Job summary
x1 - 30 hours per week (Permanent)
x1 22.50 hours per week (Permanent)
x1 - 32 hours per week (Fixed-Term 12 months)
We have an exciting opportunity for a motivated HR Advisor to develop their experience in a challenging and rewarding environment here at University Hospital Leicester.We are looking for an experienced; customer orientated HR Professional to join our Employment Relations Team. HR Advisors are responsible for delivering high quality generalist HR advice through a varied high volume caseload in addition to supporting the HR Helpdesk service when required.
The successful candidate will thrive working in a fast paced, dynamic environment and take pride in delivering a professional HR service to various employees within the Trust. As a HR Advisor you will operate in accordance with best practice, local policy and procedures and demonstrate our Trust Values.
Main duties of the job
To provide managers and staff with professional, comprehensive and timely HR advice and support, ensuring that the service provided is consistent with defined quality standards.
Develop excellent working relationships with Divisional/Directorate managers and support and advise managers on employee relations casework.
You will work collaboratively with the wider HR function to ensure integration of the team to include, sharing of information and knowledge to deliver an effective HR service.
Please note: The base working site is Leicester Royal Infirmary, as a Trust we are adopting an agile approach to our roles supportive of flexible working there will be a mixture of home and on site working across the 3 UHL sites.
About us
Our new strategy, developed with the support and feedback of colleagues, patients, and partners, is our compass for the next seven years (2023-2030).
We have four primary goals:
high-quality care for all,being a great place to work,partnerships for impact, andresearch and education excellence
And we will embed health equality in all we do - taking active steps to reduce the avoidable differences in healthcare that some people face, working in partnership with communities.
Our strategy is underpinned by new values and we will work to ensure they are an everyday reality for all:
we are compassionate,we are proud,we are inclusive, andwe are one team
This is an exciting moment as we look to the future with clarity on what we already do well and where we need to focus our energies to make an even bigger difference for the people we serve.
About the University Hospitals of Leicester NHS Trust:
http://www.leicestershospitals.nhs.uk/aboutus/work-for-us/current-vacancies/
Job description
Job responsibilities
Communications
The post holder is required to communicate with staff and managers at all levels. Due to the nature of their work the post holder is required to communicate complex and sensitive information which will require tact and diplomacy.
All Managers within CMGs and Corporate Directorates at all levels Other members of the HR Advisory Team Human Resources Recruitment Services Team Workforce Information Team Payroll Services Team Occupational Health Team and AMICA Training and Development Team Staff Side Health and Safety Team
KEY WORKING RELATIONSHIPS
KEY RESULT AREAS
1. Sickness/Absence Assisting managers to apply the UHL Promoting Wellbeing and Management of Sickness Absence Policy and Procedure to ensure a reduction in sickness absence levels and improved attendance. To participate in sickness reviews and hearings. Being a member of sickness absence panels as appropriate, commensurate with the individuals experience. Presenting management cases up to dismissal.
To provide advice and support to managers in developing sickness absence management plans utilising workforce information and workforce data.
2. Advice and Guidance
To provide advice to managers and employees on the interpretation of national and local terms and conditions of service and on Trusts HR policies and procedures ensuring consistency of practice.
Advise managers on the application of HR policies and procedures e.g. recruitment and selection, grievance, disciplinary and ill-health, maternity leave, retirements, equality and diversity and management of change, in order to ensure compliance with employment legislation and good practice, seeking further advice from the People Partner and Senior HR Adviser where appropriate.
Assist People Partner and Senior HR Adviser to evaluate and update HR policies and procedures to ensure compliance with changes in employment legislation and good practice.
3. Disciplinary / GrievanceTo support managers to carry out disciplinary misconduct investigations and the presentation of management cases at disciplinary hearings. To support managers to carry out grievance investigation.
4. Legislation
To provide managers with advice on employment law and employment relations and their impact on staffing issues, ensuring consistency of practice and flexibility of approach.
5. Management of Change
Under the direction of the Senior HR Adviser assist in the management of organisational change including consultation with individuals and their representatives, staff counselling, redeployment, training, redundancies and personal issues.
6. Performance Management
To assist managers in assessing the performance of their staff using objective setting and appraisal. To encourage and provide advice on Appraisals, Personal Development Plans and the Knowledge Skills Framework for staff.
7. Payroll / Administration
To respond to payroll and salary queries in line with Trust procedure.
8. Training and Development
To devise, deliver and evaluate training within agreed quality standards to staff and managers to enable managers to understand and operate effectively within the Trusts Human Resource policies e.g. disciplinary and grievance, sickness absence management, equal opportunities and recruitment and selection.
9. Job Evaluation To advise managers on drafting job descriptions and participate in job evaluation panels.
10. Staff involvement and engagement
Work with staff, managers and Staff Side representatives to develop a culture of healthy employee relations, harmonious partnership working, staff engagement and involvement,
11. Health and Wellbeing
Participate in the local implementation of the Trusts Health and wellbeing agenda as required.
12. Corporate Responsibilities
To lead on an area of corporate responsibility with support from the Divisional HR Team as required.
13. Other
Undertake delegated project work, including research and preparation of project plans and implementation in line with good practice.
Fully participate in the Trust's appraisal and personal development planning process.
Undertake training as necessary in line with the development of the post and as agreed with the line manager as part of the personal development process.
Work collaboratively with the wider HR team to ensure better integration of the team, sharing of information and knowledge to deliver a seamless service.
Represent the HR department and organisation at internal and external meetings/ events.
Provide HR input and take minutes at appropriate HR meetings.
Job description
Job responsibilities
Communications
The post holder is required to communicate with staff and managers at all levels. Due to the nature of their work the post holder is required to communicate complex and sensitive information which will require tact and diplomacy.
All Managers within CMGs and Corporate Directorates at all levels Other members of the HR Advisory Team Human Resources Recruitment Services Team Workforce Information Team Payroll Services Team Occupational Health Team and AMICA Training and Development Team Staff Side Health and Safety Team
KEY WORKING RELATIONSHIPS
KEY RESULT AREAS
1. Sickness/Absence Assisting managers to apply the UHL Promoting Wellbeing and Management of Sickness Absence Policy and Procedure to ensure a reduction in sickness absence levels and improved attendance. To participate in sickness reviews and hearings. Being a member of sickness absence panels as appropriate, commensurate with the individuals experience. Presenting management cases up to dismissal.
To provide advice and support to managers in developing sickness absence management plans utilising workforce information and workforce data.
2. Advice and Guidance
To provide advice to managers and employees on the interpretation of national and local terms and conditions of service and on Trusts HR policies and procedures ensuring consistency of practice.
Advise managers on the application of HR policies and procedures e.g. recruitment and selection, grievance, disciplinary and ill-health, maternity leave, retirements, equality and diversity and management of change, in order to ensure compliance with employment legislation and good practice, seeking further advice from the People Partner and Senior HR Adviser where appropriate.
Assist People Partner and Senior HR Adviser to evaluate and update HR policies and procedures to ensure compliance with changes in employment legislation and good practice.
3. Disciplinary / GrievanceTo support managers to carry out disciplinary misconduct investigations and the presentation of management cases at disciplinary hearings. To support managers to carry out grievance investigation.
4. Legislation
To provide managers with advice on employment law and employment relations and their impact on staffing issues, ensuring consistency of practice and flexibility of approach.
5. Management of Change
Under the direction of the Senior HR Adviser assist in the management of organisational change including consultation with individuals and their representatives, staff counselling, redeployment, training, redundancies and personal issues.
6. Performance Management
To assist managers in assessing the performance of their staff using objective setting and appraisal. To encourage and provide advice on Appraisals, Personal Development Plans and the Knowledge Skills Framework for staff.
7. Payroll / Administration
To respond to payroll and salary queries in line with Trust procedure.
8. Training and Development
To devise, deliver and evaluate training within agreed quality standards to staff and managers to enable managers to understand and operate effectively within the Trusts Human Resource policies e.g. disciplinary and grievance, sickness absence management, equal opportunities and recruitment and selection.
9. Job Evaluation To advise managers on drafting job descriptions and participate in job evaluation panels.
10. Staff involvement and engagement
Work with staff, managers and Staff Side representatives to develop a culture of healthy employee relations, harmonious partnership working, staff engagement and involvement,
11. Health and Wellbeing
Participate in the local implementation of the Trusts Health and wellbeing agenda as required.
12. Corporate Responsibilities
To lead on an area of corporate responsibility with support from the Divisional HR Team as required.
13. Other
Undertake delegated project work, including research and preparation of project plans and implementation in line with good practice.
Fully participate in the Trust's appraisal and personal development planning process.
Undertake training as necessary in line with the development of the post and as agreed with the line manager as part of the personal development process.
Work collaboratively with the wider HR team to ensure better integration of the team, sharing of information and knowledge to deliver a seamless service.
Represent the HR department and organisation at internal and external meetings/ events.
Provide HR input and take minutes at appropriate HR meetings.
Person Specification
Experience
Essential
- Recent demonstrable experience of working in a Generalist HR function.
- Demonstrate knowledge of up-to-date Employment Law and current HR practice
- IT literate - Microsoft Word, Outlook and Excel
- Recent significant experience of advising on employment terms and conditions, and the application of policies and procedures.
Desirable
- Experience on advising on Agenda for Change terms and conditions.
- NHS experience
- Experience in working in an advisor level role.
- Experienced in using ESR
Equality and Diversity
Essential
- Able to demonstrate a commitment and understanding of the importance of treating all individuals with dignity and respect appropriate to their individual needs.
- Awareness of Equality & Valuing Diversity Principles Understanding of Confidentiality & Data Protection Act
Planning and organisation skills Personal Skills
Essential
- Setting up and reviewing systems and procedures Evidence of effective time management
- Adopts a flexible approach
- Able to work on own initiative
- Effective Team worker
- Ability to motivate themselves and others
- Able to establish credibility
- Self awareness and understanding of own strengths and limitations and impact of personal style and approach on others.
- Commitment to openness, honesty, inclusiveness and personal integrity in dealing with others
- Commitment to openness, honesty, inclusiveness and personal integrity in dealing with others
Desirable
Analytical and Judgement skills
Essential
- Experience of using HR data.
Communication and relationship skills
Essential
- Excellent written and verbal communication skills. Ability to be assertive when required, and demonstrates sensitivity when dealing with contentious situations. Ability to negotiate.
Desirable
- Basic Project Management Skills
Training & Qualifications
Essential
- Qualified CIPD Diploma level
Desirable
- Degree or equivalent level of experience
Commitment to Trust Values and Behaviours
Essential
- Must be able to demonstrate behaviours consistent with the Trust's Values and Behaviours
Person Specification
Experience
Essential
- Recent demonstrable experience of working in a Generalist HR function.
- Demonstrate knowledge of up-to-date Employment Law and current HR practice
- IT literate - Microsoft Word, Outlook and Excel
- Recent significant experience of advising on employment terms and conditions, and the application of policies and procedures.
Desirable
- Experience on advising on Agenda for Change terms and conditions.
- NHS experience
- Experience in working in an advisor level role.
- Experienced in using ESR
Equality and Diversity
Essential
- Able to demonstrate a commitment and understanding of the importance of treating all individuals with dignity and respect appropriate to their individual needs.
- Awareness of Equality & Valuing Diversity Principles Understanding of Confidentiality & Data Protection Act
Planning and organisation skills Personal Skills
Essential
- Setting up and reviewing systems and procedures Evidence of effective time management
- Adopts a flexible approach
- Able to work on own initiative
- Effective Team worker
- Ability to motivate themselves and others
- Able to establish credibility
- Self awareness and understanding of own strengths and limitations and impact of personal style and approach on others.
- Commitment to openness, honesty, inclusiveness and personal integrity in dealing with others
- Commitment to openness, honesty, inclusiveness and personal integrity in dealing with others
Desirable
Analytical and Judgement skills
Essential
- Experience of using HR data.
Communication and relationship skills
Essential
- Excellent written and verbal communication skills. Ability to be assertive when required, and demonstrates sensitivity when dealing with contentious situations. Ability to negotiate.
Desirable
- Basic Project Management Skills
Training & Qualifications
Essential
- Qualified CIPD Diploma level
Desirable
- Degree or equivalent level of experience
Commitment to Trust Values and Behaviours
Essential
- Must be able to demonstrate behaviours consistent with the Trust's Values and Behaviours
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).
