Job summary
This is an exciting opportunity to join our People and Workforce Teams at South Warwickshire University NHS Foundation Trust and George Eliot NHS Trust and play a key role working across both organisations as People and Workforce Advisor focusing on sickness absence management and promoting a healthy working enviroment.
Appointees will join established teams, providing a specialist HR advisory service across the Trust in relation to sickness absence management and improving attendance. The role helps to increase the awareness of the policy for line managers through working with divisional management teams, Occupational Health and the wider People and Workforce teams. As such, the postholder will have a solid grounding in generalist HR and absence management and a passion for supporting staff and mangers, whilst maintaining a compassionate and person-centred approach.
This role will work across both Trusts being based at Warwick and Nuneaton, although we make full use of agile working and operate with a combination of home and office based-working
Main duties of the job
To provide a highly professional specialist HR advisory service across the Trust with a particular focus on reducing sickness absence and improving attendance.
To be the first point of call for all managers across the Trust in relation to sickness absence management offering:
Lead Specialist in management of sickness absence in relation to particular cases of sickness absence;
Support to managers in sickness absence meetings with employees and their staff side representatives;
Develop and produce reports using Trust systems to ensure effective monitoring of all sickness absence cases across the Trust
Overall, it is intended that the post holder will provide an enhanced level of support to the management of sickness absence within each division and service.
To support the People and Workforce Team in maintaining a professional, comprehensive, timely and accurate HR service to the Trust and to contribute to strategy formulation and implementation. Ensuring that HR policies and processes are well integrated into business planning, service management and Trust objectives.
About us
Come and join a Trust rated Outstanding by the CQC. South Warwickshire University NHS Foundation Trust have been rated as outstanding following our latest inspection by the CQC and we are recruiting new staff to come and help us improve even further. In addition our staff survey results have placed us 4th in the country for recommended place to work.
We provide services across Warwickshire and beyond ranging from Hospitals in Warwick, Stratford-Upon-Avon, Royal Leamington Spa and Shipston-on Stour to Community Services across the county. We are a progressive, expanding organisation with great ambition around improving quality, integrating pathways and delivering high levels of productivity.Our values can be summed up in one sentence. We are 'Trusted to provide safe, inclusive, effective and compassionate care'. Throughout the recruitment process you will be asked to think about how you demonstrate these values and how they impact on your work. It doesn't matter what role you do, whether it is patient facing or not, we are all working in the same way with our values at the core.
As part of our commitment to Equality, Diversity and Inclusion we encourage all applicants to complete a short survey. This can be accessed via the link below:
https://forms.office.com/e/ahWY3eAGM2
We appreciate you completing the survey.
Job description
Job responsibilities
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.
Job description
Job responsibilities
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.
Person Specification
Qualifications and Expereince
Essential
- Please see detailed Job Description and Personal Specification
Desirable
- Please see detailed Job Description and Personal Specification
Person Specification
Qualifications and Expereince
Essential
- Please see detailed Job Description and Personal Specification
Desirable
- Please see detailed Job Description and Personal Specification
Disclosure and Barring Service Check
This post is subject to the Rehabilitation of Offenders Act (Exceptions Order) 1975 and as such it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service (formerly known as CRB) to check for any previous criminal convictions.
Applications from job seekers who require current Skilled worker sponsorship to work in the UK are welcome and will be considered alongside all other applications. For further information visit the UK Visas and Immigration website (Opens in a new tab).
From 6 April 2017, skilled worker applicants, applying for entry clearance into the UK, have had to present a criminal record certificate from each country they have resided continuously or cumulatively for 12 months or more in the past 10 years. Adult dependants (over 18 years old) are also subject to this requirement. Guidance can be found here Criminal records checks for overseas applicants (Opens in a new tab).
Additional information
Disclosure and Barring Service Check
This post is subject to the Rehabilitation of Offenders Act (Exceptions Order) 1975 and as such it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service (formerly known as CRB) to check for any previous criminal convictions.
Applications from job seekers who require current Skilled worker sponsorship to work in the UK are welcome and will be considered alongside all other applications. For further information visit the UK Visas and Immigration website (Opens in a new tab).
From 6 April 2017, skilled worker applicants, applying for entry clearance into the UK, have had to present a criminal record certificate from each country they have resided continuously or cumulatively for 12 months or more in the past 10 years. Adult dependants (over 18 years old) are also subject to this requirement. Guidance can be found here Criminal records checks for overseas applicants (Opens in a new tab).
