Job Introduction
The purpose of the role is to lead on providing expert employee relations on organisational change including, restructures (a senior management review and review of support roles), re-organisations, and redundancies. To ensure that effective and productive consultation with staff and trade unions is conducted, as well as supporting leaders and project teams delivering change and transformation.
To be a subject matter expert with in-depth knowledge and expertise in employee relations, employment law and engaging with trade unions. Lead on managing our relationship with our trade union colleagues through change and transformation, including advising on the application of national and local agreements, collective bargaining and local dispute resolution.
To lead on individual consultation meetings with staff, including senior managers, impacted by change, and manage any resulting employee relations issues, including grievances. To work with the People Management and Wellbeing team to ensure that redeployment processes are fully exhausted.
We use the Success Profiles recruitment framework, to find out more, please click here.
interviews are scheduled to take place week commencing 13 May.
Main Responsibility
Provide effective leadership to ensure that:
- Organisational change and transformation projects, such as restructures, realignments, and implementation of new technology and processes are effectively delivered.
- Complex casework, such as grievances raised, because of change and transformation are managed promptly and effectively and seek ways to mitigate financial risk and legal recourse.
- Restructure, redeployment, and realignment activities are managed sensitively and in accordance with IOPC policy and employment legislation.
- Consultation with staff is effectively conducted and proposals offered by colleagues are given full consideration by leaders, and support management with providing a written response.
- Support People Business Partners to ensure that our redeployment and realignment processes are fully exhausted to reduce exit costs.
- The People Directorate is represented through membership of the relevant boards, including IOD (Improving Operational Delivery), to provide advice and influence decision making, and ensure the impact on people is fully considered.
- Lead on ensuring that any regulatory redundancy notices (if applicable) are lodged with the appropriate government body in a timely manner.
- The People directorate is always represented appropriately.
- Lead on the creation of new job role profiles for senior managers, following a review of the senior structure, and arrange for job evaluation.
- Ensure regular communication with trade union colleagues so that they are kept up to date with the changes.
- Engage with senior managers and staff impacted by restructures and ensure that they are made aware of their rights and updated on a regular basis.
- Work effectively with change and transformation project teams to ensure that senior managers and staff receive regular communications and updates.
- Develop reports providing updates on organisational change and transformation, for management board and the People & Culture committee.
- Lead on consultation with the recognised trade union, via the Joint Negotiating Committee.
- Work collaboratively with the Director of People and other People Directorate colleagues to ensure that employee relations such as redundancies, redeployment and selection processes comply with HR best practice and employment legislation.
The Ideal Candidate
You’ll be an experienced and confident Employee Relations Manager or People Business Partner with exposure to providing expert advice on restructures, and organisational change. You will also have:
- Extensive knowledge of employment law and its application in the workplace.
- Recent experience of delivering and or advising on change and transformation.
- Experience of providing expert employee relations advice to senior managers / leadership teams.
- Recent experience of managing multiple redundancies.
- Experience of negotiating and consulting with trade unions.
- Experience of working collaboratively with a range of stakeholders.
You’ll be able to find full details of the role requirements in the job description on the IOPC website.
The IOPC has a hybrid working arrangement which means staff work in a range of locations including from home. All staff in the People Directorate are required to work from their base office, or another office for business reasons, one day per week.
Due to the nature of this role the post holder will need to travel on a regular basis to the IOPC offices, this means it is likely that you will need to work from an office 1 – 2 days per week.
The role requires basic security clearance (BPSS)
National security vetting: clearance levels - GOV.UK (www.gov.uk)
Reasonable Adjustments
The IOPC is a diverse and inclusive workplace and we want to help you demonstrate your full potential whatever type of assessment is used. We are open to providing you with the tools you need to succeed. Whilst this list is not exhaustive, please see below some examples of reasonable adjustments that we can provide:
- Extra time for presentations or interview questions
- Formatting changes such as colours for text or background on written assignments
- Questions presented in writing during interviews
If you require any reasonable adjustments to our recruitment process, please email campaigns@policeconduct.gov.uk
IND
Package Description
- 27.5 days paid annual leave (increasing with service to 32.5 days)
- Options to carry over, buy or sell annual leave
- Civil Service pension
- Civil Service maternity leave package
- PAM employee assistance programme
- Access to Civil Service Sports Council (CSSC) membership
- Cycle to work scheme
- Opportunity to enjoy the latest home and electronics in a more affordable way provided by Vivup
- Car Leasing Scheme
- Learning and development tailored to your role.
- An environment with flexible working options
- A culture encouraging inclusion and diversity behaviours
- Staff networks focused on each of the protected characteristics – run for staff, by staff:
Additional Information:
The IOPC is not eligible to participate in the Civil Service transfer process, therefore successful candidates will not be able to transfer to the IOPC on their existing terms and conditions.
The IOPC does not participate in the UK Visa Sponsorship Scheme therefore, candidates will have to provide evidence of their Right to Work in the UK if offered a role with us.
This role is exempt from the Rehabilitation of Offenders Act 1974, therefore a standard Disclosure and Barring Service (DBS) check will be carried out for the successful candidate during the pre-employment process.
Any move to the Independent Office for Police Conduct from another employer will mean you can no longer access childcare vouchers. This includes moves between government departments. You may, however, be eligible for other government schemes, including Tax Free Childcare. Determine your eligibility at https://www.childcarechoices.gov.uk
Although we are currently unable to offer a longer or more permanent contract, if the role can be extended or made permanent, the successful post holder may be offered the role firstly without further interview.
Rydym yn croesawu ymgeiswyr i ymgeisio am rolau trwy gyfrwng y Gymraeg fel eu dewis iaith.
About the Company
The IOPC is the independent police complaints watchdog for England and Wales. We investigate the most serious complaints and conduct matters involving the police, and we set standards by which the police should handle complaints.
We are going through a period of change and transformation and an exciting opportunity has arisen in our People directorate for an Employee Relations Specialists on a fixed term basis for 18 months.
The IOPC is an organisation steeped in history, influenced by significant figures such as Stephen Lawrence and Sir William Macpherson. We are looking for people to uphold our core values, and in return we will provide a supportive and inclusive work environment to flourish in.
Be yourself
The IOPC is committed to promoting equality and valuing diversity in everything we do. Our vision is to be, and to be seen as, a leader in inclusive employment and services, demonstrating this ethos in everything that we do.
- As a silver standard Stonewall employer, we continue to commit to being a LGBTQ+ employer through the work of our Pride LGBTQ+ Staff Network, creating welcoming environments for lesbian, gay, bi and queer people.
- We are pleased to share that we are a signatory of the Business in the Community Race at Work Charter. The Charter is composed of five calls to action for leaders and organisations across all sectors.
- Being a Disability Confident employer, the IOPC is dedicated to removing the barriers for disabled people to thrive in the workplace.
- Our Staff Networks are constantly working to make the IOPC the leaders of inclusive employment, from our Allyship Programme to Welsh Language Standards and our Know the Line Policy, we are constantly seeking new ways to create an environment for all to develop and thrive.
