Work with managers, trade union representatives and partner organisations on employment issues. Work closely with managers to und.....
Work with managers, trade union representatives and partner organisations on employment issues. Work closely with managers to understand current business issues and challenges so that HR input is relevant and timely. Work collaboratively with other teams in order to deliver a high quality HR Service and contribute to ongoing improvements, build relationships and a positive working culture. Pro-actively work towards improving HR processes and communication in order for NHS GM and its localities to be able to function without the on-site presence of a People Services representative. Act as the expert point of contact for managers, providing accurate, timely and sound advice on ER issues, HR policies, employment law, terms and conditions to assist in identifying effective solutions and using influencing skills to ensure best practice and escalating more complex cases, seeking advice and support from the People Partner's on issues as necessary. Provide, receive and process highly complex, sensitive and contentious HR information both orally and in writing requiring tact and diplomacy, e.g. disciplinary and sickness including one to one, facilitating groups and delivering training. Facilitate the development of HR skills in managers by providing advice, guidance and coaching on all issues connected to the employment relationship, empowering managers to take responsibility for people management and ensuring consistency across NHS GM. Promote, communicate and implement national HR initiatives, advising managers to ensure staff are aware of their contents. Assist the People Partner's with preparing reports and papers for consideration by the senior management team and committees where necessary. Analyse and make decisions on complex multi stranded HR issues, such as the outcome to disciplinary, grievance and capability hearings, and the interpretation of terms and conditions of service and HR policies. Regularly receive, review and interpret workforce reports to inform management and service decision making and access such reports directly via ESR. Ensure that records and information are maintained in a way that allows up-to-date and timely information to be available in line with Data Protection legislation. Use relevant IT system(s) to accurately record activity / data as appropriate for job role within an agreed time frame. Maintain information relevant to the Strategic/Assistant People Partner's and the Employee Relations team e.g. for the purpose of E&D, reporting to Committees etc. Work closely with managers to review and analyse trends to develop proactive approaches to people management in the organisations. Work closely with workforce information team to identify and improve the quality of workforce data. Experience of using and extracting information from HR Databases. Manipulate, analyse and interpret workforce data utilising ESR to provide recommendations to the Strategic/Assistant People Partner's on future actions to best support NHS GM. Support managers in the operation of all HR policies and procedures including, probation, absence management, disciplinary, grievance, capability, flexible working and organisation change, co-ordinating consultations, investigations and organising hearings where appropriate. Prioritise demanding workload and plan highly complex activities including conflicting and time pressured meetings. Organise and attend regular multi-disciplinary meetings with managers. Apply skills and knowledge to react to unplanned situations, for example advising a manager on a misconduct issue. Take an active involvement in the development of the team including processes, templates, procedures, communications and therefore to contribute to the development and continual improvement of the HR Advisor service. Be responsible for prioritising own workload. Lead on or assist the Strategic/Assistant People Partner's with work that may not sit within a particular work stream/locality as well as project work. HR Advisors may be involved in work around processes, policy and procedure that cross over with other teams. Actively seek out opportunities to improve effectiveness and to take ownership of pieces of work that are then implemented. Be mindful of the current healthcare agenda and market, to create an environment of continual change and influence the HR agenda moving forwards by proposing future projects and supporting projects as commissioned by the Strategic/Assistant People Partner's. Lead on the updating of HR policies and procedures within a particular portfolio. Safe use of equipment e.g. setting up of meeting/training room facilities when required. All staff who come into contact with children, young people, and adults who may be parents or carers have a responsibility to ensure they are trained and competent to be alert to potential indicators of abuse or neglect in children, and know how to act on their concerns in line with the relevant applicable procedures. Provide guidance, support and development to the HR Assistant and wider People Services Team. Provide credible complex advice to employees with regard to all issues associated with their employment e.g. grievance, bullying and harassment and flexible working options. Work with the Strategic/Assistant People Partner's to deliver a high quality, comprehensive and effective range of generalist HR/employee relations service to management and employees within NHS GM. Work with the Strategic/Assistant People Partner's to ensure that all people aspects of change are well managed and communicated. To support the Strategic/Assistant People Partner's in facilitating the management of change, including the handling of redeployment, relocation and redundancy issues affecting NHS GM. Support staff in the process of redeployment and redundancy in the appropriate manner and build up relationships with all parties. Ensure all TUPE, TUPE like and staff transfers are carried out in accordance with legislation and policy. Participate in the recruitment and selection process and advise managers on recruitment and retention issues and processes. Evaluate jobs in accordance with the NHS job evaluation process. Advise staff and management regarding issues around re-banding, acting up etc and ensuring all relevant processes followed correctly. Support the delivery of specific projects to achieve the implementation of strategic Workforce and OD objectives. Contribute to the development and implementation of fair and equitable employment policies, procedures and practices, which contribute to NHS GM developing as an exemplar employer. Work closely with the Employment Services team to provide an efficient and effective customer query response system and to be actively involved with the service desk rota as and when required. Deputise for the Strategic/Assistant People Partner's on matters relating to both standard day to day and specialist HR queries on specific policy areas Provide support and development to other team members as and when required. Assist in the building up of the new team in terms of practicalities e.g. processes, as well as team building. Contribute to the development of the teams objectives and to then agree personal objectives as part of the PDP process. To actively participate in regular 1-1's with your line manager and in the performance review process on an annual basis, including a review of what aspects of your role are being done well, and the identification of any areas for development. Ensure professional knowledge is up to date through CPD, applying knowledge and contributing ideas for the development of professional practice. Take responsibility for own learning and development and keep up to date with all employment-related issues, including changes in legislation, and maintain a working knowledge of terms and conditions of service. In conjunction with the Strategic/Assistant People Partner's, develop and deliver awareness sessions, presentations, training and toolkits to employees and managers on HR policies and procedures to inform, educate and support as and when required. Support the development of skills and knowledge of new team members, during induction. Support the development of skills and knowledge of colleagues during periods of change in work practice. Provide coaching to managers on how to complete HR/pay related documentation. Maintain information for the team & wider People Services team e.g. case logs, absence records Minute formal, complex and highly sensitive ER meetings and follow up any actions as required. Manipulate, analyse and interpret workforce data utilising ESR to provide recommendations to Managers on future actions to best support the organisation. Use relevant IT system(s) to accurately record activity / data as appropriate for job role within an agreed time frame. Support managers in the creation of formal reports to be presented at multi-disciplinary panels. The post holder is guided by precedent; works within the constraints of terms and conditions of service, HR policies and procedures, and employment legislation. Priorities are set but post holder manages own workload and works independently. Guidance is provided by the Strategic/Assistant People Partner's. Undertake any other reasonable duty, which is appropriate to the band, when requested by Senior Staff. Undertake essential research projects to analyse and respond to current and projected HR needs within the organisation, sharing learning and findings with colleagues. Undertake ad hoc projects regarding researching best practice. Carry out your duties in a way that supports equality and values diversity.
