Human Resources Advisor

at  The Christie NHS FT

DUTIES AND RESPONSIBILITIES 1. Service Delivery To provide professional advice and guidance to managers and staff on a wide range of employment issues to include the management of Capability issues, Disciplinary cases, Grievances and Positive Working Relationship investigations. To work alongside managers to ensure that sickness absence is managed proactively and robustly across the Division to seek to reduce the absence rate of the Division. To provide sickness absence data to the HR Business Partner for reporting to the Divisional Board (where appropriate).
To liaise with and utilise the Occupational Health service to seek expert advice to underpin the effective, fair and proactive resolution of sickness absence cases. To participate in job evaluation exercises using appropriate evaluation tools. To support managers to draft sensitive and confidential letters to a professional standard regarding employment issues To utilise ESR and other IT systems to ensure that all relevant HR metrics are captured, analysed and reported upon to aid action and planning. To act on information provided by the workforce planning and information team to effectively manage Divisional HR Issues.
For example, the management of attendance triggers, monitoring of fixed term contracts and professional registration expiration cases. Delegate administrative tasks to the HR Assistant (where appropriate) and with instruction and support. 1.2 Employee Relations To support the HR Business Partner(s) in the development of a positive approach to employment relations in designated Divisions, building strong and effective partnerships between managers, clinicians, staff and their representatives. To advise and support managers to undertake investigations, including decisions on suspensions as appropriate.
To support the manager in the development of the investigation report and support the presentation of the findings at the hearing. To be the HR Representative on first stage capability and disciplinary hearings. 1.3 Policy Development To lead on the development of HR policies and procedures including membership of action groups (policy subgroup and staff forum) 1.4 Organisational Change and Development To assist the HR Business Partner (s) with Organisational Development projects. To undertake a number of specific HR projects within the Divisions as delegated.
Evaluate and observe people management capability across the Division and raise issues, ideas and suggestions to the HRBP to help ensure continual development and improvement. Review and understand Staff Survey and FFT results and assist in the implementation of action plans. 1.5 Learning & Development Delivering HR Skills training sessions on employment policies, procedures and other corporate initiatives. To assist in the identification and delivery of local training needs i.e., sickness and performance management coaching for a new or developing line manager.
1.6 Research, Development and Audit Assist in audits on departmental procedures and activity and standards to ensure compliance and integrity and participate in audit activity carried out by others such as Internal Audit. 1.7 Training and Development Attend all mandatory training relevant for the post. Identify own training needs, in consultation with your line manager, and attend relevant courses/study days to enhance personal development. Attend and actively participate in an annual personal development review.
Identify professional limitations and actively develop these whilst working within them. Participate in continuous professional development within the workforce Division for example maintain current knowledge of employment law and case law developments. Participate in the induction of new staff to the HR Advisory Team. Demonstrates the agreed set of values and accountable for own attitude and behaviour

Please refer the Job description for details