Job overview
This role will provide a comprehensive, effective and efficient ER Advisory service to Managers and staff. The postholder will support the Head of Employee Relations in providing a fully comprehensive and high-quality People support and advisory service to the Trust. They will work with the Head of Employee Relations and People Partners to ensure the comprehensive management of employee relations matters, providing a professional service that meets all legislative and policy requirements.
To proactively advise managers in all aspects of employee relations including, conduct, performance management, grievance, respect and sickness absence in line with the Trust’s employment policies, employment law, equality principles and good practice.
Main duties of the job
To advise managers regarding the full range of employee relations processes including informal staff meetings, initial fact finding, investigations and hearings in accordance with Trust values, policies and procedures to enable all cases to be handled in a fair,
transparent and timely way.
The postholder will ensure consistency of approach across the Trust, in line with our just and learning culture so that employees have a full, fair and impartial hearing and appropriate action is taken. They will provide balanced and pragmatic advice and guidance, taking into account operational issues concerning patient safety and cost; advising and supporting managers on the identification and handling of issues relating to poor performance and capability and in dealing with capability, disciplinary, and grievance investigations, to ensure that such issues are managed fairly and equitably. They will also be required to take proactive ownership of, assigned cases ensuring the Head of Employee Relations is regularly updated about progress.
A key aspect of the role will be to advise managers on the preparation of reports, management case statements and presentation of information at hearings; advising managers on complex sickness and absence issues, assisting managers with relevant and appropriate processes, review meetings and case management.
They will also need to assist in preparing responses to employment tribunal claims and preparing for hearings.
Working for our organisation
Benefits we offer:
* Full training and a range of courses which you can book locally.
* Holiday entitlement of 27 days, rising to 29 days after 5 years’ service and 33 days after 10 years’ service, plus an additional 8 days bank holiday (pro rata for part time).
* Automatic enrolment into the NHS Pension Scheme.
* Access to continual professional development within SCAS and the wider NHS.
* Occupational Health support and direct access to our Employee Assistance Programme as well as our own Health and Wellbeing Team.
* NHS Discounts in over 200 + stores saving money on holidays, days out, car insurance, restaurants, clothing and much more.
* Ability to join our staff networking groups (as a member, ally or just for interest).
Corporate Induction
It’s really important for us to ensure you have the best onboarding experience which allows you to feel a sense of belonging from the start. To help with this, we will book your Corporate Induction as soon as we possibly can (depending on availability).
All new starters need to attend our *Corporate Induction in person, this is held over one and half days from our educational centres based in: Newbury (Berkshire), Bicester (Oxfordshire) or Whiteley (Hampshire). More specific details will be sent to you once your start date has been confirmed.
*Please note – depending on your role additional training may be required following on from your corporate induction.
Detailed job description and main responsibilities
* Advise managers regarding the full range of employee relations processes including informal staff meetings, initial fact finding, investigations and hearings in accordance with Trust values, policies and procedures to enable all cases to be handled in a fair, transparent and timely way.
* Ensure consistency of approach across the Trust, in line with our just and learning culture so that employees have a full, fair and impartial hearing and appropriate action is taken.
* Provide balanced and pragmatic advice and guidance, taking into account operational issues concerning patient safety and cost.
* Advise and support managers on the identification and handling of issues relating to poor performance and capability and in dealing with capability, disciplinary, and grievance investigations, to ensure that such issues are managed fairly and equitably
* Be responsible for, and take proactive ownership of, assigned cases ensuring the Head of Employee Relations is regularly updated about progress.
* Advise managers on the preparation of reports, management case statements and presentation of information at hearings.
* Advise managers on complex sickness and absence issues, assisting managers with relevant and appropriate processes, review meetings and case management.
* Assist in preparing responses to employment tribunal claims and preparing for hearings.
* Attend meetings as needed in conjunction with People Partners to support directorates.
* Participation as part of disciplinary panel (within the post-holders level of responsibility/capability) providing advice to the hearing officer, as subject matter expert, on issues of employment law and Trust policies to ensure that the hearing is conducted fairly and equitably.
* Support the Head of Employee Relations with the effective management of Employment Tribunal claims, undertaking relevant duties as delegated to them.
* Support the Head of Employee Relations to produce and monitor monthly employment relations data for key performance indicators.
* Support the interpretation of this information, identify any problem areas and work with Trust managers to address them.
* Support the Head of Employee Relations to provide monthly feedback reports on employee relations activity to the People senior team.
* Update the ER tracker regularly. Produce accurate and relevant ER information, activity reports and statistics in accordance with the agreed team schedule. Present the information at team and Directorate meetings as requested in conjunction with the
People Partners.
* Identify patterns and trends to inform the development and improvement of ER policies and procedures, proactively highlighting areas of concern and making recommendations or suggestions for value-added ER interventions.
* Develop employee relations initiatives and practices that are based on trust, mutual respect, strong performance management, accountability and clear expectations.
* Support good employee relations by communicating with and working in partnership with staff side as appropriate and maintaining contact with key managers to enable a more proactive approach to People support.
* Participate in the development or revision of Trust People policies as dictated by changes in employment legislation or evolving NHS initiatives, involving key stakeholders and following the agreed consultation process.
* Work closely with the Head of Employee Relations to promote a positive, proactive approach to Employee Relations in the Trust.
* Establish effective communication channels with managers and staff, postholders should make themselves available to those who need to speak to them and communicate face to face whenever they can.
* Build, develop and maintain professional working relationships with managers and colleagues.
* Work in partnership with Trade Union representatives
* Support managers with application of best practice line management strategies, coaching them on how to apply the just and learning culture and policies to ensure they act in accordance with the Trust's agreed processes, good employment practice and employment law, and in a way that promotes a fair working environment for staff.
* Work alongside other teams to deliver a comprehensive service, ensuring a flexible, corporate and holistic approach to the implementation of the People strategy.
* Design, deliver and evaluate management workshops and other interventions on ER issues to enhance best practice staff management skills and supporting a culture of continuous improvement
* Work with the relevant managers to provide an up-skilling programme on ER related topics, enhancing ER competency across the trust and advocating good practice.
* Always ensure confidentiality, only releasing confidential information obtained during the course of employment to those acting in an official capacity and in accordance with relevant legislation.
* Be a trained Agenda for Change job evaluator and participate in job evaluation and matching panels.
* Work closely with the People Business Partners (PBP) and managers within designated Directorates to understand service needs and support the implementation of operational and strategic People processes, which may include providing ER expertise and guidance on people-related projects and initiatives, ensuring they are fit for purpose and fulfil the Trust’s legal obligations.
* Assist in the support of organisational change, advising managers on the consultation process and undertaking individual interviews in line with Trust policy. This may include liaising with People Business Partners on ‘TUPE’ transfers, dealing with individual
redundancy and redeployment.
* Foster a positive climate of employee relations within the Trust, to support the implementation of a partnership approach and to develop and maintain good working relationships with representatives of accredited Trade Unions.
* Assist the Head of Employee Relations in developing and delivering training to Trust managers on employee relations matters to develop the capability of line managers to deal with employment issues fairly and consistently across the organisation.
Person specification
Qualifications
Essential criteria
* Graduate level of education or equivalent gained through any combination of employment, study or voluntary work
* Membership of the CIPD to MCIPD level
* Evidence of continuing personal and professional development
Knowledge
Essential criteria
* Up to date knowledge of employment legislation and recommended good practice
* Working knowledge of HR policies and procedures
* Workforce Diversity and equality of opportunity
* Confidentiality/data protection and its impact upon staff records
* Knowledge of TUPE
* Policy development and implementation
We understand that some applicants may choose to use AI tools to assist with completing their application. While this is not against our guidelines, it’s important that your application remains an accurate and honest reflection of your own skills, experience, and achievements. Please ensure that any content generated or supported by AI truly represents you and your capabilities, as this will form the basis of our assessment throughout the recruitment process.
We actively welcome job applications from candidates who have a disability or who are members of the BAME, LGBTQ+ and Armed Forces community (including: Reservists, Veterans, Spouses and Cadets). Here at SCAS we are proud to have a workforce that reflects the diverse community we serve. Applicants who have a disability or are members of the armed forces community who meet the minimum shortlisting criteria for their post of interest will be invited for an interview and/or assessment (where applicable).
Please be assured that any requests for reasonable adjustments will not negatively affect your application.
As well as standard NHS benefits like generous holiday entitlement and an excellent pension scheme, we offer lots of extras for our staff.