Employee Relations Advisor

at  Moorfields Eye Hospital NHS Foundation Trust

The ER advisor will provide a full range of comprehensive and professional HR services within a nominated directorate and/or service across the trust. They will build and maintain credible and productive relationships by working in partnership with divisional, service and department leads, employees, HR business partners, staff side representatives and HR colleagues. The ER advisor will offer specialist and generalist support and advice on the full range of ER issues including NHS terms and conditions of employment; management of change and TUPE; retirement, maternity/parental leave; disciplinary; grievances; job evaluation etc. The ER advisor will develop and/or support the development of streamlined, standardised user friendly HR policies, processes, standard templates and toolkits in line with business needs.
The ER advisor will be responsible for identifying gaps in compliance with DBS, right to work and professional registration and will work with line managers and employees to address these, escalating concerns as necessary. Responsible for ensuring fixed term contract terminations are actioned in a timely fashion by trust managers, providing regular reports ahead of expiry dates and signposting to the ESR support team where systems training or assistance is required. To advise and support managers in the undertaking of investigations including grievance, discipline and formal bullying and harassment cases in line with the trusts bullying and harassment resolution pathway. To assess options and advise and support managers in the preparation of case information for presentation at formal disciplinary, grievance, capability and attendance hearings/appeals.
To attend formal hearings and advise the hearing chair during disciplinary/capability/attendance hearings up-to and including decisions to dismiss. To advise and support managers in the management of absence, and actively support line managers in the proactive management and reduction of sickness absence in their area. To advise on redeployment, retirement or termination of employment on the grounds of ill health whilst being mindful of employment legislation and trust policies. To identify and provide appropriate advice and support to individuals in these circumstances.
Work autonomously managing a wide and sometimes demanding workload including ET casework, delivering this to agreed timescales. Produce and support managers in the production of concise, accurate and appropriately toned correspondence to reflect and record both informal and formal processes in line with best practice and trust policies. Ensure all case work is reflected on the ER case spreadsheet accurately and in a timely fashion in order to meet monthly board return requirements. To analyse and interpret management information to support the directorates and services with proactive performance management and workforce planning.
To develop and promote good relationships and partnership working with local and full time trade union officers / staff side representatives to promote a constructive and partnership working culture and proactive and constructive approach to the resolution of staffing issues. To identify and report risks in regards to HR and people management practices. To advise managers and staff on the accurate application of HR policies, legal requirements and best practice. To attend meetings as a representative of the HR department ensuring that any HR implications of the issues being discussed are taken into account and communicated to the appropriate HR colleague escalating to line manager if necessary.
JOB EVALUATION To conduct Job Evaluation and Job Matching in line with Agenda for Change. To undertake trustwide job evaluation coordination and be responsible for monitoring the consistency of job evaluations trustwide on a quarterly basis. To give advice to line managers and staff on the AFC job evaluation process as required. PROJECT MANAGEMENT To undertake projects related to transformation of employee relations services in the trust embedding the philosophy of kinder ER processes following the Dido Harding recommendations.
To ensure that projects are delivered within the available resources and to the agreed timescales, providing regular feedback to the Employee Relations Lead, HR Business Partners and Deputy Director of Workforce. OTHER RESPONSIBILITIES To provide recommendations to support the business objectives of the organisation with regard to HR related issues. To contribute to the workforce development planning process, ensuring management information is provided as requested to support workforce planning, HR performance management, employee performance management. To maintain a thorough knowledge of employment law and changing working practices, anticipate and react to implications for the trust.
To take responsibility for own learning and development and keep up to date on all employment related issues and legislation. Ensure user feedback mechanisms are developed and implemented and where identified the need to improve performance is addressed through such mechanisms. Provide cover for other HR staff within the department when required, ensuring that a professional customer focused service is maintained

Please refer the Job description for details