You can often tell a successful business organisation by the state of its employee relations. A happy worker is a good worker.

Many firms have advisors, or industrial relations officers, who ensure that there is a stable and effective framework for the conduct of fair employer/employee relations.
They get great satisfaction from helping to solve difficult and sensitive situations.

All local authorities have human resource or personnel departments in their corporate directorates. This is where the IR officer is located.

Work Environment

It is an office-based job involving some travel to various locations – all service sections within the council, schools, depots, regional meetings, national conferences and seminars.
A smart appearance is required. The contractual hours are 37 per week but a flexible approach is needed when evening work is called for - at governing body meetings in schools and to keep up with changes in industrial law.

Though it is usually face-to-face interaction, officers also use computers in their work.

Daily Activities

This is a key post within human resources that provides advice and guidance to managers
in all council services, schools and further education colleges. The work includes employment law advice, advising on disciplinary and grievance cases, policy development and trades union consultation.

There are day-to-day priorities arising from telephone and written queries which require action involving trades union negotiations (pay and conditions, possible victimization etc) and disciplinary cases where managers need advice. Sometimes solicitors, local councillors and MPs are consulted. Officers will occasionally attend industrial tribunal hearings to see that fair play is observed

On an on-going basis, industrial relations officers will keep an eye on any developments in employment legislation that might provide opportunities for improving service efficiency and reduce operating costs. They will also need to be aware of any changes affecting workers’ rights.

IR officers work on special projects such as the development of employees’ use of electronic communications, telephones, e-mail and the internet and how it affects their working conditions. They work on their own initiative in developing policies but liaise closely with fellow team members to meet annual targets for the management of human resources – the council’s workforce.

Skills & Interests

To do this job well you need:

• attention to detail
• confidence
• ability to get on with people from different backgrounds
• diplomacy.

You also require common sense and a respect for justice.

Entry Requirements

Depending on the level of the post these could range from A Levels/Degree/Professional qualification of Chartered Institute of Personnel and Development.

Lower posts would take entrants with GCSEs and day release Business Studies or the equivalent, leading to a professional qualification (CIPD).

Relevant experience in private sector human resource management is an advantage.

It is expected that any level of entry would entail working towards CIPD membership.

Estimated salary range

Training type posts, or those with relevant experience in administrative jobs, may start around £16,000.

Salary ranges up to £32,000 pa for principal officers and £50,000pa for head of service.

Please note that salary information is a guide only and there may be local agreements in place. For further information about salaries for particular positions, please contact your local council directly.

Future prospects & opportunities

These are improving with the enhanced profile of human resource management. There is a wide range of opportunity in industrial relations. Promotion is dependant on qualifications, experience, flexibility and adaptability. There are similar posts in the private sector

The top job is Head of Human Resources, Director or Assistant Chief Executive.

You can move sideways into related areas of work such as Recruitment, Performance Management and Development, Training, Consultancy.

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