Job responsibilities
1. Service Delivery
To provide professional advice and guidance to managers and staff on a wide range of employment issues to include the management of Capability issues, Disciplinary cases, Grievances and Respect at Work investigations.
To work alongside managers to ensure that sickness absence is managed proactively and robustly across the Division to seek to reduce the absence rate of the Division.
To provide sickness absence data to the HR Business Partner for reporting to the Divisional Board.
To liaise with and utilise the Occupational Health service to seek expert advice to underpin the effective, fair and proactive resolution of sickness absence cases.
To participate in job evaluation exercises using appropriate evaluation tools.
To support managers to draft sensitive and confidential letters to a professional standard regarding employment issues.
To utilise ESR and other IT systems to ensure that all relevant HR metrics are captured, analysed and reported upon to aid action and planning.
To act on information provided by the workforce planning and information team to effectively manage Divisional HR Issues. For example the management of attendance triggers, monitoring of fixed term contracts and professional registration expiration cases.
To manage the process for maternity/paternity applications and ensure the effective input and documentation
Delegate administrative tasks to the HR Assistant where appropriate and with instruction and support.
1.2 Employee Relations
To support the HR Business Partner (s) in the development of a positive approach to employment relations in designated Divisions, building strong and effective partnerships between managers, clinicians, staff and their representatives.
To advise and support managers to undertake investigations, including decisions on suspensions as appropriate. To support the manager in the development of the investigation report and support the presentation of the findings at the hearing.
To be the HR Representative on first stage capability and disciplinary hearings.
1.3 Policy Development
To lead on the development of HR policies and procedures including membership of action groups (policy sub group and staff forum).
1.4 Organisational Change and Development
To assist the HR Business Partner (s) with Organisational Development projects.
To undertake a number of specific HR projects within the Divisions as delegated.
Evaluate and observe people management capability across the Division and raise issues, ideas and suggestions to the HRBP to help ensure continual development and improvement.
Review and understand Staff Survey and FFT results and assist in the implementation of action plans.
1.5 Learning & Development
Delivering HR Skills training sessions on employment policies, procedures and other corporate initiatives.
To assist in the identification and delivery of local training needs i.e. sickness and performance management coaching for a new or developing line manager.
1.6 Research, Development and Audit
Assist in audits on departmental procedures and activity and standards to ensure compliance and integrity, and participate in audit activity carried out by others such as Internal Audit.
1.7 Training and Development
Attend all mandatory training relevant for the post.
Identify own training needs, in consultation with your line manager, and attend relevant courses/study days to enhance personal development.
Attend and actively participate in an annual personal development review.
Identify professional limitations and actively develop these whilst working within them.
Participate in continuous professional development within the workforce Division for example maintain current knowledge of employment law and case law developments.
Participate in the induction of new staff to the HR Advisory team
HEALTH & SAFETY
The post holder must not wilfully put him/herself or others at risk while at work. Safe working practices and safety precautions must be adhered to. Protective clothing and equipment must be used where appropriate
All accidents must be reported to a member of management and you are asked to participate in accident prevention by reporting all potential hazards.
EQUAL OPPORTUNITIES AND ANTI-HARASSMENT
The post holder will immediately report to their line manager any breach or suspected breach of both equal opportunity and anti-harassment guidelines.
SECURITY
The post holder has a responsibility to ensure the preservation of Trust property and resources.
SMOKING CONTROL POLICY
The Trust has adopted a smoking control policy. The policy applies to all staff, patients and visitors, and extends to the hospital grounds as well as internal areas.
INFECTION CONTROL
It is a requirement for all staff to comply with all infection control policies and procedures as set out in the Trust Infection Control manual.
PURPOSE OF JOB DESCRIPTION
This job description is provided as an outline of the key tasks and responsibilities and is not intended to be an exhaustive list. The job will change over time to reflect the changing needs of the Trust and its services, as well as the personal development needs of the post holder. A flexible approach to work and an ability to prioritise workload is required.
