Job summary
We are seeking an experienced HR professional with a keen interest in employee relations to be work as the ER lead of an exciting new ER function at Pennine Care.
You will work as an Employee Relations Business Partner providing senior operational leadership to a team of Senior ER Advisors, ER Advisors, and ER Assistant ensuring that they are fully supported to provide a high quality, business focused, responsive service to the wider Trust. Ensuring that the Employment Relations advisory service is delivered to the highest possible professional HR standards.
You will bring with you significant experience of employee relations working at a senior level within HR and experience of leading a team of HR professionals. You will be driving change, in improving the experience of our staff and leaders, through the provision of high quality employee relation support that is based on developing a just culture and creating a great place to work.
As part of a new team, you will embrace innovative thinking about how we can do things differently within the Trust to move forward with our Employee Relations agenda. You will develop strong business relationships with workforce colleagues, Network HR Business Partners and service leads across the Trust, developing the appropriate business focused employee relations interventions.
Some home/remote working is supported in the role.
Main duties of the job
You will be a credible, experienced professional who can evidence significant experience within an ER setting. You should be an individual driven to achieve success with the ability to influence, motivate and collaborate.
Utilising your skills to support an effective just and learning culture you will demonstrate the ability to design and implement inclusive conflict resolution approaches. You will bring with you a proven track record of taking initiative and driving forward improved ways of working to develop this newly developed ER function.
You will play a lead role in nurturing and developing a new team managing a diverse agenda, acting as the subject matter expert providing both strategic and operational resolutions for complex employee relations issues with excellent management, persuasion and negotiation skills, and a flexible approach to work. You will have a current knowledge of Employment Law and a competency in application in terms of policy and practice.
The postholder will need to be MCIPD qualified and should be able to evidence continued professional development and knowledge in the field.
About us
We are proud to provide high quality mental health and learning disability services, both inpatient and in the community across five boroughs of Greater Manchester - Bury, Oldham, Rochdale, Stockport and Tameside and Glossop.
Our vision is for a happier and more hopeful life for everyone in our communities and our staff work hard to deliver the very best care for the people who use our services. We're really proud of our#PennineCarePeopleand do everything we can to make sure we're a great place to work.
All individuals regardless of race, age, disability, ethnicity, nationality, gender, gender reassignment, sexual orientation, religion or belief, marriage and civil partnership are encouraged to apply for this post. We would also encourage applications from individuals with a lived experience of mental illness, either individually or as a carer.
If you come and work for us we will offer a range of benefits and opportunities, including:
- Generous annual leave entitlement for Agenda for Change and Medical and Dental staff.
- Flexible working opportunities to support your work/life balance
- Access to Continued Professional Development
- Involvement in improvement and research activities
- Health and Wellbeing activities and access to an excellent staff wellbeing service
- Access to staff discounts across retail, leisure and travel
Job description
Job responsibilities
- Work with the Head of Workforce & Deputy Director of Workforce & OD to operationally deliver the Trusts strategic vision and work collaboratively with the workforce colleagues and Network senior leadership teams on the design and implementation of an effective Employee Relations Service
- Work with the Head of Workforce to support with the development of Employee Relations improvement plans and provide specialist HR advice to inform such development and improvement plans and key businessobjectives.
- Hold responsibility for relevant people management training across the Trust including Investigation Skills Training, Absence Management training, and all management development training to support an effective Employee Relations service. The postholder will be expected to analyse the requirements of the organisation based on data and develop training solutions to suit.
- Provide advice and leadership as the subject matter expert on complex HR issues in order to minimise risk and financial exposure whilst still holding the Trust business objectives in mind.
- Lead and support the development of relevant workforce policies to support the direction of improvements and trust values with regards to Employee Relations matters ensuring compliance with legislation and developing best practice in the NHS and HR.
- This includes responsibility for negotiating workforce policy with staff side partnership colleagues, ensuring policies are kept updated, and that new legislation and best practice is included into internal policy
- Operate as an advocate of the Trust values, engagement, change and modernisation in support of business and workforce strategies, championing best practice people management, influencing key business decisions to ensure the most effective implementation of Employee Relations practices..
- Act as the organisational expert in employment relations matters, employment law, and terms and conditions of employment to ensure that not only the Trust is complaint, but that people management best practice is evident in all workstreams.
- Work in collaboration with workforce colleagues to support implementation of the Trusts People Strategy to develop sustainable improvement action plans for an Employee Relations service that supports Trust objectives, builds management capability, and maintains best practice
- Taking a lead on the most complex employee relations matters across the Trust, including sitting on complex Disciplinary, Grievance and Appeal panels internally, as well as liaising with solicitors and preparing and representing the Trust at Employment Tribunals externally.
- Monitor compliance with KPI targets and consider proactive approaches to improvement, identifying trends that need focused review and attention
Job description
Job responsibilities
- Work with the Head of Workforce & Deputy Director of Workforce & OD to operationally deliver the Trusts strategic vision and work collaboratively with the workforce colleagues and Network senior leadership teams on the design and implementation of an effective Employee Relations Service
- Work with the Head of Workforce to support with the development of Employee Relations improvement plans and provide specialist HR advice to inform such development and improvement plans and key businessobjectives.
- Hold responsibility for relevant people management training across the Trust including Investigation Skills Training, Absence Management training, and all management development training to support an effective Employee Relations service. The postholder will be expected to analyse the requirements of the organisation based on data and develop training solutions to suit.
- Provide advice and leadership as the subject matter expert on complex HR issues in order to minimise risk and financial exposure whilst still holding the Trust business objectives in mind.
- Lead and support the development of relevant workforce policies to support the direction of improvements and trust values with regards to Employee Relations matters ensuring compliance with legislation and developing best practice in the NHS and HR.
- This includes responsibility for negotiating workforce policy with staff side partnership colleagues, ensuring policies are kept updated, and that new legislation and best practice is included into internal policy
- Operate as an advocate of the Trust values, engagement, change and modernisation in support of business and workforce strategies, championing best practice people management, influencing key business decisions to ensure the most effective implementation of Employee Relations practices..
- Act as the organisational expert in employment relations matters, employment law, and terms and conditions of employment to ensure that not only the Trust is complaint, but that people management best practice is evident in all workstreams.
- Work in collaboration with workforce colleagues to support implementation of the Trusts People Strategy to develop sustainable improvement action plans for an Employee Relations service that supports Trust objectives, builds management capability, and maintains best practice
- Taking a lead on the most complex employee relations matters across the Trust, including sitting on complex Disciplinary, Grievance and Appeal panels internally, as well as liaising with solicitors and preparing and representing the Trust at Employment Tribunals externally.
- Monitor compliance with KPI targets and consider proactive approaches to improvement, identifying trends that need focused review and attention
Person Specification
Qualifications
Essential
Person Specification
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).
UK Registration
Applicants must have current UK professional registration. For further information please see
NHS Careers website (opens in a new window).
Additional information
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).
UK Registration
Applicants must have current UK professional registration. For further information please see
NHS Careers website (opens in a new window).
