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Employee Relations Adviser

🏢 University of Sunderland 📍 Sunderland, North East England, England 💼 College / University
Currency:
£35,333 - £42,155
£2,944 - £3,513 / mo
Verified Corporate Employer (Authorized Corporate Employer)

This vacancy is published by an accredited employer with authorized corporate payroll and standard compliance adherence.

Transatlantic Cost of Living & Purchasing Power Benchmark

Verified Analytics
Location Base
Sunderland, North East England, England
Tier-1 UK Economic Zone
Est. Take-Home Pay
68% - 74% (After PAYE & NI)
Single tax filer baseline
Transatlantic Parity
1.0 GBP ≈ $1.28 USD Living Standard
Direct corporate benchmark

Position Overview & Specifications

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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Candidate Selection & Onboarding Process

1

Application & Resume Screening

Submit your tailored CV/Resume directly to the talent acquisition portal.

2

Technical & Competency Interviews

Virtual interviews with the hiring manager and multidisciplinary team.

3

Formal Offer & Benefits Negotiation

Written agreement outlining compensation, equity, retirement vesting, and relocation allowances.

4

Onboarding & Corporate Integration

Equipment provisioning, team orientation, and commencement of duties.

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University of Sunderland

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Location: Sunderland, North East England, England
Eligibility: Verified Employer Direct Placement
Schedule: College / University
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