Senior People Advisor

Job description

Job responsibilities

Job Summary

Responsible for delivering a professional, comprehensive, proactive and high quality people advisory service to managers and staff and supporting the HR Business Partners in undertaking their professional and operational responsibilities.

Embed and role model the organisational values through people focused practice.

Act as the HR team lead on specific areas of work as directed by the HR Business Partners

Main Duties and Responsibilities

Provide advice and support to managers and employees on a wide range of operational Human Resources issues ensuring that issues are dealt with appropriately and in a timely manner.

Work closely with line managers to provide appropriate guidance and advice on all aspects of HR in line with the organisations policies and procedures.

Provide an effective employee relations service for the organisation including dealing with and managing all aspects of complex cases with contentious information which may be confrontational or disputed.

Be the HR representative at employee relations meetings/hearings eg, disciplinary, grievance, dignity at work, performance. This includes undertaking investigations, attending hearings, giving evidence at hearing and/or meetings which includes analysis and interpretation of information which may be contentious, highly complex and sensitive.

Ensure regular updates are provided on the progress of employee relation cases and seek advice as required.

Provide workforce information to managers in a timely and accurate manner, eg sickness data including analysing the information and advising managers of appropriate strategies.

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.

As directed the Senior HR Manager and HR Business Partners, take a lead role on specific areas of work including ongoing programmes of work and projects eg workforce reporting, wellbeing, ESR, recruitment, appointment of Board Members, staff survey.

Interpret, advise and coach employees on the application of terms and conditions of employment, ensuring compliance with the organisations policies and procedures and employment legislation.

Support with key deliverables in relation to equality, diversity and inclusion in the workplace including reporting, mandatory submissions.

Deliver and assist the development of training sessions on people management skills and workforce related topics across the organisation.

Participate in job evaluation processes ensuring compliance with national guidance.

Take a lead role in supporting managers to develop job descriptions, providing feedback as necessary.

Contribute and support the design and implementation of policies/procedures and guidelines within service area and identifying and proposing changes to administrative policies/procedures and guidelines as required.

Support the HR Business Partners and managers in relation to change management processes including TUPE, redundancy, redeployment etc providing appropriate guidance and advice.

Provide advice to managers on complex recruitment queries and ensuring recruitment processes are diverse and inclusive.

Be a proactive member of the HR team and identify implications and solutions to operational issues.

Produce specific workforce reports and briefing papers requiring analysis and using prolonged concentration and the appropriate computer, keyboard (hardware) and software packages, as required.

Develop project communication material including briefings, presentations and progress reports.

Work in partnership with Trade Union representatives on specific issues

Undertake activities in relation to workforce audits, as required.

Support in responding to employment-related Freedom of Information Act Requests and Data Protection Act Subject Access Requests, as required.

Ensure robust and accurate records management processes.

Support with activities in relation to employee engagement such as attending or presenting information to the Staff Engagement Group and Staff Networks.

Support in relation to the development of HR related service specifications and associated processes.

Formal line management responsibilities of employees, as required.

Work on own initiative, at pace and often under pressure.

Gain co-operation and agreement from managers, using effective communication skills including a degree of negotiation, persuasion or motivation skills where appropriate

Make judgements on a range of issues relating to HR, using own expertise

Plan and manage own workload to weekly, monthly and annual timescales to ensure continuity of service.

The post holder will be expected to undertake ongoing professional and development in line with the responsibilities of the post

General

The post holder will:

Treat people with dignity and respect.

Maintain a high standard of professional and personal conduct.

Develop a culture that promotes equality and values diversity. The post holder must be aware of and committed to the equality and diversity policies of the organisation.

Ensure the principles of openness, transparency and candour are observed and upheld in all working practices.

Ensure compliance with all mandatory and statutory training relevant to the post.

Be familiar with and adhere to the safeguarding policies, procedures, and guidelines for both children and adults at risk of abuse or neglect. This must be in conjunction with the Multi-agency Safeguarding Children and Safeguarding Adults at risk of abuse or neglect Multi- Agency Policy, Protocols and guidelines.

Ensure that any infection prevention and control issues are reported appropriately.

Be aware of and adhere to the provisions of the Health and Safety at Work Act and to ensure their own safety and the safety of others.

Maintain confidentiality and adhere to the principles of data security and data protection.

Follow a professional Code of Conduct, where relevant to the post.

Participate in the organisational appraisal process.

Be expected to undertake ongoing professional and personal development in line with the responsibilities of the post.

This job description is not intended to be exhaustive. It describes the main duties and responsibilities of the post. It may be subject to change in accordance with developing organisational and service needs and wherever necessary, will follow appropriate consultation with the post holder. The post holder may be directed to complete other duties according to organisational requirements. These duties will always be reasonable and commensurate with the skills of the post holder and level of the post.

Person Specification

Other

Essential

• Highly resilient with the ability to cope under pressure
• Proactive, responsive and solution focused

Skills & behaviours

Essential

• Attention to detail, able to work accurately, identifying and rectifying errors quickly
• Able to analyse and interpret complex workforce data to draw conclusions
• Excellent communication skills, verbal and written, with the ability to adapt communication style and content to suit the audience.
• Planned and organised approach with ability to manage competing priorities in order to meet deadlines
• IT skills (Microsoft packages)

Desirable

• Training, presentation and facilitation skills
• Project Management skills

Qualifications

Essential

• Educated to degree level in Human Resources Management or demonstrable experience of an equivalent level
• Chartered Institute of Personnel and Development (CIPD) Level 5 qualification or equivalent level of demonstrable experience within Human Resources Management
• Working towards or willingness to work towards Level 7 Chartered Institute of Personnel and Development (CIPD) qualification or equivalent qualification

Desirable

• Coaching Qualification

Experience

Essential

• Provision of advice to managers on a range of areas including terms and conditions of employment and application of employment policy and legislation
• Experience of dealing with employee relations casework and organisational change processes
• Design and development of employment policy
• Producing and analysing workforce reports
• Knowledge of employment reward and job evaluation
• Importance of maintaining effective employment record management systems
• Working in partnership with Trade Unions
• Knowledge of employment equality, diversity and inclusion issues

Desirable

• Working knowledge of Agenda for Change Terms and Conditions
• Trained in NHS Agenda for Change Job Evaluation

Employer details

Employer name

NHS West Yorkshire Integrated Care Board

Address

Nhs Wakefield C C G

West Parade

Wakefield

West Yorkshire

WF1 1LT

Employer's website

http://www.westyorkshire.icb.nhs.uk (Opens in a new tab)