Employee Relations Consultant

Job Introduction

12-month fixed term contract - This opportunity is currently being offered on a fixed term contract basis of 12 months; however, if budgets allow the contract length may be extended and/or become permanent, though this is not guaranteed. If an internal council employee wishes to apply for this role, a secondment opportunity may be considered (please state this on your application).

We are currently recruiting for an Employee Relations Consultant on a 12 month fixed term contract to provide advice, support and coaching to managers in Childrens Services on absence management cases to embed the new Sickness Absence policy, processes, toolkits and recording system to ensure robust absence management and a reduction in absence levels.

• To provide professional HR advice and support to investigating officers, chairs of hearings and appeals panels across the Council on a wide variety of employee relations activities including issues affecting individual members of staff such as disciplinaries, dispute resolution, grievances, absence management and capability issues, some of which may be complex.
• To design and deliver, in conjunction with the Learning & Development team, training solutions in ER related areas to support managers in understanding and application of the sickness absence policy.
• Contribute to the ongoing review and implementation of HR processes and policy, highlighting areas where policies can be improved through experiences gained in managing casework.
• Liaise with stakeholders in a way that promotes the One Medway Council Plan and embeds our values and behaviours.

Important Information

• Applicants must be able to demonstrate all essential requirements as listed in the job profile.
• Medway Council is not able to provide a certificate of Sponsorship, so candidates must already possess the right to work in the UK.
• Career Progression Frameworks (CPF) have been introduced for all roles at Medway Council. These frameworks provide a mechanism for employees to take ownership of their development within their post and be rewarded accordingly. The salary you will be offered will be at level
  
  A. There will be further opportunity once in post to progress from level A to B, and B to
  
  C.
• When writing your application, it is important to ensure you identify your suitability against the requirements of the job profile, as this information will be used for shortlisting and may contribute to the CPF assessment. Your application may be rejected if the minimum required criteria is not met.

If you would like to have an informal discussion with the recruiting manager, please e‑mail James Hood.