Job summary
This is an exciting newly created role, to join the North Mid Employee Relations team, to provide comprehensive support on complex ER cases across the Trust and assist the Senior ER Lead with business partnering for the Corporate Division. The role will support the Employee Relations team, ensuring that concerns and complaints are expertly triaged, and HR Investigations are completed to a high standard in a timely manner and that systems are in place to mitigate conscious and unconscious bias. The line management of a Band 4 and the training and development of the wider team is a key element of this role.
Main duties of the job
The role will ensure all ER casework is logged and tracked on the ER Tracker, and monitoring to ensure that casework is progressed and cases closed as quickly as possible and in line with Workforce KPI's/SLA's. The role includes involvement in the design and delivery of training and development interventions in conjunction with other HR&OD colleagues to help increase management capability within the Divisions and supporting strategies to improve performance where needed.
To support the Senior ER Lead by developing and contributing to workforce plans that support local and corporate business strategies for the Corporate Division.
The role is responsible for ensuring professional customer focused HR advice and coaching support is provided and will support on designated Trust-wide HR developments as agreed with the Senior ER Lead, HR Business Partner and the Deputy Director of HR (Operations).
About us
North Mid is part of North Central London integrated care system - consisting of the NHS and Local authority organisations in Camden, Islington, Barnet, Enfield and Haringey. As with other ICS's, we are working increasingly closely with partners and indeed many of our financial and performance objectives are measured at this system level. Whilst all organisations remain as standalone, statutory bodies we have an ICS infrastructure for making shared decisions and agreeing shared approaches.
We are proud of our staff and want to ensure their training allows them to provide excellent clinical care. We are also a training unit for medical students from UCL and St George's University Grenada, and for nursing and midwifery students from Middlesex and City Universities.
Take a tour of our hospital here
Job description
Job responsibilities
HR Strategy / Policies Interpret changes to employment law and national NHS guidance to develop corporate HR strategies & policies and devise, plan and manage implementation programmes to ensure managers are aware of the changes. Foster and promote a positive climate of employment relations within the Trust, supporting a partnership approach in developing and maintaining good working relationships with representatives of Trade Unions and staff organisations. Work closely with management and staff side representatives to develop effective policies and management guidance for the Trust. Act as an advocate of HR, promoting HR interventions, and building the reputation and professionalism of the department. To review, manage and maintain appropriate administration systems such as the ER tracker, utilising this information for Board and HR meetings.
Employee Relations Manage a complex and sensitive caseload of disciplinary, grievance, capability and attendance issues that arise from departments/managers, advising and assisting with individuals. This will involve advising managers in relation to these cases andhighlighting key issues and risks from the information provided and developing action plans for the resolution of cases. This can include conflict resolution through persuasion, negotiation and mediation in accordance with formal procedures. To support, advise and coach managers to ensure a consistent approach in line with good working practice, current employment law and in all aspects of employee relations. Report on ER activity within divisional teams, monitor activity and quality taking remedial action where required. Maintain the ER tracker of ER cases and provide regular reports to the ER Lead/Deputy Director of HR on the volume, scope and progress of all open cases. Ensure accurate and detailed documentation of projects and cases. To work closely with unions and professional bodies to identify employment issues and take appropriate action. Ensure that any changes or developments are managed sensitively and appropriately, identifying risks to the organisation and managing them effectively. Ensure that all cases you are handling and for the ER team are progressed in a timely and appropriate manner and are not permitted to drift without action being taken. Promptly identify risks to the organisation in relation to HR activity and take appropriate action to reduce and flag the risk. Support cases that could, or do, result in Employment Tribunal proceedings, providing a strategic approach to the management of claims. Maintain close links with Occupational Health colleagues and act as a link between managers and occupational health to facilitate the implementation of advice, including return to work, reasonable adjustments, redeployments, ill health retirements as well as other work-related issues.
Training and Development Assist in the devising, implementing and conducting of in-house training sessions for managers on a range of subjects as requested by the Senior ER Lead. Liaise with the Learning & Development service on in-house training sessions.
General As a senior member of the HR team, be a role model for a business focused performance approach and contribute to a culture of continuous improvement. Manage, coach and develop an Employee Relations Advisor and Assistant Employee Relations Advisor. The post holder will be expected to support the HRBP team as and when the service need requires. To support and lead formal consultation exercises as part of organisational change initiatives, as directed and agreed by the HR Business Partner. To provide effective support to other members of the ER team where required. To assist in the training and coaching of other members of the ER team where required. To lead on specific projects as agreed with the Senior ER Lead/Deputy Director of HR.
Proactively utilise workforce information to identify areas which might require an HR intervention and use HR expertise and specialist knowledge to assist managers in achieving improvements. To undertake job evaluation/matching following agenda for change, ensuring a consistency of approach across the Trust. To keep up to date with current employment legislation and local and national NHS policy in order to remain competent. To act at all times in accordance with the Trusts expectations and promote fair and equitable employment practices ensuring that managers are made aware of their responsibilities within employment legislation, local and national HR policy. Actively promote the Trusts Equality and Diversity agenda and policy across the organisation. To take part in regular Annual Review and Performance Development Reviews (PDRs). To undertake any training required in order to maintain competency including mandatory training. To maintain consistently high professional standards and act in accordance with the CIPD Code of Professional Conduct, and to be a role model for other members of the team. Deputise for the Senior ER Lead as and when required including cover for leave. Manage ER project strands as directed by the Senior ER Lead/Deputy Director of HR To contribute to and work within a safe working environment To support the department and organisation by carrying out any other duties that reasonably fit within the broad scope of a job of this grade and type of work.
Job description
Job responsibilities
HR Strategy / Policies Interpret changes to employment law and national NHS guidance to develop corporate HR strategies & policies and devise, plan and manage implementation programmes to ensure managers are aware of the changes. Foster and promote a positive climate of employment relations within the Trust, supporting a partnership approach in developing and maintaining good working relationships with representatives of Trade Unions and staff organisations. Work closely with management and staff side representatives to develop effective policies and management guidance for the Trust. Act as an advocate of HR, promoting HR interventions, and building the reputation and professionalism of the department. To review, manage and maintain appropriate administration systems such as the ER tracker, utilising this information for Board and HR meetings.
Employee Relations Manage a complex and sensitive caseload of disciplinary, grievance, capability and attendance issues that arise from departments/managers, advising and assisting with individuals. This will involve advising managers in relation to these cases andhighlighting key issues and risks from the information provided and developing action plans for the resolution of cases. This can include conflict resolution through persuasion, negotiation and mediation in accordance with formal procedures. To support, advise and coach managers to ensure a consistent approach in line with good working practice, current employment law and in all aspects of employee relations. Report on ER activity within divisional teams, monitor activity and quality taking remedial action where required. Maintain the ER tracker of ER cases and provide regular reports to the ER Lead/Deputy Director of HR on the volume, scope and progress of all open cases. Ensure accurate and detailed documentation of projects and cases. To work closely with unions and professional bodies to identify employment issues and take appropriate action. Ensure that any changes or developments are managed sensitively and appropriately, identifying risks to the organisation and managing them effectively. Ensure that all cases you are handling and for the ER team are progressed in a timely and appropriate manner and are not permitted to drift without action being taken. Promptly identify risks to the organisation in relation to HR activity and take appropriate action to reduce and flag the risk. Support cases that could, or do, result in Employment Tribunal proceedings, providing a strategic approach to the management of claims. Maintain close links with Occupational Health colleagues and act as a link between managers and occupational health to facilitate the implementation of advice, including return to work, reasonable adjustments, redeployments, ill health retirements as well as other work-related issues.
Training and Development Assist in the devising, implementing and conducting of in-house training sessions for managers on a range of subjects as requested by the Senior ER Lead. Liaise with the Learning & Development service on in-house training sessions.
General As a senior member of the HR team, be a role model for a business focused performance approach and contribute to a culture of continuous improvement. Manage, coach and develop an Employee Relations Advisor and Assistant Employee Relations Advisor. The post holder will be expected to support the HRBP team as and when the service need requires. To support and lead formal consultation exercises as part of organisational change initiatives, as directed and agreed by the HR Business Partner. To provide effective support to other members of the ER team where required. To assist in the training and coaching of other members of the ER team where required. To lead on specific projects as agreed with the Senior ER Lead/Deputy Director of HR.
Proactively utilise workforce information to identify areas which might require an HR intervention and use HR expertise and specialist knowledge to assist managers in achieving improvements. To undertake job evaluation/matching following agenda for change, ensuring a consistency of approach across the Trust. To keep up to date with current employment legislation and local and national NHS policy in order to remain competent. To act at all times in accordance with the Trusts expectations and promote fair and equitable employment practices ensuring that managers are made aware of their responsibilities within employment legislation, local and national HR policy. Actively promote the Trusts Equality and Diversity agenda and policy across the organisation. To take part in regular Annual Review and Performance Development Reviews (PDRs). To undertake any training required in order to maintain competency including mandatory training. To maintain consistently high professional standards and act in accordance with the CIPD Code of Professional Conduct, and to be a role model for other members of the team. Deputise for the Senior ER Lead as and when required including cover for leave. Manage ER project strands as directed by the Senior ER Lead/Deputy Director of HR To contribute to and work within a safe working environment To support the department and organisation by carrying out any other duties that reasonably fit within the broad scope of a job of this grade and type of work.
Person Specification
Education and Qualifications
Essential
- Full CIPD qualification or equivalent experience.
- Management qualification at degree level/equivalent experience.
- Expertise in Employee Relations matters acquired to Master's level/equivalent through additional training and/or equivalent experience
Skills and abilities
Essential
- Able to demonstrate a knowledge and understanding of current employment legislation and the ability to analyse and interpret.
- Ability to exercise sound judgement, problem solving and creativity in identifying options and risks to make the right decisions.
- Excellent written skills for drafting reports and letters.
Experience
Essential
- Experience of working in a complex, unionised organisation.
- Recent experience of managing a varied Employee Relations case load
- Able to evidence project management experience.
- Experience of undertaking training sessions.
- Experience of providing HR advice on formal hearings panels to a high standard.
Personal qualities
Essential
- Ability to organise, prioritise and manage a busy workload.
- Supports learning and development of self and others.
- Supports and promotes equality and diversity and inclusion.
Trust Values
Essential
- Demonstrable ability to meet Trust values
Person Specification
Education and Qualifications
Essential
- Full CIPD qualification or equivalent experience.
- Management qualification at degree level/equivalent experience.
- Expertise in Employee Relations matters acquired to Master's level/equivalent through additional training and/or equivalent experience
Skills and abilities
Essential
- Able to demonstrate a knowledge and understanding of current employment legislation and the ability to analyse and interpret.
- Ability to exercise sound judgement, problem solving and creativity in identifying options and risks to make the right decisions.
- Excellent written skills for drafting reports and letters.
Experience
Essential
- Experience of working in a complex, unionised organisation.
- Recent experience of managing a varied Employee Relations case load
- Able to evidence project management experience.
- Experience of undertaking training sessions.
- Experience of providing HR advice on formal hearings panels to a high standard.
Personal qualities
Essential
- Ability to organise, prioritise and manage a busy workload.
- Supports learning and development of self and others.
- Supports and promotes equality and diversity and inclusion.
Trust Values
Essential
- Demonstrable ability to meet Trust values
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).
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).
