Employee Relations Specialist (Case Work) at Education Authority Northern Ireland

Ballymena, Northern Ireland, United Kingdom -

Full Time

Start Date

Immediate

Expiry Date

04 Oct, 26

Salary

0.0

Posted On

06 Jul, 26

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Employee Relations, Case Management, Conflict Resolution, Performance Management, Employment Law, Trade Union Consultation, Disciplinary Procedures, Grievance Handling, Coaching, Leadership, Report Writing, Negotiation, Child Protection Safeguarding, Policy Development, Stakeholder Management, Training Delivery

Industry

Education Administration Programs

Description

JOB DESCRIPTION RESPONSIBLE TO: Employee Relations Manager (ER Casework, EA Services and Schools) JOB PURPOSE: The post-holder will be required to provide employee relations advice and support to EA managers and schools. This will include advice and guidance to managers and employees on employee relations matters such as discipline, grievances and performance improvement. The post-holder will work with a team of specialists and other advisors making up the employee relations team. Main Duties and Responsibilities 1. Employee Relations 1.1 Operating as an employee relations specialist to provide support, advice and coaching to managers in the implementation of robust employee relations, performance management and early intervention processes to facilitate the management of people and ensuring that HR matters are effectively and consistently dealt with. 1.2 Provide for effective consultation with both teaching and non-teaching trade unions on a range of ER issues, using early consultation as a means of effective early resolution to problems. 1.3 Work with other HR staff to ensure that dignity at work, grievance and disciplinary policies and procedures are operated with fairness and consistency. 1.4 Act as a voting panel member, if required, on disciplinary, grievance, and dignity at work or other procedures. To ensure all processes are addressed in accordance with agreed procedures effectively and consistently. This will involve professional judgement, critical thinking and a decision that is legally supportable. 1.5 As a voting panel member to compile investigation reports and correspondence detailing panel findings and/or recommendations. 1.6 To attend the Labour Relations Agency at formal independent appeal hearings to contribute and/or assist managers in presenting of the case to the independent panel. 1.7 To act as a management side nominated representative for independent appeal panels in the Labour Relations Agency. 1.8 Responsible for working with managers in problem solving and conflict management particularly at higher level more complex cases. 1.9 Specifically deal with complex queries and make judgements on a case by case basis. 1.10 To be a human resources direct contact on child protection matters and attend strategy joint protcol meetings as the human resources representative. This will arise when information is received concerning an allegation of abuse of a child by an EA staff member or their conduct towards a child which gives rise to a safeguarding concern. 1.11 Attend critical incident meetings for priority schools and work collaboratively with relevant parties to address ER matters involved. 1.12 The employee relations specialist will be required to work collaboratively with CPSS to share knowledge and experience to determine the appropriate action to be taken. To attend strategy meetings or discussions with statutory agencies where a referral has been made to a statutory agency in respect of an allegation. 1.13 The employee relations specialist will be required to review precautionary suspensions in accordance with child protection matters and ensure that a form of monitoring on the progress of an outside agency investigation and that contact is maintained in respect of progress. To participate in the review as decisions are taken in conjunction with CPSS officers. 1.14 To make recommendations in relation to any further actions deemed necessary and reach a consensus with CPSS and manager in respect of such actions. 1.15 The employee relations specialist will be required to keep precautionary suspensions under regular review as recommended in DE Circular or any arrangements that have been put in place as an alternative to precautionary suspension. 1.16 Responsible for providing a professional support service to managers on the operation of relevant employee relations policies and procedures to include discipline, grievance, capability, appraisal, and dignity at work. 1.17 To be responsible as a voting panel member or in advising managers on complex ER queries and to make judgements on a case by case basis where appropriate. 1.18 Provide professional advice and support to managers and Board of Governors in handling specific cases, particularly in higher level complex cases, up to and including dismissal and/or independent appeal. 1.19 Ensure the compilation, preparation and presentation of information and reports to respond to and defend legal proceedings and other complaints lodged with outside agencies. 1.20 Develop relations with the trade unions and consult with them as and when appropriate. 1.21 Contribute in consultation and/or negotiations with teaching and support staff trade union representatives and exercise strong negotiation skills to conclude a solution. 1.22 Work with and advise managers on the investigation and resolution of complaints, issues and concerns regarding employment practices originating from various sources, including but not limited to grievances, both internal and external. 1.23 Advise and support managers on the statutory dismissal procedure. 1.24 Consult with the EA Legal Service to establish if proposed courses of action are legally supportable. 1.25 Work in partnership with managers by providing professional advice and guidance in all aspects of the function, working as part of a team to provide a comprehensive quality service. 1.26 Build capability of managers by coaching and supporting managers who have responsibility for people management, development and performance. 1.27 Responsible for working with managers in problem solving and conflict management. 1.28 To interpret agreed procedures to provide innovative solutions to ER problems. 1.29 To advise and challenge managers on serious/gross misconduct allegations and appropriateness of precautionary suspension or measures that could be implemented short of precautionary suspension. 1.30 Act as and when required as instructing officer in tribunal proceedings. 2. Leadership 2.1 To work with the employee relations manager (EA casework) to lead and support functional managers to transform the structure and employee relations service by providing a customer focused and professional service. 2.2 To oversee the operational management of the employee relations function (EA casework) within an allocated area. 2.3 Lead, manage and develop staff within the employee relations team. 2.4 Actively supervise and manage direct reports, ensuring that individual performance reviews, probationary meetings (where applicable) and one-to-one appraisal meetings take place to ensure high standards within the team and high level of customer service. Ensure employee relations advisers have the skills and competencies required and adequate training needs identified and development opportunities made available. Ensure key aspects of their work is covered in their absence and ensure high standards within the team and a high level of customer care. 2.5 Delegate responsibilities and deploy staff to meet the needs of the service. 2.6 Apply resources effectively across the service. 2.7 Regular monitor and review plans. 2.8 Actively encourage teamwork and self-development and create opportunities to maximise individuals’ potential. 2.9 Regularly monitor the work of the team against key performance indicators ensuring achievement and improvement where required. 2.10 Attend employee relations working groups and senior team meetings as required and deputise for employee relations manager (EA Casework) if required. 3. Policy Development 3.1 Contribute with the identification of suitable topics for policy development. 3.2 Contribute in the review, revision and development of existing and new policies and procedures. 3.3 Contribute to human resources and the Authority’s corporate strategy and plans on matters relating to employee relations. 4. Building Relationships and Working with Others 4.1 Build and maintain effective, professional and respectful stakeholder relationships. 4.2 Develop and maintain clear lines of communication and effective working partnerships with relevant external stakeholders. 4.3 Develop relations with the trade unions and consult with them as and when appropriate. 5. Training 5.1 Upskill the line managers where possible to manage ER problems locally and provide recommended remediation. 5.2 Contribute to the development and delivery of EA wide ER initiatives and programmes such as ER workshops and training and development initiatives for managers, principals and Board of Governors. 6.Other Responsibilities 6.1 Hold budgetary approval at an appropriate level and ensure resources are managed within the agreed budget for the Service. 6.2 Provide responses to Parliamentary Questions, Assembly Questions, Minister’s cases, FOI requests and other correspondence within set deadlines. 6.3 Deal with Whistleblowing complaints in accordance with the Whistleblowing procedure. 6.4 Ensure that the Authority’s policy on Data Protection (in particular processing sensitive personal information) is properly complied with. 6.5 Ensure that the Authority’s Equal Opportunities Policy, relevant Codes of Employment and Practice and other relevant legislation are adhered to. 6.6 Participate as required in the selection and appointment of staff in accordance with the policy and procedures laid down by the Authority. 6.7 Undertake other related duties within the grade and competence of the post-holder as required. 6.8 The post holder may also be required to work outside normal office hours on occasions. This job description will be subject to review in light of changing circumstances and is not intended to be rigid and inflexible but should be regarded as providing guidelines within which the individual works. Other duties of a similar nature and appropriate to the grade may be assigned from time to time. In accordance with Section 75 of the Northern Ireland Act (1998), the post-holder is expected to promote good relations, equality of opportunity and pay due regard for equality legislation at all times. To view the summary of terms and conditions for this post, click here. PERSON SPECIFICATION NOTES TO JOB APPLICANTS 1. You must clearly demonstrate on your application form under each question, how, and to what extent you meet the required criteria as failure to do so may result in you not being shortlisted. You should clearly demonstrate this for both the essential and desirable criteria, where relevant. 2. You must demonstrate how you meet the criteria by the closing date for applications, unless the criteria state otherwise. 3. The stage in the process when the criteria will be measured is outlined in the table below. 4. Shortlisting will be carried out on the basis of the essential criteria set out in Section 1 below, using the information provided by you on your application form. 5. Please note that the Selection Panel reserves the right to shortlist only those applicants that it believes most strongly meet the criteria for the role. 6. In the event of an excessive number of applications, the Selection Panel also reserves the right to apply any desirable criteria as outlined in Section 3 at shortlisting, in which case these will be applied in the order listed. It is important therefore that you also clearly demonstrate on your application form on how you meet any desirable criteria. Section 1 - Essential Criteria The following are essential criteria which will initially be measured at the shortlisting stage and which may also be further explored during the interview/selection stage. Factor Essential Criteria Method of Assessment Qualifications/ Experience Hold a HNC/HND or above examination qualification and three years’ experience of providing advice and support to managers within the area of employee relations OR Have five years’ experience of providing advice and support to managers within the area of employee relations Demonstrable experience of providing high level advice and support to managers on complex disciplinary, grievance, dignity at work and performance management cases Demonstrable experience of delivering training in human resource matters Demonstrable experience of producing and analysing a range of regular reports for HR and/or business managers Shortlisting by Application Form Knowledge Knowledge of current employment legislation and Codes of Practice relating to employee relations and its practical implications Shortlisting by Application Form Other The successful candidate will be required: to have access to a suitable vehicle (appropriately maintained and insured for Education Authority business) that will enable them to carry out the mobility requirements of the post in an efficient and effective manner and thus meet this essential criterion; OR be able to provide sufficient information on the application form that will satisfy the employer that he/she has access to an appropriate alternative form of transport that will enable them to carry out the mobility requirements of the post in an efficient and effective manner and thus meet this essential criterion. Willingness to undertake some evening work to support schools and managers Shortlisting by Application Form Section 2 - Essential Criteria The following are additional essential criteria which will be measured during the interview/selection stage in line with EA’s Game Changing People Model. Factor Essential Criteria Method of Assessment Skills/ Abilities In line with EA’s Game Changing People Model we will look for evidence of: Evidence of successfully managing multiple priorities to achieve the expected results on time, and to a high quality Effective influencing skills Ability to solve and provide advice on complex ER matters Ability to think creatively and solve problems Experience of using information to make effective decisions Excellent written and oral communication skills Demonstrable personal leadership Excellent customer focus Interview Values Orientation Evidence of how your experience and approach to work reflect EA’s ethos and values. You will find information about our Values here. Interview Section 3 - Desirable Criteria Some or all of the desirable criteria may be applied by the Selection Panel in order to determine a manageable pool of candidates. Desirable criteria will be applied in the order listed. You should make it clear on your application form how, and to what extent you meet the desirable criteria, as failure to do so may result in you not being shortlisted. Factor Desirable Criteria Method of Assessment Qualifications/ Professional Membership Associate level (or higher) membership of the Chartered Institute of Personnel and Development Shortlisting by Application Form Our Values Through the selection process we will also seek evidence that the personal values of candidates align with those of the EA. This will include evidence of commitment to equality and excellence in service delivery. These reflect our aim which is to meet the needs of all our children and young people equally, removing barriers to learning and ensuring equality of access to excellent education services so that every child can develop to his or her full potential. DISCLOSURE OF CRIMINAL BACKGROUND The Safeguarding Vulnerable Groups (Northern Ireland) Order 2007 defines working directly with children or young people or in specified places as ‘regulated activity’. In the event that you are recommended for appointed to a post that involves ‘regulated activity’, the Education Authority will be required to undertake an Enhanced Disclosure of Criminal Background. Please note that you WILL be expected to meet the cost of an Enhanced Disclosure Certificate. Details of how to make payment will be sent to you at the pre-employment stage. Further information can be accessed on www.nidirect.gov.uk/campaigns/accessni-criminal-record-checks or www.justice-ni.gov.uk/articles/about-accessni APPLICANT GUIDANCE NOTES APPLICANT GUIDANCE NOTES To view the applicant guidance notes, please click here. To learn about the many great benefits of joining the Education Authority, click here. The Education Authority is an Equal Opportunities Employer

Responsibilities

Provide expert employee relations advice and support to managers and schools, focusing on complex casework including discipline, grievances, and performance improvement. Lead and develop the employee relations team while managing relationships with trade unions and ensuring legal compliance.