HR Consultant

Job description

Job responsibilities

Providing an HR Service

To advise and support managers and staff on national terms and conditions of service, local policies and procedures and National workforce initiativesAdvise and support managers on employee relations issues (on areas to include conduct/performance management and absence management to ensure high performance of teams and individuals in order to achieve key trust/ divisional objectives.

Coach and educate Managers in good employment practice, responding to development needs by supplying training where required; ensure managers are equipped to carry out staff management responsibilities effectively, particularly in the areas of performance, absence and conduct management.To provide expert advice in line with Trust policies to Divisional managers on employee relations issues, relating to all staff groups and to investigating officers undertaking disciplinary and grievance processes and managing other aspects of employee relations.

To provide expert HR advice to disciplinary, grievance and dispute hearings and appeals, specifically to the Panel Chair.

To support the process of preparing paperwork and legal documents for Employment Tribunals when necessary. To liaise with the Trusts solicitors and other external legal counsel and attend Employment Tribunals as required.

To work with the Trusts solicitors on the preparation of legal documents such as compromise agreements on behalf of the Trust as necessary.Develop a detailed understanding of the Agenda for Change job matching and evaluation process in order to advise managers effectively in relation to the development of new job roles and banding issues.

Develop and maintain positive relationships with staff side representatives and Trade Union full time officials, including proactive communication of relevant HR issues.

To promote the implementation of equal opportunities and diversity in the workplace, providing leadership to managers and directors on equality and diversity issues relating to employment.

Team and Management Responsibilities

To attend both Directorate and Divisional team meetings providing HR advice as required.

To work with the Resourcing team to plan specific recruitment campaigns in line with workforce plans and ensure effective coordination of redeployed staff.

Policy Development

To provide HR advice and information on Oxford Radcliffe Hospitals NHS Trust policies, to all staff groups.

To work with the Assistant Director of Workforce to develop and implement HR policies and procedures and ensure that the Trust employs best HR practice which complies with UK and European legislation.Ensure that there is a partnership approach to the development and implementation of HR policies.

Promote a culture of equity, openness and transparency in the application of all policies and procedures.

To proactively identify relevant legislation and regulatory frameworks that may impact on workforce development, people management issues and HR best practice.

Organisational Development

To work with the Director of Workforce to develop and implement HR and workforce strategies which are linked to Trust strategic objectives and reflect National HR initiatives.

To take the HR lead on organisational change initiatives including TUPE transfers, and ensure that the HR aspects of such projects are delivered effectively and in line with the relevant legislation and regulatory frameworks.

To work actively with managers and staff side representatives to modernise and redesign services to meet the diverse and changing needs of staff, patients and the developing NHS agenda.

To ensure that best HR practice and effective partnership working is integrated into organisational change initiatives, including TUPE transfers.To contribute to workforce planning and development identifying workforce requirements and the most efficient use of resources. This should include providing support regarding skill mix reviews and role redesign.

Assurance

Providing bespoke payroll reports as required in order to assist with workforce decision making and planning.

Regularly undertaking the analysis of workforce information and preparing HR reports for Directorate and Divisional meetings; making use of qualitative, quantitative research and data, and provide recommendations from the analysis.

Ensure that accurate HR performance management information is provided, analysed and necessary action identified.

Ensure that grading and pay of staff within the Divisions and applied throughout the Trust is consistent with established criteria and resolve complex payroll issues such as protection of pay.

Ensure effective induction arrangements are in place across the DivisionsAnalyse and interpret staff survey results and develop action plans to address shortfalls.

Risk Management

The management of risk is the responsibility of everyone and will be achieved within a progressive, honest and open environment.

Staff will be provided with the necessary education, training and support to enable them to meet this responsibility. Staff should be familiar with theMajor Incident PolicyFire Policy and should make themselves familiar with the local response plan and their role within that response.

Further information is available in the attached Job Description and Personal Specification.

Person Specification

Qualification

Essential

• Evidence of CPD
• Postgraduate qualification
• CIPD Qualified or willing to work towards

Knowledge

Essential

• Knowledge of employment law
• Specialist HR knowledge (TUPE, disciplinaries etc.
• IT and database systems
• Understanding of Trust objectives

Experience

Essential

• Interpreting the law and complex T&Cs
• Working in partnership with TUs
• Implementing employment policy
• Supporting/facilitating Org Change
• Problem solving
• Planning, prep and delivering training
• Working with Multi disciplinary groups
• Coaching
• Involvement in change programmes

Skills

Essential

• Analytical and critical reasoning
• Excellent written communication
• Strong influence and negotiating skills
• able to work independently
• evidence of team working
• able to lead projects
• Establish rapport and credibility with senior managers
• Time management
• Numerical/Statistical skills
• Clear written reports
• Team working
• Influencing skills
• Presentation/facilitation skills

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.

Certificate of Sponsorship

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).

Employer details

Employer name

Oxford University Hospitals NHS Foundation Trust

Address

The John Radcliffe Hosptial

Headley Way

Oxford

OX3 9DU

Employer's website

https://www.ouh.nhs.uk/ (Opens in a new tab)