these periods. .
Safeguarding No DBS required Disclosure and
Special Factors or None. Constraints
Version: 0.02 Last Reviewed: 27/09/22
7
Enfield Council are a dynamic local authority driven by a clear vision of how we will transform the borough, address inequality and create a lifetime of opportunities for everyone who lives, works and learns in Enfield.
We are recruiting for some key roles across finance to continue the development of a supportive team that anticipates and collaboratively solves problems, helping us deliver an ambitious programme that reaches across all areas of local authority operation and interest.
The Head of Finance – Environment and Communities and Housing Gateway Limited reports to the Director of Finance - Corporate. The postholder will be tasked with developing a high performing team, building relationships with key senior stakeholders across the services and providing value added financial advice to aid decision making and ensuring value for money. Key responsibilities will include:
If you are a pro-active, ambitious and an inquisitive accountant striving to make an impact within local government finance then we want to hear from you.
Enfield offers hybrid working arrangements, however the post holder will be required to attend in-person meetings based on the service need.
For more information - Please contact Chris Macdonald, Head of Permanent Recruitment on cm@hc-exec.co.uk
Service: Finance
Reports to: Housing Finance Manager
Grade: I
Salary: £46,731 - £50,788
Working pattern: Hybrid (1 day per week in the office – Tuesdays)
Job Introduction
We’re seeking a good communicator with housing finance experience to join us as Rent and Service Charge Accountant.
We have more than 11,000 council properties and our Housing Finance Team works closely with council housing services in a range of areas, from regeneration to home ownership. This means we get involved with many different projects; for instance, we’re currently building hundreds of new council properties in Bletchley as part of a wider regeneration programme. Every day is different.
As Rent and Service Charge Accountant, you’ll collaborate with colleagues to help ensure that our homes are safe, and costs are fully recovered for the services we provide, so that funds for future investment decisions are secured.
This role is ideal for someone with experience of setting rents and administering service charges in either a local authority or a registered provider and enjoys the challenges it brings.
This role is may suitable for home working, following an assessment. Interviews will be held on 14 May.
Milton Keynes is a modern and friendly place to work. Find out more about working with us here: www.mkcounciljobs.org.uk
Main Responsibility
The Ideal Candidate
Package Description
In addition to your salary, we offer a range of benefits including:
Why join us? Along with more on our Benefits, discover why Working at the City Council could be the right move for you here Working at the Council | Milton Keynes
Our roles are either designated ‘site based’ or ‘home based’. ‘Site based’ roles can include up to two days a week working from home whilst ‘home based’ roles are based at home four days a week. Of course, managers designate which category roles are in based on the needs of the service and the circumstances.
About The Organisation Milton Keynes City Council is a large, modern and financially stable employer with around 2,500 people working across our eight areas. Together we provide local residents and businesses with a wide range of important round-the-clock services and aim to make our city a better place to live.
We work hard because of the demands placed on us, like protecting children from harm or preventing homelessness. However, working for the city is always rewarding and everyone has the opportunity to make a real difference.
We’re very proud of our diversity and are committed to having a workforce that reflects the community we serve. Whatever your background, you will be welcome here if you share our values of being dedicated, respectful and collaborative.
We offer great training and support and because of the size and scale of the organisation there are always new opportunities to explore when it’s time for a new role.
If you’d like to know more about how we do things and what matters to us, take a look at our short booklet What makes us Milton Keynes City Council.
The Process
Milton Keynes City Council are working in partnership with Hammond Clarke in the recruitment of this role. for further information please contact Chris Macdonald on cm@hc- exec.co.uk or 0203 762 2207.