Employee Relations Manager

To guide and advise on the full employee relations remit, including disciplinary, grievance, restructures and reorganisations, sickness absence management, performance management and employee wellbeing in accordance with Trust values and policies. To develop effective and credible working relationships with the Divisions and across the Trust to positively influence staff experience and patient experience.

Manage a caseload of disciplinary, grievance and performance issues advising managers and panels with individual cases, at investigation, hearing and appeal stages. Ensuring adherence to policies and procedures and best practice. This includes working with the Head of Employee Relations in the management of Tribunal cases. To develop and review HR policies, ensuring that correct information and details are provided in terms of legislation and processes. Ensure that HR policies and procedures are placed on the intranet, monitoring and ensuring that these are up to date and correct.

To identify early interventions in cases that promote a constructive working environment reducing conflict and case escalation such as mediation and effective team working which may require collaboration with the HR Business Partners and Learning and Development. To participate in projects at organisation, division or departmental level including re-organisations and restructures as delegated and required. Taking the lead and co-ordination of particular projects as delegated.

Monitor sickness absence within divisions and work with managers, staff and Occupational Health to reduce and maintain low sickness absence levels, in accordance with the Trust’s Management of Attendance Policy and procedure. To participate in Job Matching panels and the job matching process. Participate in working groups and meetings as required. Organising and chairing meetings of relevance to the role.

Maintain an expertise in employment law and best HR practice, in order to provide accurate advice to managers and staff on employment legislation issues, and their implications for the Trust. Contribute to the effective communication of HR related information by reporting on human resources issues and disseminating key information to managers and staff as appropriate. Develop and maintain good working relationships, and a partnership approach to employee relations with staff and trade union colleagues.

Develop and maintain a knowledge of national NHS terms and conditions such as Agenda for Change and the Consultant Contract. Deliver appropriate HR training courses, working with the Head of Employee Relations and Policy to ensure courses are informative and up to date, whilst utilising the most appropriate media for delivery. Share learning and good practice with colleagues across the OD to follow Trust safeguarding children and child protection policies and guidelines and undertake appropriate mandatory training and updates in safeguarding children/child protection.

To respect and value the diversity of our patients, their relatives, carers and staff by committing to address the needs and expectations of the diverse communities we serve to provide high quality care, and strive to make best use of talents and experience from our diverse workforce. By following Trust Policies in relation to Safeguarding Adults, staff will ensure that they work with other agencies to protect all adults from abuse at any time.

Skills Knowledge and Experience:

• CIPD Qualified to level 5 or working towards this qualification and a member of the CIPD.
• Educated to Degree level or equivalent experience.
• Evidence of Continuing Professional Development.
• Previous employee relations experience of successfully managing complex cases including absence, grievance, discipline and bullying and harassment.
• Experience of interpreting and advising on terms and conditions, policies and procedures.
• Experience of mentoring and coaching managers on HR aspects of their roles.
• Experience of developing and delivering training courses.
• Ability to plan, prioritise, implement and meet targets in a complex and pressured environment, whilst producing accurate work with minimum support.
• Ability to understand, analyse and manipulate HR data and present in a report format.
• Ability to identify key issues in a timely manner.
• Presentation and Facilitation Skills.
• Analyses complex HR issues and makes decisions in relation to e.g. disciplinary action, grievance hearings, sickness counselling, interpretation of HR policies.
• IT skills in Word, Excel and PowerPoint and the ability to manipulate, interpret and describe complex information.