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People and Workforce Adviser - Sickness and Absence Management
| Posting date: | 14 October 2025 |
|---|---|
| Salary: | £31,049.00 to £37,796.00 per year |
| Additional salary information: | £31049.00 - £37796.00 a year |
| Hours: | Full time |
| Closing date: | 28 October 2025 |
| Location: | Warwick, CV34 5BW |
| Company: | NHS Jobs |
| Job type: | Permanent |
| Job reference: | C9203-25-0548 |
Summary
Provide narrative and statistical information for inclusion with HR Reports covering sickness management. Liaise with Occupational Health in managing individual sickness cases. If appropriate, the post holder will escalate issues to the relevant Divisional General Manager and/or H Manager where managers are not properly engaged with the process. Frequently deals with distressing or emotional circumstances involving short/long term sickness absence. Providing and receiving complex, empathic information and being able to put oneself in a position to sympathise with another persons situation. Provide HR advice to managers and staff in the application of the Trust Sickness Policy. Implement the sickness absence policy and makes recommendations on changes to this and other Human Resources Policies. Analytical Assist in the review and development of robust and clear sickness monitoring and management procedures, covering both short and long term sickness, in line with the latest HR Policy arrangements and national best practice. Monitor overall Trust sickness levels against Trust, SHA, Commissioner and national targets, and provide monthly data for inclusion within the HR Key Performance Indicator dashboard. Use workforce data analysis to monitor issues on a regular basis, identifying trends and working in partnership with other members of the HR team to identify improvements to meet service needs. Regularly benchmark data and performance against other Trusts and other comparator organisations using Key Performance Indicator dashboard information which is presented promptly and accurately to HR colleagues, Trust managers and the Board of Directors. Provide support to managers in undertaking Sickness Absence Hearings as necessary, and routinely within formal sickness meetings held under the Trust policy. Develop a rolling programme of trigger and review meetings with employees in liaison with managers, prioritised as necessary to ensure that sickness absence is managed consistently and in accordance with Trust Policy. Responsible for the delivery and training contribution with regard to sickness management. Work with Occupational Health, Trade Union representatives, HR and Learning & Development colleagues to explore Trust wide issues (e.g. work related injuries; presenteeism etc.), comparisons in terms of sickness levels and related issues between divisions, best practice and any new initiatives to address sickness reduction targets. Explore how to maximise the contribution of the Occupational Health and any other relevant clinical services to reducing sickness levels. Manage the redeployment process as necessary in individual cases, in liaison with HR Administrator colleagues and line managers, including supporting departments in redeploying displaced staff, identifying and holding vacancies where necessary, and undertaking staff displacement casework as required. Design and deliver training for managers on absence management, return-to-work interviews, and wellbeing support. Support senior HR colleagues on complex employee relations matters where absence is a factor.