Job summary
Do you aspire to work for a London NHS Trust which is at the forefront of innovation and employs some of the best staff in the NHS? At Chelsea and Westminster NHS Foundation Trust, we will strive to give you the best possible experience in the next stage of your career. As the Employee Relations (ER) Manager, you will be joining a People team that is embedded in collaborative working and leading on several system wide projects. You will bring with you significant experience of employee relations. You will be driving change, in improving the experience of our staff and leaders, through the provision of best in class employee relations that are based on developing a just culture and excellent people experience. As part of an ambitious team, you will embrace innovative thinking about how we can do things differently both within the Trust and by bringing together partners across organisational boundaries.
You will work closely with the Head of ER to provide a specialist employee relations and resolution service to managers and staff across the Trust. The post holder will be responsible for managing their own complex employee relations case work, including but not limited to, advising on and supporting on the investigation of cases involving medical and senior staff and supporting the Head of ER with employment tribunal claims.
- We offer a hybrid working pattern of 4 days on site and 1 working from home.
Main duties of the job
As an experience ER professional you will have significant experience in developing the ER function and line managing staff. With strong interpersonal and communication skills you will be able to build strong relationships with stakeholders across the Trust including our Trade Union colleagues. A passionate believer in 'just culture' you will demonstrate the ability to design and implement inclusive conflict resolution approaches. You will also need to be passionate about nurturing and developing a new enthusiastic team.
The ER Manager will provide advice and support to line managers on a range of human resource management issues including, but not limited to, employee relations issues such as discipline, grievance management, poor performance and attendance and workplace dispute management. The post holder will be a subject expert in employee relations and will be required to develop training programmes for both managers and HR staff to develop competence and capability of managers. You will also develop long-term, value-added employee relations processes and practices designed to enable cases to be managed through to effective conclusion in line with best practice and legal guidelines.
You will need to possess excellent IT skills with the ability to manipulate data to create and display standard and ad hoc ER reports.
NHS experience desirable, but not essential.
About us
Chelsea and Westminster Hospital NHS Foundation Trust is proud to be one of the top performing and safest trusts in England. We have two main acute hospital sites--Chelsea and Westminster Hospital and West Middlesex University Hospital, plus our award-winning clinics across North West London and beyond.
Job description
Job responsibilities
Employee Relations casework
- Support and develop an effective specialist advisory service across the range of employeerelations matters ensuring the provision of professional, expert and technical guidance andsupport in line with policies and procedures.
- Facilitate and lead on complex employee relations cases, advising managers on best ERpractice ensuring that advice given complies with good employment practice, employmentlegislation and Trust-wide standards.
- Promoting and utilising Agreed Outcomes to resolve formal cases quickly and effectively
- To support the Head of ER to put in place systems for the effective management of Employment Tribunal claims and requests for employee relations related information, including Freedom of Information Requests
Team Management
- Responsible for the line management of the Senior/Employee Relations Advisors.
- Manage and develop the performance and capability of the ER Advisors including setting performance standards, promoting regular feedback, and carrying out annual PDRs.
- Hold responsibility for undertaking sickness absence monitoring, return to work interviews,approval of annual leave in line with the Trusts policies and procedures.
- Responsible for overseeing the workload of the ER Advisors and allocating new casework appropriately.
Service Development
- To implement and champion the Trusts approach to resolution based outcomes, includingsupporting managers through the use of coaching, confident conversations and mediation.
- To support the implementation the Trusts mediation program and to oversee the service delivery.
- Oversee the development of documentation for managers and employees in supporting thecreation and application of ER policy and process, such as policies, process maps, template letters, FAQs, guidancenotes, etc. ensuring alignment of policy and practice.
- Design, develop and implement structured training sessions for line managers providing training on Employee Relations policies and procedure
MHPS casework, Reporting and Governance
- To provide specialist advice and support on the MHPS process for medical staff.
- To ensure that the MHPS case tracker is updated weekly or as required.
- To lead on the production of all monthly ER reports ensuring that data is up to date andaccurate.
- To support the Head of ER to ensure compliance with ER audits and that action plans are inplace and completed.
- To maintain and update the HR policy tracker and ensure that HR policies are updated by nominated representatives in the department
Job description
Job responsibilities
Employee Relations casework
- Support and develop an effective specialist advisory service across the range of employeerelations matters ensuring the provision of professional, expert and technical guidance andsupport in line with policies and procedures.
- Facilitate and lead on complex employee relations cases, advising managers on best ERpractice ensuring that advice given complies with good employment practice, employmentlegislation and Trust-wide standards.
- Promoting and utilising Agreed Outcomes to resolve formal cases quickly and effectively
- To support the Head of ER to put in place systems for the effective management of Employment Tribunal claims and requests for employee relations related information, including Freedom of Information Requests
Team Management
- Responsible for the line management of the Senior/Employee Relations Advisors.
- Manage and develop the performance and capability of the ER Advisors including setting performance standards, promoting regular feedback, and carrying out annual PDRs.
- Hold responsibility for undertaking sickness absence monitoring, return to work interviews,approval of annual leave in line with the Trusts policies and procedures.
- Responsible for overseeing the workload of the ER Advisors and allocating new casework appropriately.
Service Development
- To implement and champion the Trusts approach to resolution based outcomes, includingsupporting managers through the use of coaching, confident conversations and mediation.
- To support the implementation the Trusts mediation program and to oversee the service delivery.
- Oversee the development of documentation for managers and employees in supporting thecreation and application of ER policy and process, such as policies, process maps, template letters, FAQs, guidancenotes, etc. ensuring alignment of policy and practice.
- Design, develop and implement structured training sessions for line managers providing training on Employee Relations policies and procedure
MHPS casework, Reporting and Governance
- To provide specialist advice and support on the MHPS process for medical staff.
- To ensure that the MHPS case tracker is updated weekly or as required.
- To lead on the production of all monthly ER reports ensuring that data is up to date andaccurate.
- To support the Head of ER to ensure compliance with ER audits and that action plans are inplace and completed.
- To maintain and update the HR policy tracker and ensure that HR policies are updated by nominated representatives in the department
Person Specification
Education and Qualifications
Essential
- A degree plus CIPD qualification (level 7) or extensive experience in a senior employee relations role
- Educated to post-graduate level or extensive experience in an HR Manager or senior HR Advisor role
- Formal training in a relevant topic such as coaching, mediation or employment law
Experience
Essential
- Significant demonstrable experience of advising a range of stakeholders on a broad range of ER issues balancing legal compliance with business need and developing practical value-adding solutions
- Experience of managing multiple complex ER cases from a strategic perspective
- Experience managing staff
- Experience in the design, delivery and evaluation of training programmes
- Evidence of having a positive impact on an organisation, achieved through excellent influencing skills
Desirable
- Training/ supervisory experience
- Experience of TUPE or major organisational change
- Experience working with MHPS
Skills and knowledge
Essential
- Excellent demonstrable knowledge of current employment legislation and best practice in ER policies, principles and procedures
- Excellent written and verbal communication skills engaging effectively with a range of internal and external stakeholders at all levels
- Ability to manage competing priorities and deliver multiple concurrent activities within agreed deadlines and to agreed standards with consistent attention to detail
- Strong analytical skills, able to analyse information effectively identifying the causes of problems and proposing realistic and practical solutions to address them based on knowledge and understanding of an organisation and its operating environment
- Ability to plan, prioritise, communicate and deliver against personal and team objectives and work plans
- Ability to develop strong relationships and coach, challenge and influence to ensure effective ER solutions, balancing risk and commerciality and resolve conflict where necessary
- Exceptional listening and questioning skills that enable empower and get to the heart of the issue
Person Specification
Education and Qualifications
Essential
- A degree plus CIPD qualification (level 7) or extensive experience in a senior employee relations role
- Educated to post-graduate level or extensive experience in an HR Manager or senior HR Advisor role
- Formal training in a relevant topic such as coaching, mediation or employment law
Experience
Essential
- Significant demonstrable experience of advising a range of stakeholders on a broad range of ER issues balancing legal compliance with business need and developing practical value-adding solutions
- Experience of managing multiple complex ER cases from a strategic perspective
- Experience managing staff
- Experience in the design, delivery and evaluation of training programmes
- Evidence of having a positive impact on an organisation, achieved through excellent influencing skills
Desirable
- Training/ supervisory experience
- Experience of TUPE or major organisational change
- Experience working with MHPS
Skills and knowledge
Essential
- Excellent demonstrable knowledge of current employment legislation and best practice in ER policies, principles and procedures
- Excellent written and verbal communication skills engaging effectively with a range of internal and external stakeholders at all levels
- Ability to manage competing priorities and deliver multiple concurrent activities within agreed deadlines and to agreed standards with consistent attention to detail
- Strong analytical skills, able to analyse information effectively identifying the causes of problems and proposing realistic and practical solutions to address them based on knowledge and understanding of an organisation and its operating environment
- Ability to plan, prioritise, communicate and deliver against personal and team objectives and work plans
- Ability to develop strong relationships and coach, challenge and influence to ensure effective ER solutions, balancing risk and commerciality and resolve conflict where necessary
- Exceptional listening and questioning skills that enable empower and get to the heart of the issue
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.
UK Registration
Applicants must have current UK professional registration. For further information please see
NHS Careers website (opens in a new window).
Additional information
UK Registration
Applicants must have current UK professional registration. For further information please see
NHS Careers website (opens in a new window).