Senior Employee Relations Case Advisor
Venesky-Brown’s client, a public sector organisation in Croydon, is currently looking to recruit a Senior Employee Relations Case Advisor for an initial 3 month contract on a rate of £21.96/hour PAYE. This role will be based onsite.
Responsibilities:
– Establish strong working relationships with managers in assigned directorate teams to support the employee relations and management upskilling requirements within the service.
– Provide an expert and up to date knowledge to all employees and staff side representatives HR policies and procedures and employment law processes as applicable and ensuring appropriate signposting and support.
– Provide first point of contact HR advice and support to the designated directorate/team to support and encourage early resolution of employee relations issues when raised ensuring that the risk associated with such cases are effectively managed seeking advice and support from the Head of Strategic Employee Relations as appropriate and including: –
– Work closely with the Health & Wellbeing Team and Occupational Health to develop effective support packages for staff in difficulty or distress via the Trusts EAP service to gain the relevant support
– Encourage and support robust sickness management strategies with the Case
– Management Team which supports staffs health and wellbeing and reduces the time they are off sick and are supported through the process and on their return to work
– Work and prepare line managers to attend formal hearings and present their management cases. Support new managers at formal hearings to present their case if and where appropriate.
– Play a lead role in conjunction with HR Business Partners on consultation and restructuring processes including advice regarding redundancy. Where appropriate provide support to line managers in the handling of redeployment and redundancy processes including support to conduct 1 – 1 consultation meetings and provide written communication to affected employees ensuring that all rights and entitlements in an ‘at risk’ situation are advised and maintained.
– To work as a member of job evaluation panels with staff side representatives to ensure an efficient and consistent job evaluation process across the joint Trusts.
– To participate in the authoring, updating and revision of HR Policies, guidance and document templates as requested.
– To support the Trust in reaching the aspiration of becoming a Centre of Excellence in Employee Relations by leading and promoting equal opportunities, fairness, equity and inclusion through all People processes.
– To utilise existing national resources and tools as much as possible to support the Head of Strategic Employee Relations to deliver a restorative approach to employee relations.
– To evaluate the effectiveness and impact of employee relations initiatives and interventions with regular engagement sessions for staff.
Accurately record all ER related case work on the Trust’s recording system and escalate complex ER issues to the Head of Strategic Employee Relations for advice, support and guidance.
– Compile reports for any of the Trust’s senior management teams on HR/ER activity highlighting any areas of concern in conjunction with the relevant HR Business Partner
– Support the Head of Strategic Employee Relations to develop a restorative approach to employee relations
– To work in partnership as appropriate with the Trust’s recognised trade unions and their representatives and Regional Officers in resolving staffing issues or other joint working projects.
– Work collaboratively with the HR and OD Directorate to ensure that the provision and monitoring of employee relations initiatives and general HR advise is suitable for enhancing staff support across the Trust.
– Adapt communication and delivery style to overcome barriers to aid understanding of subject, particularly around sensitive and/or complex topics related to employment law.
– Support the dissemination and good communication of relevant information through various campaigns, through a network of link staff, and through the management of the Employee Relations pages on the Trust Intranet
– Provide analysis of organisational / divisional needs in relation to employee relations staff wellbeing in collaboration with business partners and operations.
– Support the Head of Strategic Employee Relations through the development, evaluation/assurance and provision of HR advice and any employee relations programmes and interventions that promote a values driven Trust with accountable and empowered managers and staff.
– Work proactively in raising staff management skills of line managers through the preparation, design and facilitation of HR management briefing sessions in conjunction with all HR Advisor peers across both Trusts to ensure that consistent message and process is applied to all staff in line with agreed policies. Briefing and training sessions to be scheduled to run throughout the year.
– To organise on-going support for managers and staff on any employee relations or HR initiatives. To ensure their they receive the training and tools to fulfil their duties to support staff as appropriate.
– To maintain standards in accordance with professional codes of conduct and accountability and recognise individual responsibility for personal and professional development.
– To ensure that own skills and knowledge are updated in line with professional and national
– developments and the requirements of the post.
– To demonstrate a commitment to lifelong learning through supervision, reflective practice and the promotion of education in practice.
– To contribute to a learning environment which facilitates appropriate education and training for staff wellbeing.
– Promote best practice in multi-disciplinary working, efficiency and effectiveness of HR/OD services, systems, values and behaviours.
– To contribute to HR Directorate meetings and contribute to overall HR Directorate objectives and achievements.
– To ensure that confidentiality of personal information is maintained at all times.
– To ensure that Croydon Health Services Policies and Procedures are adhered to.
– To work collaboratively with HR networks, local and national workforce leads and organisations.
– To work flexibly and provide cover for colleagues where necessary.
– The following statements must be included (within the exception of 7 which only applies to clinical staff and 9, which only applies to posts that require professional registration).
– To work in accordance with the Trust’s Here for You standards to consistently demonstrate the behaviours required to fulfil the promises we have made to the people of Croydon. These promises, developed with our patients, carers and staff help us deliver the pledges in the NHS Constitution and our own corporate objectives.
– To ensure that Croydon Healthcare Services Trust’s policies and procedures are adhered to.
– To have responsibility for the Health, Safety and Welfare of self and others and to comply at all times with the requirements of the Health and Safety Regulations and the Trust’s Health and Safety policies and procedures.
– To ensure confidentiality at all times, only releasing confidential information obtained during the course of employment to those acting in an official capacity in accordance with the provisions of the Data Protection Act and its amendments.
– To work in accordance with the Trust’s policies to eliminate unlawful discrimination and promote equality and diversity in the workplace. To positively promote at all times equality of opportunity in service delivery and employment in accordance with Trust policies, regardless of age, disability, race, nationality, ethnic or national origin, gender, religion, belief, sexual orientation or domestic circumstances.
– To adhere to the Trust Infection Control Policy, procedures and guidelines, and in particular practice strict hand hygiene at all times while carrying out clinical duties, in line with the responsibilities placed on employees by the Health Act 2006: Code of Practice for the prevention and control of healthcare associated infections (HCAIs). The prevention and control of HCAIs must be embedded into everyday clinical practice and applied consistently.
– All clinical staff hold responsibility for ensuring they have sound knowledge of standard infection control precautions and that no omission on their part or within the sphere of their responsibility is detrimental to the interests or safety of their patients, visitors and colleagues.
– Clinical staff must keep their infection control knowledge and skills up to date by attending the Trust’s mandatory infection control training, a record of which will be kept and information provided to line managers as required.
– To comply with Safe Guarding Children and Vulnerable Adults policies, procedures and protocols. All individual members of staff (paid or unpaid) have a duty to safeguard and promote the welfare of children, young people and vulnerable adults This will require you to:
– Ensure you are familiar with and comply with the London Child Protection Procedures and protocols for promoting and safeguarding the welfare of children and young people.
– Ensure you are familiar and comply with the Croydon Multi Agency Safeguarding Vulnerable Adults Pan London Procedures.
– Ensure you are familiar and comply with local protocols and systems for information sharing.
– Know the appropriate contact numbers and required reporting lines.
– Participate in required training and supervision.
– Comply with required professional boundaries and codes of conduct
Essential Skills:
– Educated to degree level or equivalent experience ideally with a minimum of a level 5 CIPD qualification
– Evidence of continued professional development within an ER environment
– Demonstrable experience of providing a wide range of operational employee relations services to staff at all levels
– Demonstrable experience of designing and facilitating management training/briefing sessions on HR policies and procedures and management of staff
– Able to review and update HR policies and procedures in line with changes to employment law, Trust values and/or case law as required
– Understanding and experience of job evaluation processes
– Demonstrable knowledge of working at a senior HR/ER level within a complex unionised environment
– Up to date knowledge of employment law, ACAS Codes of Good Practice and their practical application in a unionised environment
– Good communication and interpersonal skills with the ability to influence and negotiate with managers and staff to enable the provision of an effective and efficient ER service within the Trust
– Ability to analyse and problem solve from complex information and communicate with managers and staff to assist in determining informed decisions
– Familiar with electronic HR reporting and recording systems and producing reports as required
– Ability to work under pressure and meet deadlines
– Has personal integrity
– Committed to promoting diversity and awareness of equal opportunities
– Demonstrates commitment to the values, principles of public service and health and social care in particular
– Flexible approach to working arrangements
– Able to satisfactorily meet the requirements of pre-employment checks
– Able and prepared to travel to other Trust sites to effectively carry out the duties of the job role
Desirable Skills:
– Trained and experience of the NHS Agenda for Change (AFC) job evaluation process
– Trained AFC job matcher
– NHS experience
– Coaching or mediation knowledge of skills
– Familiarity with ESR
– Familiarity with ER Tracker
If you would like to hear more about this opportunity please get in touch.
Responsibilities:
– Establish strong working relationships with managers in assigned directorate teams to support the employee relations and management upskilling requirements within the service.
– Provide an expert and up to date knowledge to all employees and staff side representatives HR policies and procedures and employment law processes as applicable and ensuring appropriate signposting and support.
– Provide first point of contact HR advice and support to the designated directorate/team to support and encourage early resolution of employee relations issues when raised ensuring that the risk associated with such cases are effectively managed seeking advice and support from the Head of Strategic Employee Relations as appropriate and including: –
- Management of Sickness Absence
- Disciplinary
- Grievance
- Harassment and Bullying
- Performance management – capability
- Investigations best practice
- Employment Tribunal preparation
– Work closely with the Health & Wellbeing Team and Occupational Health to develop effective support packages for staff in difficulty or distress via the Trusts EAP service to gain the relevant support
– Encourage and support robust sickness management strategies with the Case
– Management Team which supports staffs health and wellbeing and reduces the time they are off sick and are supported through the process and on their return to work
– Work and prepare line managers to attend formal hearings and present their management cases. Support new managers at formal hearings to present their case if and where appropriate.
– Play a lead role in conjunction with HR Business Partners on consultation and restructuring processes including advice regarding redundancy. Where appropriate provide support to line managers in the handling of redeployment and redundancy processes including support to conduct 1 – 1 consultation meetings and provide written communication to affected employees ensuring that all rights and entitlements in an ‘at risk’ situation are advised and maintained.
– To work as a member of job evaluation panels with staff side representatives to ensure an efficient and consistent job evaluation process across the joint Trusts.
– To participate in the authoring, updating and revision of HR Policies, guidance and document templates as requested.
– To support the Trust in reaching the aspiration of becoming a Centre of Excellence in Employee Relations by leading and promoting equal opportunities, fairness, equity and inclusion through all People processes.
– To utilise existing national resources and tools as much as possible to support the Head of Strategic Employee Relations to deliver a restorative approach to employee relations.
– To evaluate the effectiveness and impact of employee relations initiatives and interventions with regular engagement sessions for staff.
Accurately record all ER related case work on the Trust’s recording system and escalate complex ER issues to the Head of Strategic Employee Relations for advice, support and guidance.
– Compile reports for any of the Trust’s senior management teams on HR/ER activity highlighting any areas of concern in conjunction with the relevant HR Business Partner
– Support the Head of Strategic Employee Relations to develop a restorative approach to employee relations
– To work in partnership as appropriate with the Trust’s recognised trade unions and their representatives and Regional Officers in resolving staffing issues or other joint working projects.
– Work collaboratively with the HR and OD Directorate to ensure that the provision and monitoring of employee relations initiatives and general HR advise is suitable for enhancing staff support across the Trust.
– Adapt communication and delivery style to overcome barriers to aid understanding of subject, particularly around sensitive and/or complex topics related to employment law.
– Support the dissemination and good communication of relevant information through various campaigns, through a network of link staff, and through the management of the Employee Relations pages on the Trust Intranet
– Provide analysis of organisational / divisional needs in relation to employee relations staff wellbeing in collaboration with business partners and operations.
– Support the Head of Strategic Employee Relations through the development, evaluation/assurance and provision of HR advice and any employee relations programmes and interventions that promote a values driven Trust with accountable and empowered managers and staff.
– Work proactively in raising staff management skills of line managers through the preparation, design and facilitation of HR management briefing sessions in conjunction with all HR Advisor peers across both Trusts to ensure that consistent message and process is applied to all staff in line with agreed policies. Briefing and training sessions to be scheduled to run throughout the year.
– To organise on-going support for managers and staff on any employee relations or HR initiatives. To ensure their they receive the training and tools to fulfil their duties to support staff as appropriate.
– To maintain standards in accordance with professional codes of conduct and accountability and recognise individual responsibility for personal and professional development.
– To ensure that own skills and knowledge are updated in line with professional and national
– developments and the requirements of the post.
– To demonstrate a commitment to lifelong learning through supervision, reflective practice and the promotion of education in practice.
– To contribute to a learning environment which facilitates appropriate education and training for staff wellbeing.
– Promote best practice in multi-disciplinary working, efficiency and effectiveness of HR/OD services, systems, values and behaviours.
– To contribute to HR Directorate meetings and contribute to overall HR Directorate objectives and achievements.
– To ensure that confidentiality of personal information is maintained at all times.
– To ensure that Croydon Health Services Policies and Procedures are adhered to.
– To work collaboratively with HR networks, local and national workforce leads and organisations.
– To work flexibly and provide cover for colleagues where necessary.
– The following statements must be included (within the exception of 7 which only applies to clinical staff and 9, which only applies to posts that require professional registration).
– To work in accordance with the Trust’s Here for You standards to consistently demonstrate the behaviours required to fulfil the promises we have made to the people of Croydon. These promises, developed with our patients, carers and staff help us deliver the pledges in the NHS Constitution and our own corporate objectives.
– To ensure that Croydon Healthcare Services Trust’s policies and procedures are adhered to.
– To have responsibility for the Health, Safety and Welfare of self and others and to comply at all times with the requirements of the Health and Safety Regulations and the Trust’s Health and Safety policies and procedures.
– To ensure confidentiality at all times, only releasing confidential information obtained during the course of employment to those acting in an official capacity in accordance with the provisions of the Data Protection Act and its amendments.
– To work in accordance with the Trust’s policies to eliminate unlawful discrimination and promote equality and diversity in the workplace. To positively promote at all times equality of opportunity in service delivery and employment in accordance with Trust policies, regardless of age, disability, race, nationality, ethnic or national origin, gender, religion, belief, sexual orientation or domestic circumstances.
– To adhere to the Trust Infection Control Policy, procedures and guidelines, and in particular practice strict hand hygiene at all times while carrying out clinical duties, in line with the responsibilities placed on employees by the Health Act 2006: Code of Practice for the prevention and control of healthcare associated infections (HCAIs). The prevention and control of HCAIs must be embedded into everyday clinical practice and applied consistently.
– All clinical staff hold responsibility for ensuring they have sound knowledge of standard infection control precautions and that no omission on their part or within the sphere of their responsibility is detrimental to the interests or safety of their patients, visitors and colleagues.
– Clinical staff must keep their infection control knowledge and skills up to date by attending the Trust’s mandatory infection control training, a record of which will be kept and information provided to line managers as required.
– To comply with Safe Guarding Children and Vulnerable Adults policies, procedures and protocols. All individual members of staff (paid or unpaid) have a duty to safeguard and promote the welfare of children, young people and vulnerable adults This will require you to:
– Ensure you are familiar with and comply with the London Child Protection Procedures and protocols for promoting and safeguarding the welfare of children and young people.
– Ensure you are familiar and comply with the Croydon Multi Agency Safeguarding Vulnerable Adults Pan London Procedures.
– Ensure you are familiar and comply with local protocols and systems for information sharing.
– Know the appropriate contact numbers and required reporting lines.
– Participate in required training and supervision.
– Comply with required professional boundaries and codes of conduct
Essential Skills:
– Educated to degree level or equivalent experience ideally with a minimum of a level 5 CIPD qualification
– Evidence of continued professional development within an ER environment
– Demonstrable experience of providing a wide range of operational employee relations services to staff at all levels
– Demonstrable experience of designing and facilitating management training/briefing sessions on HR policies and procedures and management of staff
– Able to review and update HR policies and procedures in line with changes to employment law, Trust values and/or case law as required
– Understanding and experience of job evaluation processes
– Demonstrable knowledge of working at a senior HR/ER level within a complex unionised environment
– Up to date knowledge of employment law, ACAS Codes of Good Practice and their practical application in a unionised environment
– Good communication and interpersonal skills with the ability to influence and negotiate with managers and staff to enable the provision of an effective and efficient ER service within the Trust
– Ability to analyse and problem solve from complex information and communicate with managers and staff to assist in determining informed decisions
– Familiar with electronic HR reporting and recording systems and producing reports as required
– Ability to work under pressure and meet deadlines
– Has personal integrity
– Committed to promoting diversity and awareness of equal opportunities
– Demonstrates commitment to the values, principles of public service and health and social care in particular
– Flexible approach to working arrangements
– Able to satisfactorily meet the requirements of pre-employment checks
– Able and prepared to travel to other Trust sites to effectively carry out the duties of the job role
Desirable Skills:
– Trained and experience of the NHS Agenda for Change (AFC) job evaluation process
– Trained AFC job matcher
– NHS experience
– Coaching or mediation knowledge of skills
– Familiarity with ESR
– Familiarity with ER Tracker
If you would like to hear more about this opportunity please get in touch.
