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Senior HR Advisor
| Posting date: | 18 June 2024 |
|---|---|
| Salary: | £40,701.00 to £48,054.00 per year |
| Additional salary information: | £40701.00 - £48054.00 a year |
| Hours: | Full time |
| Closing date: | 02 July 2024 |
| Location: | Stamore, Middlesex, HA7 4LP |
| Company: | NHS Jobs |
| Job type: | Permanent |
| Job reference: | C9392-24-0284 |
Summary
To support the development of a positive employee relations culture to embed performance management to support the OD plan and cultural change. To provide specialist advise and assist managers in carrying out disciplinary, grievance and capability investigations including organisation of and attendance at formal meetings, hearings. To advise managers on staff conduct issues ensuring appropriate action is taken and documented in accordance with Trust policies and procedures. To take notes at formal hearing to record the discussion. To support an approach of mediation to resolve issues local where possible without evoking formal procedures. To Oversee and assist with the preparation of the Trusts position at tribunals and other external employee dispute resolution procedures as required. To work and liaise with the Recruitment function for the recruitment of staff. To participate in interview panels and assessment centres within your designated area. To ensure effective exit mechanisms are in place to assist retention and highlight problems. To develop and deliver training on ER related topics. To work in partnership with the Workforce Information Manager to provide timely and accurate workforce information data for managers to enable them to manage workforce productivity. To proactively collate and provide information to managers and the department in a timely and accurate manner related to key performance indicators. To be responsible to for the collation, documentation and analysis of specific Trust reporting systems on a monthly basis. To use and provide information to assist improvement in the service to managers and aid managers in the decision-making process related to Human Resource issues. employment tribunals and other external employee dispute resolution procedures as required. To advise as appropriate on Trust policies and procedures and take any follow up action as required. To record all ER activity on the Selenity ER Tracker system. To work and liaise with our outsourced Recruitment function for the recruitment of staff. To participate in interview panels and assessment centres within your designated area. To ensure effective exit mechanisms are in place to assist retention and highlight problems. To develop and deliver training on ER related topics. To work in partnership with the Workforce Information Manager to provide timely and accurate workforce information data for managers to enable them to manage workforce productivity. To proactively collate and provide information to managers and the department in a timely and accurate manner related to key performance indicators. To be responsible to for the collation, documentation and analysis of specific Trust reporting systems on a monthly basis. To use and provide information to assist improvement in the service to managers and aid managers in the decision-making process related to Human Resource issues. To be responsible for own contribution to effective departmental communications within Human Resources attending relevant Human Resources directorate meetings and other Divisional operations meetings. To develop good, co-operative working relationships with managers, employees and other department functions and ensure any contacts with customers are handled in a timely and professional manner. To input all staff data into the ESR system on starting in the Trust. To take responsibility for own development in conjunction with the Head of Employee Relations and participate in the performance review and personal development planning process. To keep updated on digital packages within the department. To deliver training events independently and in conjunction with others. Represent the People Directorate as and when required. Promote concepts of equality of opportunity and management of diversity, ensuring that HR practices are transparent and non-discriminatory. To adopt and apply appropriate national HR initiatives.