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Human Resources Advisor | The Christie NHS Foundation Trust

Posting date:	15 August 2024
Salary:	Not specified
Additional salary information:	£29,970 - £36,483 per annum
Hours:	Full time
Closing date:	14 September 2024
Location:	Manchester, M20 4BX
Company:	The Christie NHS Foundation Trust
Job type:	Contract
Job reference:	6568616/413-85522-WF-MS

Summary

An exciting opportunity has arisen for a HR Advisor to join our team on an up to 12-month fixed term basis from 30 September 2024.

The successful candidate will work alongside a HR Business Partner and Assistant HR Business Partner to provide HR support across the Trust.

The HR Advisor will be the key contact for managers seeking guidance on the management of complex employee relations cases (Sickness, Disciplinary, Grievances etc), Agenda for Change policies, terms and conditions of service and helping to train and develop our managers.

Additionally, the postholder will help deliver training to managers to help develop skills and behaviours to help enable effective people management across the Organisation. The post holder will work to help improve the quality of the HR provision enabling the post holder to develop new skills and experience.

Flexible working is encouraged and promoted. Onsite working is 1 day per week and on site as and when required to support meetings.

The successful candidate will have the ability to build effective working relationships with the team and managers, demonstrate good communication and have excellent administrative skills. Equally, they will be able to evaluate information and then provide effective, clear and pragmatic guidance and advice.



Applicants be able to demonstrate a range of generalist knowledge and experience and have a deep knowledge of employment law, have experience of working in a unionised environment, experience of working with HR Databases,support and actively promote a culture of equality, diversity, continuous learning, development and improvement.



Candidates must educated to degree level andholdCIPD Level 3 or equivalent qualificationand have relevant knowledge and experience in an HR environment.

The Christie is one of Europe’s leading cancer centres, treating over 60,000 patients a year. We are based in Manchester and serve a population of 3.2 million across Greater Manchester & Cheshire, but as a national specialist around 15% patients are referred to us from other parts of the country. We provide radiotherapy through one of the largest radiotherapy departments in the world; chemotherapy on site and through 14 other hospitals; highly specialist surgery for complex and rare cancer; and a wide range of support and diagnostic services. We are also an international leader in research, with world first breakthroughs for over 100 years. We run one of the largest early clinical trial units in Europe with over 300 trials every year. Cancer research in Manchester, most of which is undertaken on the Christie site, has been officially ranked the best in the UK.

The successful candidate will report into the Assistant HR Business Partner. Working as part of the wider Workforce Team, they will have the opportunity both to develop knowledge and skills and foster good working relationships with key stakeholders through the demonstration of effective communication and influencing skills, and a demonstrable ability to interrupt and provide guidance on complex information.

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,


This advert closes on Monday 26 Aug 2024

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