Job summary
The Senior HR Adviser provides advice and support to line managers on a range of human
resource management issues including, but not limited to, change management and
individual employee relations issues such as discipline, grievance management, poor
performance and attendance and workplace dispute management. A key function of the role
is to develop the skill and capacity of managers to empower them to manage people issues
effectively and independently. The Senior HR Adviser is a member of P&OD and plays a key
role in supporting the review and development of workforce policies, procedures, tools,
training and quality improvement systems.
Main duties of the job
- Ensuring the delivery of HR performance targets, within cluster of clinical and corporate
directorates with particular emphasis on sickness absence, appraisals, PDRs, statutory
regulation of healthcare professionals and local induction. This will involve helping
managers to identify how targets can be best achieved.
- Facilitate and lead on employee relations cases, advising managers on best ER practice
ensuring that advice given complies with good employment practice, employment
legislation and Trust-wide standards.
- Organise, support and provide advice regarding the full range of formal processes.
Attending hearings where necessary to provide HR advice
About us
- Kind - We are considerate and thoughtful, so you feel respected and included.
- Collaborative - We actively seek others views and ideas, so we achieve more
together.
- Expert - We draw on our diverse skills, knowledge and experience, so we provide the
best possible care.
- Aspirational - We are receptive and responsive to new thinking, so we never stop
learning, discovering and improving
Job description
Job responsibilities
Employee Relations
- Facilitate and lead on employee relations cases, advising managers on best ER practice
ensuring that advice given complies with good employment practice, employment
legislation and Trust-wide standards.
- Interpret and be guided by key HR policies when advising managers on appropriate
action in disciplinary, grievance, sickness, performance, change and other employee
relations issues.
- Support managers in the drafting of formal documentation as appropriate.
- Advise managers on change management processes such as service restructuring,
relocation, redundancy and transfers.
- Organise, support and provide advice regarding the full range of formal processes.
Attending hearings where necessary to provide HR advice.
- Carry out preparatory work related to Employment Tribunal claims and attend
Employment Tribunals as appropriate.
- Record employee relations activity by type of hearing, outcomes and demographics.
- To advise on national and local terms and conditions of employment.
Change Management- Support line managers with the launch and implementation of change management
programmes with the relevant line manager in coordination with the People Business
Partner.
- Establish effective partnership relations with trade union colleagues.
Management Development- Deliver training on workforce issues including the Trusts Understanding Workforce
Policies and Procedures course.
- Coach managers to confidently tackle underperformance and workplace conflict.
General duties within cluster of clinical and corporate directorates- To support the associate HRBP and People Business Partner in the delivery of the following:
- Ensuring the delivery of HR performance targets, within cluster of clinical and corporate
directorates with particular emphasis on sickness absence, appraisals, PDRs, statutory
regulation of healthcare professionals and local induction. This will involve helping
managers to identify how targets can be best achieved.
- Analysing and reporting on results of national staff survey and develop remedial action
plans.
- Working with local management teams to develop workforce plans that enable clinical
and corporate directorates to deliver their objectives. This will entail leading, advising and
supporting skill mix reviews and alterations to establishment, ensuring that Trust policies
are adhered to.
- Monitoring absence levels, identify problem areas and develop actions plans in
conjunction with line mangers.
- Working with clinical and corporate directorates to develop recruitment and retention
strategies for hard to fill posts.
- Advising and supporting managers within clinical and corporate directorates on the
implementation of organisational change.
Trust wide HR responsibilities- Lead on and support specific workforce projects.
- Proactively identify policy development opportunities and work in conjunction with the
Divisional Director of People to develop workforce policies and procedures, including the
researching of best practice.
- Deputise for the associate HRBP, as required.
Job description
Job responsibilities
Employee Relations
- Facilitate and lead on employee relations cases, advising managers on best ER practice
ensuring that advice given complies with good employment practice, employment
legislation and Trust-wide standards.
- Interpret and be guided by key HR policies when advising managers on appropriate
action in disciplinary, grievance, sickness, performance, change and other employee
relations issues.
- Support managers in the drafting of formal documentation as appropriate.
- Advise managers on change management processes such as service restructuring,
relocation, redundancy and transfers.
- Organise, support and provide advice regarding the full range of formal processes.
Attending hearings where necessary to provide HR advice.
- Carry out preparatory work related to Employment Tribunal claims and attend
Employment Tribunals as appropriate.
- Record employee relations activity by type of hearing, outcomes and demographics.
- To advise on national and local terms and conditions of employment.
Change Management- Support line managers with the launch and implementation of change management
programmes with the relevant line manager in coordination with the People Business
Partner.
- Establish effective partnership relations with trade union colleagues.
Management Development- Deliver training on workforce issues including the Trusts Understanding Workforce
Policies and Procedures course.
- Coach managers to confidently tackle underperformance and workplace conflict.
General duties within cluster of clinical and corporate directorates- To support the associate HRBP and People Business Partner in the delivery of the following:
- Ensuring the delivery of HR performance targets, within cluster of clinical and corporate
directorates with particular emphasis on sickness absence, appraisals, PDRs, statutory
regulation of healthcare professionals and local induction. This will involve helping
managers to identify how targets can be best achieved.
- Analysing and reporting on results of national staff survey and develop remedial action
plans.
- Working with local management teams to develop workforce plans that enable clinical
and corporate directorates to deliver their objectives. This will entail leading, advising and
supporting skill mix reviews and alterations to establishment, ensuring that Trust policies
are adhered to.
- Monitoring absence levels, identify problem areas and develop actions plans in
conjunction with line mangers.
- Working with clinical and corporate directorates to develop recruitment and retention
strategies for hard to fill posts.
- Advising and supporting managers within clinical and corporate directorates on the
implementation of organisational change.
Trust wide HR responsibilities- Lead on and support specific workforce projects.
- Proactively identify policy development opportunities and work in conjunction with the
Divisional Director of People to develop workforce policies and procedures, including the
researching of best practice.
- Deputise for the associate HRBP, as required.
Person Specification
Skills/Abilities
Essential
- Excellent oral and written communication skills with ability to work with all levels of staff
- Analytical skills to highlight issues and areas of concern
- Discretion and diplomacy when dealing with confidential or sensitive information
- Computer awareness and knowledge of HR systems as well as being familiar with Word and Excel packages.
Desirable
- Experience of advising on TUPE cases
Experience
Essential
- Proven employee relations experience, and experience of dealing with complex and challenging cases
- Development and delivery of HR related training
Desirable
- Experience of a large, highly complex organisation
- NHS experience
Knowledge
Essential
- Developed knowledge across a wide range of workforce procedures and practices
- Up to date knowledge of employment law and demonstrable experience of interpreting and applying terms and conditions of an organisation
Qualifications
Essential
- Graduate or person with significant relevant experience
- CIPD level 7 (or equivalent qualification)
Person Specification
Skills/Abilities
Essential
- Excellent oral and written communication skills with ability to work with all levels of staff
- Analytical skills to highlight issues and areas of concern
- Discretion and diplomacy when dealing with confidential or sensitive information
- Computer awareness and knowledge of HR systems as well as being familiar with Word and Excel packages.
Desirable
- Experience of advising on TUPE cases
Experience
Essential
- Proven employee relations experience, and experience of dealing with complex and challenging cases
- Development and delivery of HR related training
Desirable
- Experience of a large, highly complex organisation
- NHS experience
Knowledge
Essential
- Developed knowledge across a wide range of workforce procedures and practices
- Up to date knowledge of employment law and demonstrable experience of interpreting and applying terms and conditions of an organisation
Qualifications
Essential
- Graduate or person with significant relevant experience
- CIPD level 7 (or equivalent qualification)
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.
