Employee Relations Manager

Employee Relations Manager 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.

Employee Relations Manager 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 identified, there is a responsibility to look to apply these across all partners to support the delivery of co-ordinated solutions and align HR policy, and practice to simplify, standardise and enhance HR service provision.

Employee Relations Manager 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.

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,
• Ensure investigation timelines are monitored and escalated when delays incurred, provide 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