Seniior Relations Case Advisor

Description:

Responsible for: The post holder is responsible for the management of Employee Relations Cases supporting Managers and individuals in the Trust’s policy and process to deliver a professional and legally safe HR service
 
Key Working Relationships

Will develop and maintain working relationships across the Trust, particularly with managers, staff networks, staff partnership teams and colleagues from all staff groups.
Work with the Occupational Health team and Trust’s currently outsourced Employee Assistance Programme (EAP) to directly support staff health and wellbeing needs whilst undergoing HR processes across the organisation.
Work closely with the wider HR and OD directorate teams, EDI Team and Trust’s external employment lawyers to keep up to date with developments and changes in law to ensure we are delivering a professional and safe employee relations service.
In addition, they will need to develop and maintain relationships with external organisations, including voluntary organisations, NHS Improvement and England national teams and other NHS organisations as required sharing best practice and learning from across the sector
Work with the Head of Strategic Employee Relations, Informal resolution and Investigations team and assigned HR Business Partners as appropriate. 
Job Purpose/Summary
You will play an integral role in delivering a comprehensive, high quality and pro-active educational and operational employee relations advisory and support service to managers and staff within the Trust.
You will be responsible for:

Ensuring that standards and objectives for the Employee Relations service are met and are consistent with Trust policy, best practice and employment law.
Being part of the upskilling of line managers by creating and delivering briefing sessions for line managers on HR policies and processes.
Work with staff side colleagues to ensure that there is a shared understanding of policies 4 and procedures working and review across the Trust.
Be a working member of the Trust job evaluation process and panels as required.MAIN DUTIES AND RESPONSIBILITIES

STRATEGIC
Establish strong working relationships with managers in assigned directorate teams to support the employee relations and management upskilling requirements within the service.
Provide an expert and up to date knowledge to all employees and staff side representatives on HR policies and procedures and employment law processes as applicable and ensuring appropriate signposting and support.
Provide first point of contact HR advice and support to the designated directorate/team to support and encourage early resolution of employee relations issues when raised ensuring that the risk associated with such cases are effectively managed seeking advice and support from the Head of Strategic Employee Relations as appropriate and including: - a. Management of Sickness Absence b. Disciplinary c. Grievance d. Harassment and Bullying e. Performance management – capability f. Investigations best practice g. Employment Tribunal preparation
Supporting to resolve issues as informally as possible or ensuring that the formal processes are carried out in line with HR Policy and procedure. Supporting line managers and formal hearing panels up to and including dismissal hearing panels.
Work closely with the Health & Wellbeing Team and Occupational Health to develop effective support packages for staff in difficulty or distress via the Trusts EAP service to gain the relevant support
Encourage and support robust sickness management strategies with the Case Management Team which supports staffs health and wellbeing and reduces the time they are off sick and are supported through the process and on their return to work
Work and prepare line managers to attend formal hearings and present their management cases. Support new managers at formal hearings to present their case if and where appropriate.
Play a lead role in conjunction with HR Business Partners on consultation and restructuring processes including advice regarding redundancy. Where appropriate provide support to line managers in the handling of redeployment and redundancy processes including 4 support to conduct 1 - 1 consultation meetings and provide written communication to affected employees ensuring that all rights and entitlements in an ‘at risk’ situation are advised and maintained.
To work as a member of job evaluation panels with staff side representatives to ensure an efficient and consistent job evaluation process across the joint Trusts. · To participate in the authoring, updating and revision of HR Policies, guidance and document templates as requested.
To support the Trust in reaching the aspiration of becoming a Centre of Excellence in Employee Relations by leading and promoting equal opportunities, fairness, equity and inclusion through all People processes. 

PLANNING ORGANISATIONAL RESPONSIBILITIES
To utilise existing national resources and tools as much as possible to support the Head of Strategic Employee Relations to deliver a restorative approach to employee relations.
To evaluate the effectiveness and impact of employee relations initiatives and interventions with regular engagement sessions for staff.
Accurately record all ER related case work on the Trust's recording system and escalate complex ER issues to the Head of Strategic Employee Relations for advice, support and guidance.
Compile reports for any of the Trust’s senior management teams on HR/ER activity highlighting any areas of concern in conjunction with the relevant HR Business Partner 3. COMMUNICATION AND INFORMATION RESOURCES
Support the Head of Strategic Employee Relations to develop a restorative approach to employee relations
To work in partnership as appropriate with the Trust’s recognised trade unions and their representatives and Regional Officers in resolving staffing issues or other joint working projects.
Work collaboratively with the HR and OD Directorate to ensure that the provision and monitoring of employee relations initiatives and general HR advise is suitable for enhancing staff support across the Trust.
Adapt communication and delivery style to overcome barriers to aid understanding of subject, particularly around sensitive and/or complex topics related to employment law.
Support the dissemination and good communication of relevant information through various campaigns, through a network of link staff, and through the management of the Employee Relations pages on the Trust Intranet 4
Provide analysis of organisational / divisional needs in relation to employee relations staff wellbeing in collaboration with business partners and operations. 

MANAGEMENT, TRAINING AND SUPERVISION
Support the Head of Strategic Employee Relations through the development, evaluation/assurance and provision of HR advice and any employee relations programmes and interventions that promote a values driven Trust with accountable and empowered managers and staff.
Work proactively in raising staff management skills of line managers through the preparation, design and facilitation of HR management briefing sessions in conjunction with all HR Advisor peers across both Trusts to ensure that consistent message and process is applied to all staff in line with agreed policies. Briefing and training sessions to be scheduled to run throughout the year.
To organise on-going support for managers and staff on any employee relations or HR initiatives. To ensure their they receive the training and tools to fulfil their duties to support staff as appropriate.
To maintain standards in accordance with professional codes of conduct and accountability and recognise individual responsibility for personal and professional development.
To ensure that own skills and knowledge are updated in line with professional and national developments and the requirements of the post.
To demonstrate a commitment to lifelong learning through supervision, reflective practice and the promotion of education in practice.
To contribute to a learning environment which facilitates appropriate education and training for staff wellbeing.
Promote best practice in multi-disciplinary working, efficiency and effectiveness of HR/OD services, systems, values and behaviours.
CORPORATE
To contribute to HR Directorate meetings and contribute to overall HR Directorate objectives and achievements.
To ensure that confidentiality of personal information is maintained at all times. · To ensure that Croydon Health Services Policies and Procedures are adhered to.
To work collaboratively with HR networks, local and national workforce leads and organisations.
To work flexibly and provide cover for colleagues where necessary.

If you know someone suitable for this role, share the word and through our referral scheme receive up to £250!  for further details on our recommendation scheme. This is just one of the many roles we are working on at the Sammons Recruitment Group. Please visit our website for full details on all Permanent, Temporary and Contract career opportunities we are actively seeking candidates for. Recruiting on the basis of Talent, we are committed to supporting and promoting diversity in the workplace and consider all applications. Any salary advertised is for search purposes only. If you have not heard from us within 7 days you will have not been successful on this occasion, however, we would welcome your application for alternative vacancies