Job summary
Band 5 Employee Relations Advisor
We're looking to appoint an Employee Relations Advisor to join our team. This post offers a unique opportunity for an HR professional wishing to develop and increase their Employee Relations knowledge and skills.
This is an exciting time to join Chelsea and Westminster NHS Foundation Trust, with significant opportunity to make an impact through the introduction of new and improved ways of working and support the whole Trust on Employee Relations matters. We will strive to give you the best possible experience for the next stage of your career.
As the Employee Relations Advisor, you will be at the forefront of providing a comprehensive and professional Employee Relations service to the managers of the organisation; supporting the development of a Just Culture to improve staff experience. Therefore, an ability to build good working relationships and provide a timely and responsive service is pivotal.
You will work closely with Senior Employee Relations colleagues who will ensure that they are fully supported and developed to gain valuable experience, knowledge and skills to deliver within this role. The Employee Relations Advisor will also be provided with opportunities to challenge and stretch their abilities.
Interviews will be held on 26th Jul 2023.
Main duties of the job
The post holder will be responsible for managing employee relations case load including sickness absence, disciplinary, early resolution and capability cases working proactively with managers to agree outcomes and propose recommendations, ensuring that risks are dealt with efficiently.
The Employee Relations Advisor will be responsible for ensuring that advice and assistance to managers complies with HR best practice and employment legislation and fosters good employee relations.
The Employee Relations Advisor will work collaboratively with the HR Business Partners to support the organisation's business objectives.
About us
Chelsea and Westminster Hospital NHS Foundation Trust provide services from two main hospitals, Chelsea and Westminster Hospital and West Middlesex University Hospital, and a number of clinics across London and the South-East.
We have nearly 7,000 members of staff that arePROUD to Carefor nearly one million people.
Both hospitals provide full clinical services, including full maternity, emergency and children's, in addition to a range of community-based services across London, such as award-winning sexual health and HIV clinics.
We're one of the best performing Trusts in the country. We're also one of the top trusts to work for - our staff says they're engaged, motivated, and would recommend us as a place to work and receive treatment.
In 2020 Trust was rated by the Care Quality Commission as Outstanding in the well-led and use of resources domains and Good in the safe, effective, caring, and responsive domains. The Trust as a whole was Good, but the Chelsea site was Outstanding.
Our facilities are some of the best in the country. We have been investing around £10 million a year in our estate. We are currently spending £25 million on expanding our adult and neonatal critical care facilities at Chelsea and Westminster and redevelopment of our children's unit at West Middlesex - in partnership with our charity, CW+ and generous donors.
Job description
Job responsibilities
- Act as the contact point for managers and staff for information and advice on employment policies, and procedures including employment legislation, NHS terms and conditions, etc. within designated areas seeking support from senior Employee Relations colleagues for more complex queries.
- Provide timely, consistent and proactive professional Employee Relations advice and support to staff and managers on a wide range of Employee Relations issues in line with Just Culture, ensuring that best practice is applied referring to senior Employee Relations colleagues as appropriate.
- Build strong, credible and visible relationships with managers and be viewed as a trusted advisor.
- Provide managers and employees with advice on potential grievance and bullying and harassment cases ensuring a consistent approach and working in partnership with managers, employee and trade unions to seek early resolution and resolve cases informally where possible i.e. facilitated meetings, mediation etc. seeking support from senior Employee Relations colleagues where appropriate.
- Provide advice and assistance to managers in the management of sickness absence to support their achievement of targets for the reduction of sickness absence rates. This will include supporting managers at formal sickness absence review meetings and hearings under the organisations Sickness policy. In addition, advise and support Managers on ill-health retirement or redeployment situations and the management of staff whose long-term conditions are likely to be covered by the disability provisions of the Equality Act 2010.
- Support managers in managing conduct issues including resolving issues informally in line with Just Culture, providing agreed outcomes (if appropriate).
- Provide support to managers with investigations adhering to policy and legislation ensuring that these are completed within the Trust timescales seeking guidance and support as required.
- Assist managers in writing, drafting and presenting management cases for Employee Relations cases.
- Support managers in managing and resolving performance concerns as part of their day to day supervision and when the capability procedure needs to be involved with an emphasis on supporting employees via coaching, counselling and robust action plan to achieve the expected standards.
- Work with Employee Relations Managers and Head of Employee Relations in driving the Equality, Diversity, Inclusion agenda to improve Workforce Race Equality Standard (WRES) and Workforce Disability Equality Standard (WDES) data to support staff and become a more inclusive organisation.
Undertake any other duties or projects commensurate with the nature and grade of this post as required
Job description
Job responsibilities
- Act as the contact point for managers and staff for information and advice on employment policies, and procedures including employment legislation, NHS terms and conditions, etc. within designated areas seeking support from senior Employee Relations colleagues for more complex queries.
- Provide timely, consistent and proactive professional Employee Relations advice and support to staff and managers on a wide range of Employee Relations issues in line with Just Culture, ensuring that best practice is applied referring to senior Employee Relations colleagues as appropriate.
- Build strong, credible and visible relationships with managers and be viewed as a trusted advisor.
- Provide managers and employees with advice on potential grievance and bullying and harassment cases ensuring a consistent approach and working in partnership with managers, employee and trade unions to seek early resolution and resolve cases informally where possible i.e. facilitated meetings, mediation etc. seeking support from senior Employee Relations colleagues where appropriate.
- Provide advice and assistance to managers in the management of sickness absence to support their achievement of targets for the reduction of sickness absence rates. This will include supporting managers at formal sickness absence review meetings and hearings under the organisations Sickness policy. In addition, advise and support Managers on ill-health retirement or redeployment situations and the management of staff whose long-term conditions are likely to be covered by the disability provisions of the Equality Act 2010.
- Support managers in managing conduct issues including resolving issues informally in line with Just Culture, providing agreed outcomes (if appropriate).
- Provide support to managers with investigations adhering to policy and legislation ensuring that these are completed within the Trust timescales seeking guidance and support as required.
- Assist managers in writing, drafting and presenting management cases for Employee Relations cases.
- Support managers in managing and resolving performance concerns as part of their day to day supervision and when the capability procedure needs to be involved with an emphasis on supporting employees via coaching, counselling and robust action plan to achieve the expected standards.
- Work with Employee Relations Managers and Head of Employee Relations in driving the Equality, Diversity, Inclusion agenda to improve Workforce Race Equality Standard (WRES) and Workforce Disability Equality Standard (WDES) data to support staff and become a more inclusive organisation.
Undertake any other duties or projects commensurate with the nature and grade of this post as required
Person Specification
EDUCATION AND QUALIFICATIONS
Essential
- Degree level or equivalent experience in an HR Advisory role
Desirable
- CPP or part CIPD qualified
EXPERIENCE
Essential
- Experience advising managers in relation to complex people management issues
Desirable
- CPP or other HR qualification or working towards CIPD
- Experience in supporting with disciplinary and grievance investigations
Person Specification
EDUCATION AND QUALIFICATIONS
Essential
- Degree level or equivalent experience in an HR Advisory role
Desirable
- CPP or part CIPD qualified
EXPERIENCE
Essential
- Experience advising managers in relation to complex people management issues
Desirable
- CPP or other HR qualification or working towards CIPD
- Experience in supporting with disciplinary and grievance investigations
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.