To provide a specialist employee relations and resolution service to managers and staff across the Trust. This role is critical in leading and coaching managers to embed a more compassionate approach and organisational culture in the way we care for staff who experience difficulties at work. The role will require working autonomously, managing a complex caseload, and supporting and coaching managers and management teams to improve the standard of ER practice, ensuring that best practice is developed and any associated risks are managed appropriately.
The post holder will be responsible for complex employee relations case work including but not limited to the advice on and support on the investigation of cases involving medical and senior staff.
The post holder will be a subject expert in employee relations and will be required to develop training programmes for both managers and HR staff to develop the competence and capability of managers. They will also develop long-term, value-added Employee Relations processes and practices designed to enable cases to be managed through to effective conclusion in line with NHS Just Culture, best practice, and legal guidelines.
Work as an Employee Relations Consultant to support and develop an effective specialist advisory service across the range of employee relations matters, ensuring the provision of professional expert and technical guidance and support. Focus is mainly on disciplinary and grievance cases plus those absence and performance cases that require formal final stages.
Providing a people-focused ER Service that is in accordance with Trust values and strategic objectives of the Trust to drive a more compassionate approach and organisational culture, and embed our values of ‘TALK’ (We are a Team, We are Accountable, We Learn and Improve, and We are Kind) into how we approach difficult people issues, whether in respect of their conduct, performance, interpersonal relationships (including bullying and harassment), or other concerns.
Advise on medical employee relation issues, ensuring that cases are managed in accordance with Maintaining High Professional Standards (MHPS) and Trust Policies.
Support and advise wider team members with ER advice relating to sickness and performance cases and initial stages of ER casework designed to encourage reflective practice and develop confidence in decision-making.
Act as HR representative on Trust hearing and appeal panels ensuring consistency and appropriateness of recommendations.
To guide and support managers in the use of a wide range of ER interventions designed to resolve people-management issues early including process documents, best-practice advice, training, facilitated meetings, mediation, and coaching.
To promote a partnership approach with managers and trade unions in decision-making and problem solving.
To promote a culture of staff engagement and staff empowerment by confidently influencing and supporting positive decision-making in relation to ER casework.
Report on activity and performance data for the ER service and take action to improve the service and remedy any deficiencies as appropriate, including introducing new policy and practice, escalating cases, case learning reviews, identifying issues from casework, and embedding learning for the managers and wider service.
To support and coach managers to ensure we embed people-centred policies, toolkits, and practices that support a fair, proportionate, and compassionate approach to people management. This will include how we deal with conduct, performance, and sickness absence concerns as well as situations involving interpersonal relationships.
To undertake routine HR policy reviews to ensure these are people-centred, fit for purpose, compliant with legislative changes, aligned to NHS and Trust values, and reduce bureaucracy wherever possible.
Please find attached our Job Description and Person Specification for more detail on your Key Accountabilities, then if you feel you have what it takes to make a difference in your local communities, click APPLY!
Interview dates are yet to be set; you will be contacted via email and invited to book a time. These emails may go to your SPAM, so please keep checking all your emails if applying.
#J-18808-Ljbffr
The post holder will be responsible for complex employee relations case work including but not limited to the advice on and support on the investigation of cases involving medical and senior staff.
The post holder will be a subject expert in employee relations and will be required to develop training programmes for both managers and HR staff to develop the competence and capability of managers. They will also develop long-term, value-added Employee Relations processes and practices designed to enable cases to be managed through to effective conclusion in line with NHS Just Culture, best practice, and legal guidelines.
Work as an Employee Relations Consultant to support and develop an effective specialist advisory service across the range of employee relations matters, ensuring the provision of professional expert and technical guidance and support. Focus is mainly on disciplinary and grievance cases plus those absence and performance cases that require formal final stages.
Providing a people-focused ER Service that is in accordance with Trust values and strategic objectives of the Trust to drive a more compassionate approach and organisational culture, and embed our values of ‘TALK’ (We are a Team, We are Accountable, We Learn and Improve, and We are Kind) into how we approach difficult people issues, whether in respect of their conduct, performance, interpersonal relationships (including bullying and harassment), or other concerns.
Advise on medical employee relation issues, ensuring that cases are managed in accordance with Maintaining High Professional Standards (MHPS) and Trust Policies.
Support and advise wider team members with ER advice relating to sickness and performance cases and initial stages of ER casework designed to encourage reflective practice and develop confidence in decision-making.
Act as HR representative on Trust hearing and appeal panels ensuring consistency and appropriateness of recommendations.
To guide and support managers in the use of a wide range of ER interventions designed to resolve people-management issues early including process documents, best-practice advice, training, facilitated meetings, mediation, and coaching.
To promote a partnership approach with managers and trade unions in decision-making and problem solving.
To promote a culture of staff engagement and staff empowerment by confidently influencing and supporting positive decision-making in relation to ER casework.
Report on activity and performance data for the ER service and take action to improve the service and remedy any deficiencies as appropriate, including introducing new policy and practice, escalating cases, case learning reviews, identifying issues from casework, and embedding learning for the managers and wider service.
To support and coach managers to ensure we embed people-centred policies, toolkits, and practices that support a fair, proportionate, and compassionate approach to people management. This will include how we deal with conduct, performance, and sickness absence concerns as well as situations involving interpersonal relationships.
To undertake routine HR policy reviews to ensure these are people-centred, fit for purpose, compliant with legislative changes, aligned to NHS and Trust values, and reduce bureaucracy wherever possible.
Please find attached our Job Description and Person Specification for more detail on your Key Accountabilities, then if you feel you have what it takes to make a difference in your local communities, click APPLY!
Interview dates are yet to be set; you will be contacted via email and invited to book a time. These emails may go to your SPAM, so please keep checking all your emails if applying.
#J-18808-Ljbffr
