Good Employee Relations Managers are responsible for facilitating employee relations and resolving human resource issues on behalf of a company. Employee relations managers are responsible for the oversight and management of employee relations issues, internal investigations, and prompt problem resolution. They also manage the investigative process for internal complaints of discrimination, harassment, retaliation, and other high-risk employment issues.
As HR Practitioners we have a lot of experience working with staff, team managers, staff representatives and unions. Our HR Consultants have undertaken many negotiations in a friendly and professional manner.
As a Employee Relations Managers and HR Consultants our role is to look after the best interests of employees, and assist employers with contract disputes and negotiations. For example you may have a sexual harassment policy that forbids employees from treating others in a negative way because of gender or sexual orientation. This is also set down in UK law. As an Employee Relations Managers we are the ones responsible for advising on the policy and ensuring that all staff follow the rules held within. Your
policies has in place determines the way employees can act. You may also have many policies which also apply e.g drug or alcohol use, act on social networking sites and how they act around your clients. As HR Consultants we can support you when creating benefits packages. Benefits packages refer to all benefits awarded to employees, including vacation time, sick leave, maternity leave, health insurance and stock incentives. When creating one of these packages, you need to talk with employees about what they want and need, compare prices from different insurers and decide if all employees should receive the same package. Some companies now offer better benefits for employees who were with the company longer and offer fewer benefits to new employees.
We can work with your union representatives and unions on a regular basis. This is a good check and balance to ensure any bubbling issues are resolved quickly. This becomes increasing important when dealing with mergers or redundancies and discussions around what the staff benefits or package will be and interpretation of redundancy polices and legislation. This is particularly important when dealing with compulsory and voluntary redundancy. Having a good ER Manager can make a considerable difference to avoid conflict and being able to example to staff the positions with empathy but also clarity.