Job summary
The HR Advisory Team are looking to appoint a Senior HR Advisor to become part of the Team. This is an exciting opportunity to demonstrate your professional knowledge and behaviour within a Restorative, Just and Learning organisation.
You will have experience of supporting highly complex and sensitive HR situations and be able to demonstrate meaningful restoration through compassionate leadership. You will be passionate about making a difference to peoples' working lives. In return you will be given the opportunity to develop and grow as a HR professional within a Just Culture where learning is at the heart of our practice.
The is an agile and flexible role which will include home working and working across Trust sites as and when needed.
Interviews are scheduled to take place on Monday 2nd December 2024. These interviews will be held in person.
Main duties of the job
To be a member of the HR Advisory Team within the wider Workforce and Organisational Development team. To provide generalist and specialist Human Resources advice and guidance to Trust managers and staff regarding Trust Human Resources policies, procedures and employment legislation.
To support the operational Human Resources Team in the design & implementation of specific Human Resources policies and procedures and the delivery of specific projects within the Human Resources function in line with the Human Resources strategy.
To support the roles of the Human Resources Operations Managers, Strategic Workforce Business Partners, Deputy Director of Workforce and the operational Human Resources team in the delivery of the operational Human Resources service across the Trust.
To work with Staff Side colleagues in achieving the delivery of the above.
About us
About Devon Partnership Trust
We provide mental health, learning disability and neurodiversity services, as well as a range of specialist & secure services for the wider south west region & nationally. We are passionate about promoting good mental health & wellbeing. We strive to use the expertise & resources within our organisation, and through our partnerships, to deliver high quality services that are safe & focused on people's recovery.
We are committed to developing a culture of coproduction, involving patients, families & carers in everything we do
Our values
We not only recruit based on qualifications & experience - we recruit individuals who possess & demonstrate the behaviours which underpin our Trusts core values. These include such attributes as showing a commitment to quality of care, improving lives of others, giving respect, dignity & compassion. We can bring those values to life in our everyday tasks by giving a smile; making time for people; challenging ourselves & others, & being open to new ideas.
We are committed to being an inclusive employer & applications are encouraged & welcomed from all sections of the community, regardless of any protected characteristics as governed by the Equality Act 2010. Part time & flexible working applications will be considered & supported, where possible. We particularly encourage applicants with lived experience of mental health conditions, neurodiversity or learning disabilities. We are a Disability Confident Leader.
Job description
Job responsibilities
Communication and Working Relationship Skills
- To be responsible for advising all Trust managers on the correct application of HR policies, procedures and terms and conditions of service.
- To have the ability to communicate highly complex or sensitive issues, analysing and interpreting and effectively applying current policy, best practice, employment legislation, producing and amending policies and briefings in line with evolving employment legislation and national NHS guidance, to staff and managers whist showing empathy and understanding with regard to their circumstance.
- To ensure effective communication with other members of the HR team, cascading information and providing training and support as required.
- To be proactive in identifying potential issues before they become a problem, take preventative action, and to be aware of the legislative requirements.
- To advise managers and be involved with all aspects of case management through advising and supporting fact-finding exercises, meetings relating to absence, concerns and resolution matters. Associated ability to analyse and interpret complex issues relating to case management in considering the policy framework, organisational precedent, best practice and in order to determine and communicate appropriate course of action.
- Attend HR Special Interest groups and events representing the Trust as necessary.
- Develop and maintain close working relationships with other providers of service to the trusts workforce e.g. Occupational Health, payroll and pensions and act as a link between managers these service providers to ensure the implementation of advice e.g. return to work, reasonable adjustments, redeployments, ill health retirements as well as other work related concerns.
- Work closely with Staff Side colleagues in the development, review and implementation of HR policy and processes as necessary.
Analytical and Judgemental Skills
- Analyse complex HR issues and makes decisions in relation to e.g. concerns, resolution and absence, interpretation of HR policies and workforce strategies.
Planning and Organisational Skills
- To arrange, chair and attend meetings representing HR on for example, case conferences for complex cases, formal meetings, policy development/review and meetings.
- Responsible for ensuring the co-ordination of concerns or resolution meetings and support in the preparation of all associated documentation.
- To undertake internal audits as necessary to provide assurance, review policy and processes etc.
- To develop and deliver training for locality managers e.g. absence management which improves the quality and responsiveness of the service and which meets the needs of teams and individuals to fit with their flexible working patterns.
Responsibility for Policy and Service Development Implementation
- Responsible for the review and development of HR Policies and practices across the wide HR spectrum on a regular basis to ensure they are in line with current legislation, and amended and implemented as appropriate.
- Undertake research into best practise approaches to Human Resources policy and practice and benchmarking exercises as necessary to ensure effectiveness.
- To undertake any project work related to HR activities ensuring the implementation and monitoring of such activities when required.
Job description
Job responsibilities
Communication and Working Relationship Skills
- To be responsible for advising all Trust managers on the correct application of HR policies, procedures and terms and conditions of service.
- To have the ability to communicate highly complex or sensitive issues, analysing and interpreting and effectively applying current policy, best practice, employment legislation, producing and amending policies and briefings in line with evolving employment legislation and national NHS guidance, to staff and managers whist showing empathy and understanding with regard to their circumstance.
- To ensure effective communication with other members of the HR team, cascading information and providing training and support as required.
- To be proactive in identifying potential issues before they become a problem, take preventative action, and to be aware of the legislative requirements.
- To advise managers and be involved with all aspects of case management through advising and supporting fact-finding exercises, meetings relating to absence, concerns and resolution matters. Associated ability to analyse and interpret complex issues relating to case management in considering the policy framework, organisational precedent, best practice and in order to determine and communicate appropriate course of action.
- Attend HR Special Interest groups and events representing the Trust as necessary.
- Develop and maintain close working relationships with other providers of service to the trusts workforce e.g. Occupational Health, payroll and pensions and act as a link between managers these service providers to ensure the implementation of advice e.g. return to work, reasonable adjustments, redeployments, ill health retirements as well as other work related concerns.
- Work closely with Staff Side colleagues in the development, review and implementation of HR policy and processes as necessary.
Analytical and Judgemental Skills
- Analyse complex HR issues and makes decisions in relation to e.g. concerns, resolution and absence, interpretation of HR policies and workforce strategies.
Planning and Organisational Skills
- To arrange, chair and attend meetings representing HR on for example, case conferences for complex cases, formal meetings, policy development/review and meetings.
- Responsible for ensuring the co-ordination of concerns or resolution meetings and support in the preparation of all associated documentation.
- To undertake internal audits as necessary to provide assurance, review policy and processes etc.
- To develop and deliver training for locality managers e.g. absence management which improves the quality and responsiveness of the service and which meets the needs of teams and individuals to fit with their flexible working patterns.
Responsibility for Policy and Service Development Implementation
- Responsible for the review and development of HR Policies and practices across the wide HR spectrum on a regular basis to ensure they are in line with current legislation, and amended and implemented as appropriate.
- Undertake research into best practise approaches to Human Resources policy and practice and benchmarking exercises as necessary to ensure effectiveness.
- To undertake any project work related to HR activities ensuring the implementation and monitoring of such activities when required.
Person Specification
Qualifications
Essential
- Grad CIPD (Chartered Institute of Personnel and Development) qualified or equivalent level of specialist human resources knowledge or significant operational HR experience to this level
Experience
Essential
- Demonstrable experience of working with managers at a senior level
- Experience of managing or supporting organisational change
- Experience of working and negotiating with staff side representatives
- Experience in managing a busy and diverse workload and ability to prioritise
Desirable
- Experience of supervising staff
- Experience within the NHS or Public Sector Employer
- Knowledge of the Electronic Staff Record
Communication and Working Relationship Skills
Essential
- Excellent verbal, written communication and interpersonal skills in order to understand and explain highly complex information to managers, staff and clients.
- Ability to communicate with partner organisations
- Ability to deal with personal and confidential issues
Person Specification
Qualifications
Essential
- Grad CIPD (Chartered Institute of Personnel and Development) qualified or equivalent level of specialist human resources knowledge or significant operational HR experience to this level
Experience
Essential
- Demonstrable experience of working with managers at a senior level
- Experience of managing or supporting organisational change
- Experience of working and negotiating with staff side representatives
- Experience in managing a busy and diverse workload and ability to prioritise
Desirable
- Experience of supervising staff
- Experience within the NHS or Public Sector Employer
- Knowledge of the Electronic Staff Record
Communication and Working Relationship Skills
Essential
- Excellent verbal, written communication and interpersonal skills in order to understand and explain highly complex information to managers, staff and clients.
- Ability to communicate with partner organisations
- Ability to deal with personal and confidential issues
