The Employee Relations and Policy Business Partner (ERPBP) is the operational lead for the organisation's engagement with trade unions, as well as staff networks and management forums engaged in the development of People Policies. The role includes developing, leading and implementing an employee relations strategy, and ensuring that the organisation's recognition agreement is maintained and adhered to
The client is a Public Sector organisation, currently growing its HR team and restructuring to that of a Business Partnering model, whilst undergoing a transformation to ensure its culture puts people and performance first
The role responsibilities include, but are not limited to;
- Supporting managers to feel confident to lead their trade union pre-consultation and full consultation meetings Leading on complex negotiations and regular information exchanges. Embedding best practice guidelines to support the organisation's good faith working ambitions with trade unions
- Taking part in formal and informal trade union discussions, taking ownership for the completion of resulting actions
- Driving the development of effective employee relations plans, processes and strategies for the organisation
- Provide specialist employee relations advice to the Executive Team, Senior Leadership Team and senior managers which enhance and promote the organisational priorities and objectives, ensuring that equality, diversity and inclusion considerations are integrated into discussions at an early stage.
- Drive the effective delivery, review and implementation of the People Policies and practices. Ensure policies and procedures are dynamic, modern and clear while meeting legal requirements, reflecting good practice and enabling the organisation to achieve its people management and employee relations objectives.
- Deliver effective internal and external partnership working by fostering good working relationships with all stakeholders, including managers, unions and suppliers
The successful candidate;
* Will be a subject matter expert in ER and Policy, ideally with a minimum of 3 years from within an ER/Policy environment
* Ideally the candidate will have strong experience of working within a unionised organisation (public or private)
* Candidates must have a proven track record with dealing with a wide variety of grievances including: attendance, performance, capability and dismissals
The successful candidate will also be able to develop relationships which instil trust and confidence in the service being provided with the managers and employees they are supporting, coaching the managers through the relevant procedures and assisting in developing their ongoing capacity to deal with ER matters.
A starting salary of circa £49,459, flexible hybrid working and excellent benefits