Job summary
One of the best things about working in the People Directorate at Dartford and Gravesham NHS Trust is making a positive difference to someone's experience at work. Our people strategy at Dartford and Gravesham NHS Trust allows us to do that through our strategic priority to bring 'Joy at Work', emphasising engagement, equality, diversity and inclusion to ensure our people have a sense of belonging and fulfilment in their roles.
As a member of our team has secured an exciting internal development role we are able to offer you the opportunity to #join our family as a Senior Employee Relations Adviser for a 12-month fixed term contract or secondment, where you can help us to deliver a people centred focus to employee relations and enable best practice people management.
Main duties of the job
Reporting to the Head of Employee Relations, you will provide expert advice to managers on the full range of employee relations matters, including grievance, disciplinary, fair treatment and absence management procedures and will advise, coach and empower managers to resolve employee relations matters.
This is an ideal opportunity for an individual with experience of supporting managers with employee relations issues to gain valuable skills and development that will come from working in an NHS acute and secondary care setting as part of an Employee Relations and HR Business Partnering Team. Previous NHS experience will be an asset, but is not required as the successful candidate will be supported and orientated to an NHS environment and to flourish in the role.
You will guide managers on investigations and hearings, as well as deliver training to managers on employee relations matters in order to develop the capability of line managers to deal with employment issues fairly and consistently across the organisation ensuring this is reflective of a restorative just and learning culture and our values.
We pride ourselves on our continuous learning and you will be instrumental to ensure the promotion of case triaging, debriefing and reflection from the management of our employee relations caseload and interactions.
About us
We are committed to being an inclusive and diverse employer. We strive to employ people who reflect the communities we serve, and aim to create an inclusive culture where everyone can reach their full potential. Whatever your race, ethnicity, belief, generation, sexual orientation, gender or gender identity, disability or experience, you'll appreciate the opportunities we give you to work in an inclusive atmosphere. We welcome applications from people of diverse backgrounds, perspectives and experiences to build on the progress we've achieved to make our Trust diverse and the best place to work. We celebrate the diversity of thought, viewpoints and ideas that help us overcome challenges and embrace new possibilities. We have signed the Armed Forces Covenant Pledge and have a commitment to the Armed Forces Community.
If you are considering applying for a role, please be aware that as an NHS Employee you may have contact with vulnerable service users. We strongly encourage that all our staff are vaccinated against COVID-19 and are vaccinated annually against Flu, in order to protect the health and safety of our staff and patients. Your commitment will help us to put the safety and care of our patients first, as well as helping us to protect you and your colleagues.
Job description
Job responsibilities
Managerial responsibilities:
Provide professional advice and support to managers in all areas of employment relations such as grievance, disciplinary, fair treatment and absence management procedures, ensuring that problems are identified and resolved quickly, effectively and fairly and that throughout all processes there is comprehensive and effective communication with staff and their representatives.
Advise managers and staff on the interpretation and application of terms and conditions of service and contractual issues.
Advise and support managers to undertake investigations, including: decisions on suspensions and advising on the approval process to suspend as appropriate; supporting the manager in the development of the investigation report; supporting the presentation of the findings at the hearing.
Attend formal employee relations meetings as appropriate and advise managers on documentation, ensuring consistency, accuracy and best practice.
Support the Head of Employee Relations and HR Business Partners with the effective management of Employment Tribunal claims, undertaking relevant duties as delegated to them.
Support the Head of Employee Relations to produce and monitor monthly employment relations data for key performance indicators.
Support the interpretation of this information, identify any problem areas and work with Trust managers to address them.
Support the Head of Employee Relations to provide monthly feedback reports on employee relations activity to the HR senior team.
Lead on supporting managers to proactively manage short term sickness cases, by reviewing reports sent to managers identifying cases that have triggered under the Trusts sickness absence policy.
Work with the Head of Employee Relations to further develop monitoring mechanisms against which the Employee Relations Team can measure performance.
Deputise for the Head of Employee Relations when required.
Professional responsibilities:
Provide professional advice and support as a full panel member in employment related hearings, providing guidance to managers to determine appropriate action.
To be familiar with the Trusts computerised Employee Relations and ESR information record systems and input and retrieve information as required.
Keep up to date with current employment law legislation and best practice and make recommendations when policy and procedure needs to change to reflect this.
Be a trained Agenda for Change job evaluator and participate in job evaluation and matching panels.
Provide advice and guidance to Trust managers with the development of job descriptions and person specifications in line with the Agenda for Change job evaluation and methodology.
Foster a positive climate of employee relations within the Trust, to support the implementation of a partnership approach and to develop and maintain good working relationships with representatives of accredited Trade Unions.
Please see attached job description
Job description
Job responsibilities
Managerial responsibilities:
Provide professional advice and support to managers in all areas of employment relations such as grievance, disciplinary, fair treatment and absence management procedures, ensuring that problems are identified and resolved quickly, effectively and fairly and that throughout all processes there is comprehensive and effective communication with staff and their representatives.
Advise managers and staff on the interpretation and application of terms and conditions of service and contractual issues.
Advise and support managers to undertake investigations, including: decisions on suspensions and advising on the approval process to suspend as appropriate; supporting the manager in the development of the investigation report; supporting the presentation of the findings at the hearing.
Attend formal employee relations meetings as appropriate and advise managers on documentation, ensuring consistency, accuracy and best practice.
Support the Head of Employee Relations and HR Business Partners with the effective management of Employment Tribunal claims, undertaking relevant duties as delegated to them.
Support the Head of Employee Relations to produce and monitor monthly employment relations data for key performance indicators.
Support the interpretation of this information, identify any problem areas and work with Trust managers to address them.
Support the Head of Employee Relations to provide monthly feedback reports on employee relations activity to the HR senior team.
Lead on supporting managers to proactively manage short term sickness cases, by reviewing reports sent to managers identifying cases that have triggered under the Trusts sickness absence policy.
Work with the Head of Employee Relations to further develop monitoring mechanisms against which the Employee Relations Team can measure performance.
Deputise for the Head of Employee Relations when required.
Professional responsibilities:
Provide professional advice and support as a full panel member in employment related hearings, providing guidance to managers to determine appropriate action.
To be familiar with the Trusts computerised Employee Relations and ESR information record systems and input and retrieve information as required.
Keep up to date with current employment law legislation and best practice and make recommendations when policy and procedure needs to change to reflect this.
Be a trained Agenda for Change job evaluator and participate in job evaluation and matching panels.
Provide advice and guidance to Trust managers with the development of job descriptions and person specifications in line with the Agenda for Change job evaluation and methodology.
Foster a positive climate of employee relations within the Trust, to support the implementation of a partnership approach and to develop and maintain good working relationships with representatives of accredited Trade Unions.
Please see attached job description
Person Specification
Education and Training
Essential
- Postgraduate diploma in Human Resource Management or equivalent relevant experience.
- Evidence of CPD
Desirable
Knowledge and Skills
Essential
- An understanding of the national NHS agenda and the HR contribution.
- A knowledge and understanding of employment legislation and employment issues
- Effective interpersonal relationships.
- Effective communications skills, both verbal and written.
- Well-developed negotiation and influencing skills.
- Able to prioritise conflicting demands, particularly when working to strict deadlines.
- Able to demonstrate accuracy and attention to detail.
- Able to handle highly confidential and / or highly sensitive information in an appropriate way.
Desirable
- Knowledge of medical staffing employment issues and MHPS.
- Knowledge of the NHS job evaluation system.
Experience
Essential
- Significant experience in an operational HR environment.
- Proven experience with supporting managers in employee relations issues.
- Evidence of developing and maintaining positive partnerships with trade union representatives and senior managers
Desirable
- Experience of working in an NHS environment.
- Advising managers at disciplinary hearings and other formal hearings.
- Experience of policy review and development.
- Previous experience of job evaluation.
Personal Attributes
Essential
- Empathetic
- Diplomatic
- Patient
Person Specification
Education and Training
Essential
- Postgraduate diploma in Human Resource Management or equivalent relevant experience.
- Evidence of CPD
Desirable
Knowledge and Skills
Essential
- An understanding of the national NHS agenda and the HR contribution.
- A knowledge and understanding of employment legislation and employment issues
- Effective interpersonal relationships.
- Effective communications skills, both verbal and written.
- Well-developed negotiation and influencing skills.
- Able to prioritise conflicting demands, particularly when working to strict deadlines.
- Able to demonstrate accuracy and attention to detail.
- Able to handle highly confidential and / or highly sensitive information in an appropriate way.
Desirable
- Knowledge of medical staffing employment issues and MHPS.
- Knowledge of the NHS job evaluation system.
Experience
Essential
- Significant experience in an operational HR environment.
- Proven experience with supporting managers in employee relations issues.
- Evidence of developing and maintaining positive partnerships with trade union representatives and senior managers
Desirable
- Experience of working in an NHS environment.
- Advising managers at disciplinary hearings and other formal hearings.
- Experience of policy review and development.
- Previous experience of job evaluation.
Personal Attributes
Essential
- Empathetic
- Diplomatic
- Patient
Disclosure and Barring Service Check
This post is subject to the Rehabilitation of Offenders Act (Exceptions Order) 1975 and as such it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service (formerly known as CRB) to check for any previous criminal convictions.
Applications from job seekers who require current Skilled worker sponsorship to work in the UK are welcome and will be considered alongside all other applications. For further information visit the UK Visas and Immigration website (Opens in a new tab).
From 6 April 2017, skilled worker applicants, applying for entry clearance into the UK, have had to present a criminal record certificate from each country they have resided continuously or cumulatively for 12 months or more in the past 10 years. Adult dependants (over 18 years old) are also subject to this requirement. Guidance can be found here Criminal records checks for overseas applicants (Opens in a new tab).
Additional information
Applications from job seekers who require current Skilled worker sponsorship to work in the UK are welcome and will be considered alongside all other applications. For further information visit the UK Visas and Immigration website (Opens in a new tab).
From 6 April 2017, skilled worker applicants, applying for entry clearance into the UK, have had to present a criminal record certificate from each country they have resided continuously or cumulatively for 12 months or more in the past 10 years. Adult dependants (over 18 years old) are also subject to this requirement. Guidance can be found here Criminal records checks for overseas applicants (Opens in a new tab).
