Employee Relations Adviser

Id Job: 316a344

🏢 On-site

💼 University of Sunderland

📍 Sunderland, North East England, England

🕒 2 days ago

💰 35333 – 42155 GBP ANNUAL

Job Description

Provide a pragmatic, flexible and risk measured employee relations service

to faculties and services interpreting legislation and case law to advise on
ER cases across the University.

Key
Responsibilities
and
Accountabilities:

Use employee voice insights to ensure University employee relations

service is solutions focused, reflects the University Values and People
Plan and leads to improved business outcomes.

Support managers in carrying out investigations and hearings, taking an

active role as required.

Contribute to the development and review of ER related policy and

procedure across the HR function, ensuring all policies and procedure
reflect up to date legal requirements as well as the University values
and employer brand.

Support and advise on contractual issues and ensure our different

categories of staff are appropriately engaged to maximise organizational
performance.

Promote the University mediation service, striving to ensure early

resolution and positive outcomes to conflict.

Support on the University approach and processes for job evaluation,

including acting as a trained Role Analyst.

Build and manage excellent working relationships with the trade

unions and staff groups.

Support the University operational response to industrial action or trade

union issues.

Support and review effective employee relations systems and

processes, ensuring they are developed and maximized to support with
efficient reporting, monitoring and management of casework and can
provide meaningful data analytics.

Develop and support line managers to confidently deal with employee

relations; designing and delivering training and support interventions to
upskill and build competency across the University.

Prepare and respond to early conciliation and employment tribunal

matters.

Seek and interpret legal advice as appropriate and assess it as part of a

range of factors in decision making.

Ensure a learning approach to employee relations casework is adopted,

implementing, and maintaining a process of case review for complex
cases, involving appropriate stakeholders.

Provide training and briefings in own area of expertise to upskill line

managers or provide information on service provision or policy and
procedure

Contribute to HR projects and working groups as appropriate.
Undertake continuous professional development to ensure knowledge

of legislation, case law and best practice in employee relations.

Act as an ambassador for the University and the HR team and role

model the University values.

University of Sunderland

Role Profile
Part 2

Part 2A: Essential and Desirable Criteria
Essential Essential

Qualifications and Professional Memberships:

Undergraduate Degree educated or significant relevant experience (see

below)

Knowledge and Experience:

Significant HR experience in a similar role in a medium to large

complex organisation.

Significant experience of handling complex employee relations issues

to an effective resolution.

Experience of building effective working relationships and managing

negotiations with trade unions.

Thorough and up to date working knowledge of existing and

forthcoming employment legislation and case law and its practical
application in a medium or large complex organisation.

Recent experience of developing and writing HR policy and procedure
An understanding of current trends in employee relations and best

practice in the sector and beyond.

Personal presence, resilience, and credibility with a track record of

using influencing skills to achieve positive results.

IT and numeracy skills including ability to use Microsoft Office

applications and analyse and interpret data.

A good level of relevant digital and IT skills for the role including

competence in Microsoft Word, Outlook and Excel.

Evidence of recent and relevant CPD activity
Excellent verbal and written communication skills

Desirable Desirable
Qualifications and Professional Memberships:
• Chartered Member of the CIPD with evidence of consistent and recent

CPD activity.

Post-graduate or equivalent qualification in a related discipline

Knowledge and Experience:

Experience of working in the Higher Education Sector
A good understanding of the challenges and opportunities facing the

Higher Education Sector

Experience of communicating and collaborating remotely using tools

such as Zoom or Microsoft Teams.

Trained Mediator

Part 2B: Key Competencies
Competencies
are assessed at
the
interview/selectio
n testing stage

Communication

Oral Communication

Summarises and interprets complex, conceptual and special matters to

aid others' understanding and aimed at their needs

Uses appropriate styles and arguments to influence and negotiate

satisfactory outcomes

Monitors understanding of others, develops approach and takes

corrective action if required

Written Communication

Conveys information of a complex, conceptual and specialist nature

using a range of styles and media selected to meet the needs of others

Presents complex information in formats appropriate to non- specialists

without comprising meaning

Monitors the reactions of others and takes appropriate steps to remedy

any miscommunications

Decision Making

Independent

Decisions

Considers wider impact of decisions, assesses possible outcomes and

their likelihood

Uses judgement to make decisions with limited or ambiguous data and

takes account of multiple factors

Distinguishes between the need to make a decision, when to defer and

when not to take a decision

Collaborative Decisions

Helps others to explore options that initially appear to be inappropriate

or unfeasible and recognise when a decision is or is not needed

Enables others to contribute to decisions
Ensures that options are weighed, outcomes identified and chances of

success considered

Challenges decisions, appropriately to ensure consideration and

processes are robust

Provision of Advice

Anticipates and highlights issues that need to be taken into account
Outlines possible impacting factors, assessing their degree of influence

on the choice of options

Ensures previous learning is included

Initiative & Problem Solving

Initiates processes and procedures to resolve new problems
Anticipates possible implementation difficulties and identifies practical

ways of overcoming or preventing them

Takes account of others and the broader context when generating

options

Pastoral Care & Welfare

Deals with difficult situations or confidential matters, according to policy

and procedures

Involves others or refers elsewhere for assistance if the situation

becomes more complex and if additional help or information is required

Planning and Organising Resources

Actively seeks information to support planning and prioritisation of work
Ensures that time and resources are used effectively to their maximum

efficiency

Checks and reports on progress and achievement against plans to key

parties

Develops plans to take account of problems, delays and new priorities
Co-ordinates the work of others to improve performance and use of

resources

Service Delivery

Adapts services and systems to meet customers’ needs and identifies

ways of improving standards

Learns from complaints and takes action to resolve them
Collates feedback and views from customers and keeps up-to-date with

market trends to inform service development and make changes

Actively promotes services
Monitors standards and levels of service constantly
Identifies ways of making improvements to standards based on

feedback and anticipated changes in the market

Team Development

Plans and generates training and development opportunities to meet

team members current and future learning needs

Enables team members to apply their learning
Evaluates learning and development activities with those involved

Teamwork & Motivation

Ensures appropriate resources and support are available so that the

team and individual members are able achieve their objectives

Monitors progress and takes appropriate action to deal with difficulties

or slippage

Deals with conflict within the team
Creates a sense of common purpose

Date Completed: November 2022

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Employee Relations Adviser

Job Description

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