The post holder will be a key member of the Senior leadership team acting as the professional lead for employee relations for all staff groups. The postholder will be the key relationship manager for staff side interactions and communication and will take a lead on managing the Joint Staff Committee (JSC). To work closely with relevant members of the wider People and OD team to ensure that our employee relations practices are delivered in a person-centered and compassionate way. The postholder will also have a key role in the development of our people managers and HR practitioners. The post holder will lead the Employee Relations team, ensuring that concerns and complaints are expertly triaged, and that HR Investigations are completed to a high standard in a timely manner; to ensure systems are in place to mitigate conscious and unconscious bias. The post holder will develop a practice of learning, feedback, and quality improvement on managing employee relations matters, working with learning and development colleagues to contribute to the development of people management capability across the Trust. To ensure that high quality reports are produced around ER activity to meet both internal and external requirements. To manage ER project and improvement strands as directed by the Deputy Chief People Officer and Chief People Officer. Main duties of the job The postholder will work closely with relevant members of the wider People and OD team to embed a restorative just culture approach across the organisation and ensure that our employee relations practices are delivered in a person-centered and compassionate way. This will include ensuring that there is a clear framework for all our Employee Relations policies and that these are fit for purpose and updated in line with relevant case law and any changes to national terms and conditions. The postholder will also have a key role in the development of our people managers and HR practitioners. The post holder will lead the Employee Relations team, ensuring that concerns and complaints are expertly triaged, and that HR Investigations are completed to a high standard in a timely manner, as well as ensuing that systems are in place to mitigate conscious and unconscious bias. The post holder will develop a practice of learning, feedback, and quality improvement on managing employee relations matters, working with learning and development colleagues to contribute to the development of people management capability across the Trust. They will also ensure that high quality reports are produced around ER activity to meet both internal and external requirements. About us South London and Maudsley NHS Foundation Trust (SLaM) provide the widest range of NHS mental health services in the UK as well as substance misuse services for people who are addicted to drugs and alcohol. We work closely with the Institute of Psychiatry, Psychology and Neuroscience (IoPPN), Kings College London and are part of Kings Health Partners Academic Health Sciences Centre. There are very few organisations in the world that have such wide-ranging capabilities working with mental illness. Our scope is unique because it is built on three major foundations: care and treatment, science and research, and training. SLaM employ around 5000 staff and serve a local population of 1.1 million people. We have more than 230 services including inpatient wards, outpatient and community services. Currently, provide inpatient care for approximately 5,300 people each year and treat more than 45,000 patients in the community in Croydon, Lambeth, Lewisham and Southwark: as well as substance misuse services for residents of Bexley, Bromley and Greenwich. By coming to work at SLaM, you will gain experience of being part of an organisation with a rich history and international reputation in mental health care. You will have access to professional development and learning opportunities and have the chance to work alongside people who are world leaders in their field. Job responsibilities ER and Investigations • To provide technical advice and support to the team and managers through the stages of ER cases such as disciplinary, capability, grievance, dignity at work and sickness management including investigations and procedures. • Attend internal hearings and appeals as necessary as well as attending external Employment Tribunal hearings where required. • Liaising with Trust solicitors in relation to documentation required for Employment Tribunals, collating relevant information, and supporting with identifying and preparing Trust witnesses. • Managing the legal budget ensuring processes are in place to reduce spend. • Plan, develop and evaluate methods and processes for gathering, analysing, interpreting and presenting data and information relating to Trust ER cases. • Deliver bespoke investigations for complex and/ or unusual cases (such as SOSR) as • Design and implement appropriate methods to gain feedback from customers on a regular basis and conduct case reviews to use this information to improve service delivery. • Project manage and closely monitor the delivery of a large number of investigations, engaging all relevant staff and ensuring the timescales are set and deadlines are • Take a lead with change management projects including TUPE issues as • Build collaborative working relationships with key stakeholders, including staff side, staff network leads, Freedom to Speak Up guardians, Occupational Health, and People and OD colleagues, ensuring flexibility and multiple pathways and points of access to conflict resolution support. • Undertake and oversee a broad range of investigations, including highly complex investigations at a senior level within the organisation. • Ensure the maintenance of the Trust database of all ER cases (ER Tracker), projects and programmes to track and report on progress against Trust policy timescales and KPIs. • Provide regular reports at Board level on the above, trends and analysis, including performance against KPIs and recommendations for action. • Identify potential areas of concern and risks with investigations and ensure that appropriate management or team action is taken to rectify the issue. • Monitor trends around protected characteristics, highlighting any areas of concern or disparity and formulate action plans. • Manage ER, setting standards for service delivery, providing regular supervision, performance management, and annual POD Governance • To act as Trust Lead on all Employee Relations policies and governance, working in conjunction with the Deputy Chief People Officer and other relevant parties. • To lead the review of workforce policies and procedures ensuring they are in line with best practice and Agenda for Change Terms and Conditions. This will include consulting and negotiating with trade union partners and other stakeholders. • Through the management of the Employee Services team, ensure the workforce is compliant in line with all legal responsibilities including right to work, professional registrations and criminal records checks. • Manage the Governance portfolio encompassing the POD Risk Register, Internal audits, Freedom of Information, Subject Access and Individuals Rights Requests, Records Management, statutory requirements, and all Information Governance / Data Protection matters. • Oversee the progress of employee relations cases and projects against plans and milestones, ensuring appropriate processes are in place to flag issues, risks, and concerns with the relevant stakeholders. • Advise the Deputy Chief People Officer on upcoming changes to employment legislation, NHS Terms and Conditions, changes to Agenda for Change that may have implications on employee contractual arrangements and/or Trust policies. With guidance from the Deputy Chief People Officer, undertake the required actions to ensure Trust compliance. • Collate qualitative and quantitative information and produce meaningful analysis of information to support decision making at Board level. • Support the development and monitoring of appropriate performance targets/standards for areas of responsibility with the involvement of staff and ensure that there are mechanisms in place to audit them and produce regular performance reports. • Work under own initiative, interpreting employment legislation, recommendations from Department of Health, NHS Employers, DBS, and HR best practice in order to ensure the Trust. • Support the Deputy Chief People Officer with actions required for compliance with the CQC, CNST standards, Board Assurance Framework, and Trust Risk Register, Board Assurance Framework and progress the Trusts Equality, Diversity, and Inclusion agenda. • Responsible for the management of systems and third-party contracts under area of responsibility, such as staff records, ER and Staff Benefits. • To advise on national and local terms and conditions of employment. Nursery • Provide line management support to the Nursery leadership team. • Ensure efficient and effective systems and processes are in place to support provision of a safe and caring environment which is Ofsted compliant. • Support the ongoing provision of a cost-effective service that is financially viable. General • Produce proposals and well-evidenced business cases including costings. This may include producing and presenting reports for the Executive Board. • Support the development of the Employee Support team to ensure consistency of specialist advice and support to managers on highly complex issues. • Prioritise own workload and ensure key performance indicators and service level agreements are met. • Promote equality, diversity and equality of opportunity, coach managers to enable workforce practices to be applied consistently, fairly and without discrimination in line with legislation and support the achievement of the Equality objectives. • Undertake specific corporate projects and support delivery of workforce and organisational development strategy. Education and Qualifications Essential • Degree level education or equivalent • MCIPD • Masters Qualification or equivalent experience in relevant area • Advanced theoretical and practical specialist knowledge and expertise • Evidence of continuing professional and personal development Desirable • Management qualification Experience Essential • Extensive post-qualification experience gained in all areas of Human Resources • Demonstrable experience of staff and financial management • Experience of supporting complex ER Case work • Demonstrable success of working as a workforce specialist in a large, complex organization • Extensive experience working at a senior level in a large complex organisation • Record of achievement in HR management and related areas • Record of innovation in workforce practices • Record of achieving effective change management • Record of building positive relationships with staff organisations • Record of achievement in promoting and embedding EDI strategies which have supported development of inclusive workplaces • Experience of managing and leading staff Skills, knowledge, and abilities Essential • Excellent interpersonal skills with the ability to develop productive working relationships and to influence internal and external stakeholders • Knowledge and understanding of the legal framework surrounding employment • Ability to work independently to manage highly complex and difficult situations where there is conflict • Evidence of a collaborative and consultative work style • Knowledge and understanding of the NHS and the challenges it faces • Ability to manage initiatives within financial restraints and delivery to deadlines • Highly effective written and oral communication skills, with the ability to analyse and summarise key issues and facts • Highly numerate and able to absorb complex financial information and produce detailed analysis • Ability to manage initiatives within financial restraints and delivery to deadlines Motivation / Other Essential • Ability to meet Trust values • Commitment to partnership working with staff representatives to achieve key targets. • Good understanding of / commitment to, NHS/HR agenda and its contribution to advancing care