Employee Relations Partner (Human Resources)

Job Purpose;
You will work collaboratively within the Employee Relations – Case Management Hub to provide effective, consistent, proactive management of casework with a strong solutions-focus aligned to the achievement of the University’s strategic objectives. You will provide expert HR advice on formal cases, support and coaching to managers and support other projects or initiatives that enhance the P&OD employee relations offering. You will role model our University Values and contribute to a positive and constructive employee relations environment.

You will work closely with other P&OD colleagues to continuously improve the case management service and to strengthen management and leadership capability in regard to the resolution of individual employee relations matters.

Main Duties and Responsibilities

Manage a portfolio of ER cases with a focus on the resolution of cases in line with the University Values, policy framework and relevant service level agreements whilst managing/minimising associated risks.

Provide expert guidance on a range of individual employee relations cases focusing on disciplinary and grievance matters including associated investigations with a longer term potential focus on performance improvement and absence management issues

Build and maintain effective working relationships with clients, supporting line managers, up to and including senior leaders, to undertake formal investigations and hearings, up to and including dismissals and appeals.

Work closely with the Head of Policy & Employee Relations to develop (and subsequently follow) protocols and criteria for the referral of formal cases from the Business Partnering teams and to manage the associated tracking and reporting mechanisms, including the use of the Case Management Tool.

Support the development and continuous improvement of related policies, guidance templates, manager/P&OD toolkits and the HR helpdesk knowledgebase designed to underpin consistency of practice and ensure principles of equity, integrity and inclusion are integrated into all interventions and processes relating to case management and dispute resolution.

Collaborate in the provision of mediation and other informal/alternative dispute resolution services as agreed with the relevant Head of P&OD/Business Partner.

Record, monitor, follow up and report on lessons learned and actions identified from cases and share with relevant stakeholders.

Analyse themes identified as potential concerns through these processes and provide this insight to influence policy development and revisions and to determine priority actions designed to improve consistency of practice and inform organisational development actions on management and leadership capability, engagement and culture, in agreement with P&OD business partners.

Design and take a lead role in the implementation of a variety of support mechanisms such as guides and a suite of training and coaching interventions, designed to enhance capability and consistency of practice across the management and P&OD population.

Support, coach and mentor the Assistant ER Partner, building their capability to deliver on case management activity in line with hub objectives whilst supporting and building their capability and experience in support of their own development.

Line manage ER Assistants as required, including proactively coaching and developing capability in the provision of formal casework administration, ensuring consistency of practice and building their ability to handle routine cases under supervision as required.

Acts as an adviser on a range of employee relations matters and as a point of escalation for employee relations enquiries emerging from other P&OD teams, actively coaching, supporting and mentoring colleagues to grow team capability and support development.

To work collaboratively with P&OD Business Partners during formal cases to ensure all relevant parties are supported and ensure effective handover of subsequent case recommendations including supporting post-case actions as appropriate and agreed.

Contribute to the development and implementation of P&OD policy, processes and practice.

Work closely (including across P&OD Hubs) with P&OD colleagues on development and delivery of high quality, trusted and seamless P&OD services to customers.

Play an active role in promoting positive trade union consultation and good employee relations through direct consultation with trade union representatives.

Maintain personal and professional knowledge through CPD, keeping up to date with developments in employment practice, law and University HR strategy, policies and procedures. Provide professional support by alerting colleagues to, and preparing papers assessing the impact of, relevant employment practice developments and legal updates.

Undertake other tasks and duties as assigned from time to time by the Head of Policy & Employee Relations.

Knowledge, Qualifications, Skills and Experience

Knowledge/Qualifications

Essential
A1 Scottish Credit and Qualification Framework level 9 (Ordinary Degree, Scottish Vocational Qualification level 4) in relevant subject (i.e. Human Resource Management, Business Management, etc.) or equivalent relevant professional HR generalist experience
A2 Well developed knowledge of employee relations best practice and current employment legislation in UK.

Desirable
B1 Chartered CIPD membership (Level 7)
B2 An understanding of the Higher Education sector

Skills

Essential
C1 Ability to adopt a consultancy style, with proven influencing, judgement, analytical and problem solving ability
C2 Excellent organisational skills with the ability to plan, prioritise and deliver across a range of work activities and juggle a busy workload
C3 Ability to interpret relevant University policies, employment legislation and good practice and apply to complex cases
C4 Highly effective written and oral communication skills with the ability to draft accurate, concise and comprehensive reports and letters and articulate complex information in an accessible way and present to varied staff groups. Ability to confidently deliver sometimes complex training materials to groups and to facilitate discussion and debate.
C5 Excellent IT skills, including a high level of competency in the use of Microsoft Office applications and data manipulation
C6 Confident, credible and resilient with the ability to effectively manage conflict and demanding clients
C7 Articulate and persuasive – ability to persuade clients at all levels within the University on a range of matters, some of which may not be popular or within the experience of the audience
C8 Ability to work independently, lead on activities where required and contribute as a team player
C9 Ability to maintain confidentiality and deal sensitively with related issues/individuals with tact, diplomacy and discretion

Experience

Essential
E1 A proven track record of working in HR at a professional level within a large and complex operating environment
E2 A proven track record of successfully handling an HR case work portfolio, including discipline and grievance investigations, hearings and appeals, as well as attendance and performance management processes to conclusion
E3 A track record of providing high quality advice and guidance on a range of HR matters including the application of HR policy

Desirable
F1 Experience of developing HR policy, procedure and management guidance
F2 Experience of successfully mediating between disputing parties
F3 Experience of delivering presentations and management training
F4 Experience of working in the HE sector
F5 Experience of consulting with trade union representatives
F6 Experience of supervising and managing performance and development

Closing Date: 23:45 on Monday 8th April 2024

Informal enquiries should be directed via email to Chris Branney (Interim Head of Policy & Employee Relations)[email protected]

Terms and Conditions
Salary will be Grade 7, £39,347 – £44,263 per annum.

This post is full time (35 hours per week) and open ended (permanent).

As part of Team UofG you will be a member of a world changing, inclusive community, which values ambition, excellence, integrity and curiosity.

As a valued member of our team, you can expect:

1 A warm welcoming and engaging organisational culture, where your talents are developed and nurtured, and success is celebrated and shared.

2 An excellent employment package with generous terms and conditions including 41 days of leave for full time staff,  

pension

, benefits and discount packages.

3 A flexible approach to working.

4 A commitment to support your  

health and wellbeing

, including a free 6-month UofG Sport membership for all new staff joining the University  .

We believe that we can only reach our full potential through the talents of all. Equality, diversity and inclusion are at the heart of our values. Applications are particularly welcome from across our communities and in particular people from the Black, Asian and Minority Ethnic (BAME) community, and other protected characteristics who are under-represented within the University. Read more on how the University promotes and embeds all aspects of equality and diversity within our community  

here

.

We endorse the principles of  

Athena Swan

 and hold bronze, silver and gold awards across the University.

We are investing in our organisation, and we will invest in you too. Please visit our website https://www.gla.ac.uk/explore/jobs/ for more information.