Job summary
Job Title: Employee Relations Manager
Division: Corporate
Care Group: HR&OD
Band: 7
Part time. 22.5 hours per week
We are excited to be recruiting for an Employee Relations Manager who shares our ambition and vision to deliver theBest of Care by the Best Peopleand has the drive to take us forward, by ensuring that the Trust continues to be the first choice for patients and our staff.
The post holder will be responsible for overseeing the provision of the employee relations service, ensuring expert and high level advice on an array of ER queries, including disciplinary, grievances, sickness, performance, flexible working, redeployment, ill-health retirement and NHS Terms and Conditions.
To plan, prioritise and manage the competing workloads of the ER Advisory team to ensure advice and support is provided in accordance with Trust policies according to agreed deadlines, employment legislation and Trust values.
Main duties of the job
To be responsible for advising Trust Managers and staff on the correct application of HR policies, procedure and NHS Terms and Conditions
Ensuring the casework of the ER team is are managed to quality standards and timescales.
Reporting on ER KPIs, and producing actions to ensure completion of ER cases within policy timescales and identifying actions to improve processes and progress cases.
Our values are Bold, Every Person Counts, Sharing and Open and Together. It is important that you understand and to refer to our values when completing your application and always reflect our values throughout your employment with the Trust.
We are committed to endorsing diversity, multiculturalism, and inclusion; our policies / procedures ensure that all applicants are treated fairly at every stage of the recruitment process.
To contribute to our exciting future and become part of our team, apply today.
About us
Here at Medway, we pride ourselves on working together as one to ensure that our shared vision of Better, Best, Brilliant is achieved. Our culture and values are what drives the Trust and is the heartbeat of who we are as an organisation.
Our Trust is a great choice for people who want to develop their career in an ambitious environment.
Would you like to work flexibly? In the NHS, we are reminded every day of how important life is. As a flexible working friendly organisation, we want to be sure that you can work in a way that is best for us, for our patients and for you. Speak to us about how we might be able to accommodate a flexible working arrangement which will not mean sacrificing time for personal interests or family commitments. We aim to support you to work flexibly in a way that will suit you and us.
All of our substantive & fixed term employees can enjoy a range of staff benefits, a gym, an active health and wellbeing programme, an on-site nursery and a cycle to work scheme.
We are taking positive action to ensure that we can attract, recruit and retain the best talent and would welcome more applicants from under - represented groups to support the Trusts commitment to a diverse, inclusive and an employer of choice workforce.
All staff at Medway comply the Trust's and the Kent and Medway Safeguarding Board's policies on safeguarding children, young people and vulnerable adults.
Job description
Job responsibilities
- Providing expert advice to Line Managers and employees on complex ER issues, including managing a small ER caseload. .
- Lead and line manage the ER advisory team, providing support and guidance, ensuring capability and developmental training.
- Assists the development of organisational training programmes, and delivers training to managers on ER issues.
- Work in partnership with Trade Union representatives, negotiating with them as and when necessary to a mutually beneficial conclusion.
- Use specialist knowledge of ER issues and employment law to help develop and update the Trust Policies to ensure best practice.
- Acting as HR support to hearing panel members on a range of Employee Relations cases, providing specialist advice and guidance on HR issues, including disciplinary action and grievance outcomes.
- Authorise payments for HR materials as needed.
- Develop and update employee relations policies drawing on case management experience and relevant employment law to improve the efficiencies of procedures. Implement and promote new and revised People policies and procedures.
- Identify potential areas of concern and risks with ER issues and ensure that appropriate management or team action is taken to rectify the issue.
- Communicate sensitively and diplomatically with all staff involved in ER cases, ensuring that processes are carried out in a professional manner to Trust values.
- Monitor trends around ethnicity, disability, gender and age, highlighting any areas of concern or disparity and formulate remedial action plans.
- Attend and contribute to the People Directorate Team Meetings, delivering anonymised case studies to improve case management, escalation avoidance, etc
- Maintain and update own knowledge of local and national People issues and employment legislation, keeping abreast of latest developments ensuring knowledge is shared with colleagues and management and acted on as appropriate.
- Ensuring that the use of charters and guides in place for the ER advisory team and these are maintained and updated where necessary and in accordance with any best practice of employment law changes.
- Ensure close collaboration with the HR Business Partners and the Investigations team to review ER data, identifying key indicators to identify potential ER hotspots any organisational trends.
Job description
Job responsibilities
- Providing expert advice to Line Managers and employees on complex ER issues, including managing a small ER caseload. .
- Lead and line manage the ER advisory team, providing support and guidance, ensuring capability and developmental training.
- Assists the development of organisational training programmes, and delivers training to managers on ER issues.
- Work in partnership with Trade Union representatives, negotiating with them as and when necessary to a mutually beneficial conclusion.
- Use specialist knowledge of ER issues and employment law to help develop and update the Trust Policies to ensure best practice.
- Acting as HR support to hearing panel members on a range of Employee Relations cases, providing specialist advice and guidance on HR issues, including disciplinary action and grievance outcomes.
- Authorise payments for HR materials as needed.
- Develop and update employee relations policies drawing on case management experience and relevant employment law to improve the efficiencies of procedures. Implement and promote new and revised People policies and procedures.
- Identify potential areas of concern and risks with ER issues and ensure that appropriate management or team action is taken to rectify the issue.
- Communicate sensitively and diplomatically with all staff involved in ER cases, ensuring that processes are carried out in a professional manner to Trust values.
- Monitor trends around ethnicity, disability, gender and age, highlighting any areas of concern or disparity and formulate remedial action plans.
- Attend and contribute to the People Directorate Team Meetings, delivering anonymised case studies to improve case management, escalation avoidance, etc
- Maintain and update own knowledge of local and national People issues and employment legislation, keeping abreast of latest developments ensuring knowledge is shared with colleagues and management and acted on as appropriate.
- Ensuring that the use of charters and guides in place for the ER advisory team and these are maintained and updated where necessary and in accordance with any best practice of employment law changes.
- Ensure close collaboration with the HR Business Partners and the Investigations team to review ER data, identifying key indicators to identify potential ER hotspots any organisational trends.
Person Specification
Qualifications
Essential
- Masters Degree or equivalent
- Fully CIPD qualified, level 7 or above
Knowledge
Essential
- Knowledge and Understanding of Employment Law
- Best Practice Employee Relations
- NHS T&Cs
Experience
Essential
- Significant experience in ER Advisory role, dealing with wide range (sickness, grievance, disciplinary, performance)
- Management of ER cases including complex cases and case outcomes
- Working in with union colleagues
- Experience of development of HR policies
- Experience managing staff
- Designing and delivering training
Skills
Essential
- Report writing
- Data analysis
- Ability to risk assess ER issues
Person Specification
Qualifications
Essential
- Masters Degree or equivalent
- Fully CIPD qualified, level 7 or above
Knowledge
Essential
- Knowledge and Understanding of Employment Law
- Best Practice Employee Relations
- NHS T&Cs
Experience
Essential
- Significant experience in ER Advisory role, dealing with wide range (sickness, grievance, disciplinary, performance)
- Management of ER cases including complex cases and case outcomes
- Working in with union colleagues
- Experience of development of HR policies
- Experience managing staff
- Designing and delivering training
Skills
Essential
- Report writing
- Data analysis
- Ability to risk assess ER issues
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).
UK Registration
Applicants must have current UK professional registration. For further information please see
NHS Careers website (opens in a new window).
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).
UK Registration
Applicants must have current UK professional registration. For further information please see
NHS Careers website (opens in a new window).
