CHILDREN’S RESIDENTIAL SERVICES EMPLOYEE RELATIONS MANAGER – Grade VIII
|Child and Family Agency, Ferryhouse, Clonmel, Co. Tipperary||Salary: See Description for Details|
|Closing Date: 26/08/2019||Recruitment start: 01/08/2019|
The Child and Family Agency was established on 1st January 2014, under the Child and Family Agency Act, 2013, and is responsible for improving wellbeing and outcomes for children. It represents the most comprehensive reform of services for the development, welfare and protection of children and the support of families ever undertaken in Ireland. It is an ambitious move which brings together some 4,000 staff who were previously employed within Children and Family Services of the Health Service Executive, the National Educational Welfare Board and the Family Support Agency.
The Child and Family Agency has responsibility for the following range of services:
- Child Welfare and Protection Services, including family support services
- Family Resource Centres and associated national programmes
- Early years (pre-school) Inspection Services
- Educational Welfare responsibilities including School completion programmes and Home School Liaison
- Domestic, sexual and gender based violence services
- Services related to the psychological welfare of children
- Adoption and Alternative Care
Tusla Children’s Residential Services (CRS) was established as a national service model in 2015. Since the establishment of the national residential service model, there has been on-going work to ensure national service delivery standardisation. This includes the development of standardised policies and staffing practices. CRS has a single unified structure which encompasses the line management and governance framework for the national operation of CRS. This includes 36 community based residential centres and 3 Special Care Units under the overall line management of a Service Director.
Further information is available on www.tusla.ie
Purpose of the role:
The Employee Relations Manager plays a lead role in the development and implementation of best practice employee relations, to include advice on the relevant employment policies, procedures and legislation and public sector policy.
Main Duties and Responsibilities:
- Interpret, implement and provide advice in relation to policies and procedures, government directives, public sector agreements and relevant legislation.
- Provide advice to management and employees in relation to issues and complaints raised under the agency Grievance and Dignity at Work procedures, including, the establishment and management of formal investigation processes.
- Provide advice to management in relation to the operation of the agency Disciplinary Procedure.
- Represent the Child and Family Agency at relevant Employment and Industrial Relations hearings, including mediation, conciliation, adjudication, and Labour Court Hearings Management of the relationship with Trade Unions representing staff in the Agency.
- Manage formal and informal employee relations processes.
- Undertake relevant industrial relations research for the development of policies. Policy development and implementation in conjunction with management, staff and Trade Unions.
- Assist in supporting and developing the role of the Human Resources Manager CRS to deliver on the IR/ER agenda.
- Liaise with and develop good relations with other external bodies/agencies, in the context of employee relations developments and best practice.
- Establish and maintain good working relationships with senior management staff within the organisation.
- Produce reports, statistics and updates for HR Management as and when required.
Managing & Delivering Results (Operational Excellence):
- Ensure that policies and procedures are aligned with best practice, are well documented and communicated to others.
- Ensure that assigned projects are managed in line with stated objectives and within specified budget and timelines.
- Implement agreed changes in a co-operative and supportive manner, finding innovative ways to deliver service improvements within resource limitations.
- Develop appropriate project methodologies and establish working practices that promote cross-functional team working.
- Work with other Directorate and Tusla Senior Managers in the implementation and roll-out of new developments, with a particular emphasis on consistency and alignment across the system and reference to best practice, outcome measures and value for money.
Teamwork, Leadership & Building and Maintaining Relations:
- Share information with the wider team as appropriate.
- Be accountable for own work and that of others as appropriate.
- Work on own initiative as well as part of a wider team.
- Co-operate and work in harmony with other teams and disciplines.
- Lead by example, motivate and encourage others, build team commitment.
- Deal with under performance in a timely and constructive manner.
Finance & Human Resources
- Monitor budgets and expenditure.
- Develop and support business cases for new resources etc.
- Support HR processes within the directorate.
Commitment to providing a quality service:
- Be flexible and adaptable in his / her approach to work, embrace change and adapt work practices accordingly.
- Promote and maintain a quality customer-focused environment.
- Monitor efficiency within own area of responsibility and take remedial action or notify supervisor as appropriate.
- Continuously seek to improve systems / processes.
- Ensure policies and procedures are well documented and understood by staff within your section
- Support the preparation and issuing of office documentation (correspondence, reports etc) to the highest possible standard by monitoring and reviewing team work to ensure quality and accuracy.
- To promote a culture that values diversity and respect in the workplace.
- To provide assist with leadership and motivation conducive to good staff relations and work performance.
- Where appropriate, establish and maintain records of attendance, statistical information, annual returns, and any other information as may be requested.
- Work as part of a team and to ensure that all members are treated with dignity and respect.
- Participate in the recruitment, retention and development of staff including training and continual assessment.
Education & Training:
- Maintain standards of practice and levels of professional knowledge by participating in continuous professional development initiatives and attendance at courses as appropriate.
- Engage in career and professional development planning.
- Oversee the provision of a framework for the promotion of staff development and training by making recommendations with regard to the ongoing education, mentoring, training and in-service needs of the inspection and monitoring team.
- Pursue continuous professional development in order to develop professional knowledge and keep updated with current and relevant HR legislation.
- Provide training with the team and region to share knowledge of relevant HR Procedures/ Processes.
Health & Safety:
- Comply with and contribute to the development of policies, procedures, guidelines and safe professional practice and adhere to relevant legislation, regulations and standards.
- Have a working knowledge of the Health Information and Quality Authority (HIQA) Standards as they apply to the service for example National Standards for Child Protection and Care and comply with associated Tusla – Child and Family Agency protocols for implementing and maintaining these standards as appropriate to the role.
- To support, promote and actively participate in sustainable energy, water and waste initiatives to create a more sustainable, low carbon and efficient health service.
The above Job Description is not intended to be a comprehensive list of all duties involved and consequently, the post holder may be required to perform other duties as appropriate to the post which may be assigned to him/her from time to time and to contribute to the development of the post while in office.
Please refer to the Candidate Information pack attached to this campaign for full and further detail.
Applicants must by the closing date of application have the following:
- A minimum QQI Level 8 in a relevant HR/Industrial Relations/Business Qualification as relevant to the requirements of the role.
- A minimum of 5 years’ experience in an Employee Relations role within a Human Resources Department.
- Experience with relevant Legislation and the application of its provisions.
- Experience with Irish Industrial Relations systems together with experience of implementing and managing proactive employee relations programmes, including dealing with third parties.
- Experience of managing and working collaboratively with multiple internal and external stakeholders to achieve results.
- A track record of delivering significant change in a complex multi stakeholder environment, as relevant to this role.
- Have the requisite knowledge and ability (including a high standard of suitability and management ability) for the proper discharge of the duties of the office.
A candidate for and any person holding the office must be fully competent and capable of undertaking the duties attached to the office and be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service.
Each candidate for and any person holding the office must be of good character
Age restrictions shall only apply to a candidate where he/she is not classified as a new entrant within the meaning of the Public Services Superannuation Act, 2004). A candidate who is not classified as a new entrant must be under 65 years of age.
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