HR Advisor

Job description

Job responsibilities

Main Duties and Responsibilities

1. Employee Relations: To provide HR support to managers on a range of employee relations issues, specifically around sickness absence management, grievance and disciplinary management, ensuring internal policies and procedures are followed and supporting managers in following and implementing the procedures. Comply with the monitoring of day-to-day HR caseload by keeping the monitoring spreadsheet up-to-date.
2. Proactively manage sickness absence in line with the organisations Sickness Absence Management Policy, supporting managers to ensure quality and timely referrals to occupational health and informal and/or formal meetings/ hearings as appropriate.
3. Take a lead role on, with support from the HR Business Partner, on complex sickness case reviews.
4. Ensure regular updates are provided on the progress of employee relation cases and seek advice as required.
5. Provide workforce information to managers in a timely and accurate manner, eg sickness data including, analysing the information and advising managers of appropriate strategies.
6. To support the HR Business Partner with consultations, e.g. attending meetings, undertaking redeployment interviews etc.
7. Develop and maintain effective consultation processes with staff side representatives as appropriate. Ensure the organisation adheres to the Trusts policy to invite staff side colleagues to attend individual meetings with employees; and facilitate wider involvement of staff side representatives in staff consultations, and reorganisation and redeployment situations.
8. Interpret and advise managers on the application of terms and conditions of employment, ensuring compliance with the organisation's internal policies and procedures and employment legislation.
9. To ensure the Service Divisions compliance with employment legislation. In support of the HR Business Partner, assist in proactively advising Service Managers of the implications of new legislation.
10. Participate in work to harmonise and develop Trust-wide HR policies in response to changes in employment legislation and the transfer in of groups of staff under TUPE.
11. Ensure the Trusts compliance with equal opportunity and diversity legislation. This may incorporate knowledge of discrimination law, awareness of protected characteristics, and completion of equality impact assessment documentation.
12. Resourcing: Advise, and report to the HR Business Partner, on all matters related to the appropriate use of people resources within the division. Advise on recruitment issues where appropriate.
13. Support managers in the area of workforce utilisation to improve both individual, team and organisational performance. Support managers in the management of capability and performance issues in their teams with the aim of reducing sickness absence and managing under-performance.Ensure that processes are established, monitored and reviewed which support the retention of staff.
14. Training & Development: Contribute to the design, development and implementation of training & development programmes to meet identified needs. This will include informal coaching and the writing and presenting of courses on HR subjects.
15. Information Management & Analysis: Undertake regular data analysis for the Service Division and share key metrics with Service Leads/Locality Managers. Discuss trends with managers as a basis for performance management, management of attendance and delivering improvement. Validate information to ensure it is accurate.
16. Agenda for Change job matching: to advise on job matching/evaluation and banding and to act as a panel member as part of the job matching process

Communicates highly complex, sensitive and contentious information, e.g. delivering contentious information in redeployment, redundancy and relocation situations; consults and negotiates with staff side representatives where agreement and co-operation are required; supports managers at grievance and disciplinary hearings; presents specialist training courses in own discipline to large groups; communication with both internal and external agencies, e.g. County Council, other organisations in TUPE situations; trades unions. Promotes anti-discriminatory practice

People Management:

Maintain own professional development and requirement to take part in appraisal and KSF process

Required to undertake audits, as necessary to own work, i.e. caseload audits.

1. Observe and maintain strict confidentiality with regards to any patient/family/staff/records and information in line with the requirements of the Data Protection Act
2. Any data that is taken/shared as part of a phone call or transported, faxed, or transferred electronically must be undertaken with regard to the Trust Information Governance and Information Security policies.
3. The post holder must adhere to the Trust risk assessment and risk management processes
4. The post holder must adhere to infection control policies and procedures
5. Undertake mandatory training and any other training relevant to the role as required by Cambridgeshire Community Services NHS Trust.
6. The post holder must participate in clinical and safeguarding audits as required
7. The post holder is required to participate in relevant emergency preparedness process for their team.

Person Specification

Knowledge & Skills

Essential

• Ability to lead HR training courses & present to large groups
• Investigation & report writing skills

Desirable

• Knowledge of Agenda for Change Terms and Conditions

Qualifications & Training

Essential

• CIPD qualified, or equivalent experience

Experience

Essential

• Experience of advising managers on a range of employee relations issues, including grievance, disciplinary, performance management & complex absence management.
• Demonstrable experience of working in an HR generalist role

Desirable

• Working in an NHS organisation

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.

Certificate of Sponsorship

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).

Employer details

Employer name

Cambridgeshire Community Services NHS Trust

Address

Norfolk, Bedfordshire or Cambridgeshire

Units 7&8 Meadow Lane

St Ives

PE27 4LG

Employer's website

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