Portsmouth Hospitals University NHS Trust
This job is only open for applications for individuals employed within the Hampshire and Isle of Wight NHS Care System. Location: Across sites, both Isle of Wight NHS Trust and Portsmouth Hospitals University NHS Trust (frequency of visits to each site, to be agreed locally) Position Type: Full-time, 37.5 hours per week Salary: Band 8a - £53,755 - £60,504 per annum The Senior Employee Relations Manager, based across the Isle of Wight NHS Trust and Portsmouth Hospitals University NHS Trust, plays a vital role in delivering strategic leadership in employee relations. The suitable candidate will oversee a wide range of operational functions and guarantee the application of outstanding employee relations practices, promoting a fair and learning-oriented culture within the Trusts, encouraging ongoing improvement, and enhancing organisational resilience. Main duties of the job
As a key strategic collaborator, the Senior Employee Relations Manager is tasked with effectively managing and advancing employee relations practices across both trusts. This dynamic position demands a proactive approach to leading the Employee Relations Team, ensuring their activities align with the trusts' strategic goals while fostering an environment of collaboration and empowerment. Job responsibilities
Key Responsibilities: Provide strategic oversight and direction for the Employee Relations Team, setting ambitious targets and cultivating a high-performance culture that aligns with the Trusts mission and values. Mentor and develop team members to enhance their capabilities, ensuring they are equipped to address complex employee relations issues while promoting a learning and just workplace environment. Collaborate closely with the Head of Employee Relations and Equality, Diversity, and Inclusion (EDI) to define and implement People strategies that drive organisational effectiveness, improve employee engagement, and support continuous cultural improvement initiatives. Lead case reviews for complex employee relations matters, applying a just and learning approach to conflict resolution and employee engagement, ensuring fairness and transparency in all processes. Person Specification
Qualifications
Chartered Institute of Personnel and Development Professional Qualification (Post graduate level 7) or equivalent Evidence of continuing personal and professional development Membership of the Chartered Institute of Personnel and Development (CIPD) Coaching Qualification Experience
Previous experience of managing complex employee relations casework, including sickness absence and health and wellbeing. Able to demonstrate the delivery of initiatives that have reduced sickness absence Policy development, designing and/or improving process and systems Supervising/managing staff Providing high-quality case supervision Positively engaging with trade unions and staff In-depth knowledge and experience of employment legislation Experience of a large, highly complex organisation / NHS Facilitation Skills Employment Legal negotiations Additional criteria
Good understanding of best practice in improving attendance and creating healthy work environments Excellent written and verbal communication skills, with a particular emphasis on report writing for the board and employment tribunals. Evidence of expertise, interest and continuing professional development in sickness management and/or supporting staff with disabilities Strong track record and commitment to equality and inclusion with expert knowledge of disability Demonstrable experience of interpreting and applying terms and conditions of an organisation Digital literacy with ability to effectively use technology to work efficiently and deliver objectives Sound understanding of employment legislation and regulations, with experience in dealing with employment tribunals and related legal matters. Experience in handling sensitive HR issues and employee relations matters, including managing conflicts and disputes effectively. Sound understanding and interpretation of NHS Medical and national Terms and Conditions Understanding of health and safety standards; NICE guidance and the latest best practice in improving attendance at work Able to demonstrate innovation and new approaches in improving attendance Experience in safeguarding and PipPot process. 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.
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This job is only open for applications for individuals employed within the Hampshire and Isle of Wight NHS Care System. Location: Across sites, both Isle of Wight NHS Trust and Portsmouth Hospitals University NHS Trust (frequency of visits to each site, to be agreed locally) Position Type: Full-time, 37.5 hours per week Salary: Band 8a - £53,755 - £60,504 per annum The Senior Employee Relations Manager, based across the Isle of Wight NHS Trust and Portsmouth Hospitals University NHS Trust, plays a vital role in delivering strategic leadership in employee relations. The suitable candidate will oversee a wide range of operational functions and guarantee the application of outstanding employee relations practices, promoting a fair and learning-oriented culture within the Trusts, encouraging ongoing improvement, and enhancing organisational resilience. Main duties of the job
As a key strategic collaborator, the Senior Employee Relations Manager is tasked with effectively managing and advancing employee relations practices across both trusts. This dynamic position demands a proactive approach to leading the Employee Relations Team, ensuring their activities align with the trusts' strategic goals while fostering an environment of collaboration and empowerment. Job responsibilities
Key Responsibilities: Provide strategic oversight and direction for the Employee Relations Team, setting ambitious targets and cultivating a high-performance culture that aligns with the Trusts mission and values. Mentor and develop team members to enhance their capabilities, ensuring they are equipped to address complex employee relations issues while promoting a learning and just workplace environment. Collaborate closely with the Head of Employee Relations and Equality, Diversity, and Inclusion (EDI) to define and implement People strategies that drive organisational effectiveness, improve employee engagement, and support continuous cultural improvement initiatives. Lead case reviews for complex employee relations matters, applying a just and learning approach to conflict resolution and employee engagement, ensuring fairness and transparency in all processes. Person Specification
Qualifications
Chartered Institute of Personnel and Development Professional Qualification (Post graduate level 7) or equivalent Evidence of continuing personal and professional development Membership of the Chartered Institute of Personnel and Development (CIPD) Coaching Qualification Experience
Previous experience of managing complex employee relations casework, including sickness absence and health and wellbeing. Able to demonstrate the delivery of initiatives that have reduced sickness absence Policy development, designing and/or improving process and systems Supervising/managing staff Providing high-quality case supervision Positively engaging with trade unions and staff In-depth knowledge and experience of employment legislation Experience of a large, highly complex organisation / NHS Facilitation Skills Employment Legal negotiations Additional criteria
Good understanding of best practice in improving attendance and creating healthy work environments Excellent written and verbal communication skills, with a particular emphasis on report writing for the board and employment tribunals. Evidence of expertise, interest and continuing professional development in sickness management and/or supporting staff with disabilities Strong track record and commitment to equality and inclusion with expert knowledge of disability Demonstrable experience of interpreting and applying terms and conditions of an organisation Digital literacy with ability to effectively use technology to work efficiently and deliver objectives Sound understanding of employment legislation and regulations, with experience in dealing with employment tribunals and related legal matters. Experience in handling sensitive HR issues and employee relations matters, including managing conflicts and disputes effectively. Sound understanding and interpretation of NHS Medical and national Terms and Conditions Understanding of health and safety standards; NICE guidance and the latest best practice in improving attendance at work Able to demonstrate innovation and new approaches in improving attendance Experience in safeguarding and PipPot process. 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.
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