HR Advisor

Job description

Job responsibilities

JOB DESCRIPTION

POST: HR Advisor

BANDING:5

ACCOUNTABLE TO: HR Business Partner

JOB SUMMARY

Responsible for providing high quality HR advice and workforce information/analysis to managers and staff within designated areas. Support the HR Business Partners, and others in the HR Team, contribute and reinforce the implementation of the Trust’s People Strategy.

The HR Advisor will provide advice, guidance and support to managers across a range of HR activities and issues, including absence management, disciplinary, capability, grievance and redeployment, seeking guidance and support where appropriate from the HR Business Partner on more complex matters.

The HR Advisor will also support the HR Business Partner with regard to designated lead responsibilities such as Equality & Diversity, Job Evaluation, Medical Staffing, Health & Wellbeing.

PRINCIPAL ACCOUNTABILITIES

· To lead on the management of casework in relation to sickness absence, including providing advice and guidance to managers, liaising with Occupational Health and supporting formal meetings.

· To provide professional advice and support to managers and the HR Business Partner on employee relations matters including disciplinary, capability and grievance case management. This will include the provision of advice in relation to investigations, supporting with the preparation of management statements of case and attendance at hearings as appropriate.

· To support the HR Business Partner with the review and development of policies and procedures to ensure that these reflect the needs of the Trust, good practice and employment law.

· To be responsible for the analysis of workforce performance reports and the preparation of feedback reports for managers and relevant committee meetings, covering a range of topics including sickness absence, turnover, mandatory training, appraisals and Staff Survey/Staff FFT. This will include an analysis and interpretation of trends.

· To assist managers and their teams with the utilisation of workforce information to inform decision making processes.

· Support HR Business Partners and Directorate managers with the development of workforce plans.

· Advise managers and staff on corporate and local induction requirements.

· Support the running of corporate induction events

· To maintain the Employee Relations database.

· To provide advice to staff, managers and the wider HR and Education Team in relation to the application of Trust policies and employment legislation.

· To advise and support managers, under the direction of the HR Business Partner, in relation to the implementation of change management programmes, including engagement with affected staff and Trade Union representatives as appropriate.

· To support HR Business Partners in the delivery of the HR service in relation to their lead responsibilities.

· Where appropriate, to support with HR transactional processes such as staff change and termination forms

· To support the development and implementation of an exit process for staff leaving the Trust, undertaking confidential exit interviews as appropriate and providing feedback as appropriate to the HR Business Partner and service areas.

· To provide training to managers and staff as required

· To attend and undertake minutes at meetings as required.

· To undertake ad hoc projects as required.

· To be responsible for ensuring that professional standards of HR practice are maintained and developed, and to maintain a portfolio of continuous professional development.

· To keep up to date with developments in employment legislation and HR best practice.

· To undertake any additional appropriate tasks as required.

MANAGERIAL/LEADERSHIP

· To oversee and support the HR Business Support Co-ordinators and Assistants, monitoring activities and performance, dealing with day to day issues and reporting through to the HR Business Partner

GENERAL STATEMENTS

CONFIDENTIALITY

All employees must adhere to policies and procedures relating to Information Governance, Confidentiality and Information Security.

RISK MANAGEMENT

The Trust is committed to approaching the control of risks in a strategic and organised manner.

The postholder must be aware of their individual responsibilities as detailed in the Trusts Risk Management, Health & Safety and Incident policies, and those under the Health and Safety at Work Act. This includes the reporting of any untoward incident, accident, potential or actual hazard identified.

SAFEGUARDING

All staff are required to be familiar with the arrangements for safeguarding children, young people and vulnerable adults and support the organisation in promoting the welfare of children, young people and vulnerable adults.

Staff working directly with children, young people and vulnerable adults will have a responsibility to ensure safeguarding and promoting their welfare forms an integral part of their duties.

Staff who come into contact with children, vulnerable adults, parents and carers in the course of their work and/or have access to records will have responsibilities to safeguard and promote the welfare of children, young people and vulnerable adults.

Staff who come into contact in the course of their duties, with parents, carers or other significant adults or children, young people and vulnerable adults should always be mindful of safeguarding and promotion of the welfare of these individuals.

HEALTH AND WELLBEING

The Trust is a Health Promoting Hospital. The Trust expects that when you are presented with opportunities to improve the lifestyle of our patients you seek help from appropriately trained clinical staff to ensure patients are supported and assisted in making the necessary lifestyle changes. This is in accordance with best practice as described in the DoH white paper “Choosing Health – Making Healthy Choices Easier”.

EQUAL OPPORTUNITIES

The Liverpool Heart & Chest Hospital NHS Foundation Trust is committed to achieving equal opportunities. All employees are expected to observe this policy in relation to the public and fellow employees.

All staff are expected to adhere to, and act in accordance with, the values & behaviours of the Trust.

This document is intended to be used as a guide to the general scope of duties involved in this post. It is not exhaustive and should not therefore be used as a rigid specification. It will be kept under review and amended as required in consultation with the postholder.

Person Specification

Qualifications

Essential

• Educated to Degree level
• or equivalent relevant training and experience

Desirable

• CIPD or working towards

Other

Desirable

• Able to travel for attendance at meetings and events off site

Experience

Essential

• Up to date knowledge of employment legislation and HR best practice.
• Experience of providing a HR advisory service within a multi-skilled professional and unionised environment.
• Experience of advising and supporting managers on HR matters including interpreting and advising on terms and conditions, policies, procedures and employment law.
• Experience of using database systems.
• Experience of producing reports.
• Good understanding of the importance of confidentiality, data protection and information governance.

Desirable

• Knowledge of NHS Terms and Conditions.
• Experience of providing advice and guidance in relation to NHS Terms and Conditions.
• Experience in supporting managers with a range of employee relations matters.
• Agenda for Change Job Evaluation trained & experience.
• Experience of supporting managers with change management.
• Experience of developing HR/OD policies and procedures.
• Experience of supporting managers at formal hearings.
• Experience of line management.
• Experience of delivering training/presentations to groups.
• Experience of analysing and interpreting HR metrics.
• Ability to use NHS HR/OD information systems such as ESR.

Skills

Essential

• Effective written and verbal communication skills the ability to listen, question and provide clear, concise information and advice.
• Ability to develop effective working relationships with colleagues across all levels.
• Good influencing and persuasion skills.
• Good problem solving skills.
• Tact and diplomacy when dealing with sensitive issues and ability to maintain confidentiality.
• Able to manage a diverse and busy workload, working to deadlines and paying attention to detail.
• Self- motivated and proactive, able to act on own initiative.
• Good record management.
• Well-developed IT skills Microsoft Office packages and HR/OD IT systems and reporting tools.
• Able to work flexibly as part of a team with a willingness to adapt.
• Personal credibility and integrity.
• Self-confident and emotionally resilient.

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.

Employer details

Employer name

Liverpool Heart and Chest Hospital

Address

Liverpool Heart and Chest Hospital

Thomas Drive

Liverpool

Merseyside

L14 3PE

Employer's website

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