Employee and Industrial Relations Manager

Requirements of the role

The CAA’s unique EVP is very important to us and, of course, employee experience and engagement is a very large part of that.  The principal objective of the role of the Employee and Industrial Relations Manager is to foster, manage and maintain an employee and industrial relations climate that supports the delivery of the CAA’s mission of protecting consumers and enabling aerospace.

Key to success in fostering a positive employee and industrial relations environment at the CAA is to manage the collective interface with our workforce via our recognised Trade Unions, Prospect and PCS, and our Employee Forum.  This means that the CAA’s employment policies and practices must be kept up to date and aligned with our People Strategy and that we are on the front foot when new employment policies are introduced.  The Employee and Industrial Relations Manager will benchmark our employment policies to make sure the CAA’s offer to its existing and potential employees is always attractive and affordable.  The Employee and Industrial Relations Manager will work with their colleagues to make sure that employee and industrial relations issues that arise, both at an individual and collective level, are effectively managed.

Core Accountabilities

The role requires a change-aware HR professional with a depth of specialism in managing Employee and Industrial Relations.

Main responsibilities include:

• Horizon-scanning for changes to employment legislation, emerging workforce trends and risks to ensure that our policies and contracts are compliant and enable the CAA to deliver quality people practices.
• Ensuring that the CAA has a comprehensive suite of employment policies that are up to date and reflect employment legislation.  Establish and maintain a quality management approach to ensure accuracy and currency of policies and collaboratively engage with People and Culture colleagues to agree a prioritised review cycle.

• Managing and strengthening the CAA’s relationship with its recognised Trade Unions while implementing strategies that support the delivery of the People Strategy and particularly the delivery of the next phase of our Reward Model.
• Chairing meetings of the CAA’s Joint Negotiation and Consultation Committee (JNCC) and Employee Forum, and ensuring the meetings are properly minuted, with actions and decisions accurately captured and documented.  Undertaking and coordinating follow up work on the outcomes / actions of each meeting to ensure progress is made.

• Designing and implementing strategies for employee consultation programmes including e.g.   proposals on organisational design, employment policy, pay and reward to ensure that legislative obligations are met, the colleague voice is accounted for and arrangements run smoothly with minimum disruption.
• Interpreting employment law and good practice guidelines to assist in the timely resolution of disputes compliantly and commercially.

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