Head of Employee Relations

Job responsibilities

• Compassionately and confidently lead and manage the ER Team in tandem with the Values and Behaviours Framework, providing a gold-standard employee relations service, which mitigates commercial, corporate, and reputational risk. Act as a peer mentor and point of escalation, as necessary.
• Work closely with key stakeholders including Directors, Managers, senior clinicians, Professional Leads and senior HR / People colleagues to ensure the functions support good management and enables the delivery of the Trusts workforce strategy.
• Build strong, credible and visible relationships across the business and be viewed as a trusted advisor.
• Work in partnership with key stakeholders to implement and further develop a wide range of People & OD and employee relations policies and procedures that lead with compassion and are designed to advise and support managers and staff in the exercise of good employment practice. Oversee the People & OD policy database ensuring that policies are up to date and that policy reviews are undertaken, as required.
• Work with People & OD Business Partners and managers to regularly review and ensure that the employee relations service is providing a service that meets the organisational needs.
• Remain at the forefront of emerging ER trends to drive forward an organsiational culture that seeks to be best in class. Stay abreast of all current and forthcoming changes in employment legislation and ensure that these are immediately reflected in policy advice and employee service.

• With an approach of continuous improvement, develop effective processes and practices in line with legislative compliance, case law, and best practice.

• Implement and embed an employee relations environment that is compassionate and aligns with the Just and Restorative Learning Culture principles; ensuring approaches are proportionate, legally sound, and seeking for early intervention and resolution.
• Ensure that the employee relations play a critical function in the Trust acting as a Just and Restorative Learning Organisation. Regularly de-brief appropriate managers following the conclusion of complex cases. Hold accountability for actions or learning points being followed through or escalated to the necessary governance fora.
• Lead, build and maintain positive and productive relationships with recognised trade unions to promote partnership working across the organisation leading on complex negotiations and disputes. The post holder will be the lead officer for the regular staff-side partnership forum.
• Ensure the provision of a high quality and efficient mediation service designed to resolve disputes between staff at the earliest opportunity without the need for formal procedures to be initiated. Supporting our Just and Restorative Learning Culture where our people can thrive and be themselves.
• Manage own complex ER caseload providing high quality consistent advice.
• Present information relating to highly complex and sensitive cases to Trust panels, including attendance at Employment Tribunals and giving witness evidence as appropriate.
• Advise formal hearing panels.
• Advise and support Maintaining High Professional Standards investigations and hearings.
• Provide support and guidance to the ER Manager on all Tribunal and litigation matters. Ensure the ER Manager takes ownership for the lifecycle of each case and its appropriate resolution; including diagnosing areas of improvement for future organisational learning.
• Set appropriate expectations for governance, escalation and communication of ER risk, taking a commercial and pragmatic approach to managing legal risk balanced with clinical risk and efficient service delivery.

• Participate in and ensure a robust Job Evaluation / consistency checking service, supporting the development of systems and maintaining records.

• Attendance at Trust Committee and Board meetings, as necessary.
• Lead on ER specific Trust-wide strategies including, but not limited to, the Anti Racism Action Plan and Autism Strategy, in the development of an inclusive and modern workforce where individuals can be their authentic selves.
• Lead and participate on a range of corporate HR Projects, developing project plans to ensure integration of operational and strategic matters.
• Deputise for the Associate Director of People and OD as appropriate.

Reporting

• Report on activity and performance data for the Employee Relations function, benchmarking services, taking action to improve the service and remedy any deficiencies as appropriate.
• Manage the employee related systems including the production of statistics, analysing regularly intelligence from reports, presenting to Trust Board and Senior Managers to inform priorities and influence strategic decision making, including cost and risk analysis.
• Lead team development of performance metric scorecards and service/system improvement processes to continuously monitor and improve service delivery and contribution of the ER function to enable care groups and departments to deliver financial and performance targets.
• Be expert super user and champion of ER systems, the Electronic Staff Record (ESR) etc. To regularly produce high quality accurate standard and ad hoc ER reports from these systems.
• Ensure that the Trust is fully compliant with, and reports on, Maintaining High Professional Standards and processes when dealing with Employee cases including compliance with relevant legislation and Trust policies.
• Ensure all information captured and stored is in line with Information Governance (IG) requirements and compliant with data protection legislation.

Team Management

• Proactively lead and manage the ER Team. Ensure regular supervision and reviews are undertaken.
• Act as mentor and role model for direct reports, new members of staff and students.
• Manage and develop the performance and capability of the Team including setting performance standards, promoting regular feedback and carrying out annual appraisals agreeing a Personal Development Plan with each member of the Team.
• Hold responsibility for undertaking sickness absence monitoring, return to work interviews, performance and grievance issues as required and in line with the Trusts policies and procedures.
• Manage the Employee Relations finances ensuring that services are managed within budget. Monitor and advise on external spend, such as that for legal services.
• Ensure appropriate procurement processes are followed.
• Ensure the delivery of a programme of training based around building competence and capacity in the Trust in managing ER issues.

Other

• Contribute to evidence based practice and research projects and overall HR People Strategy. Ensure the effective operational implementation of all people initiatives, projects and programmes within the remit of the ER Team.
• Support the change management processes where applicable, in partnership with People Business Partners and Organisational Development colleagues, senior managers and local management teams, including restructuring, redundancy consultation, variation of contracts and TUPE transfers.
• Identify, own and manage risks arising from strategic and operational plans.
• Ensure that ER provides the highest level of customer service to internal/external stakeholders, regularly seeking feedback to drive continuous improvement.
• Champion and lead innovation including the use of automation and digital technology in the design and delivery of efficient employee services.
• Hold responsibility for the development of the Employee Relations pages on the Trusts intranet so that it is an effective and up to date resource.
• Work with the Organisational Development function to develop a management development programme that will establish SLAM as an employer of choice and will enhance the Trust's ability to recruit, retain and develop talent.

Qualifications

Essential

• Degree plus Masters level qualification or significant equivalent specialist experi
• Evidence of continued professional development
• MCIPD

Desirable

• Employment Law qualification
• Project Management qualification

Experience

Essential

• Acted as a subject matter expert in Employee Relations Function
• Experience designing and delivering a range of training to managers on people- management issues
• Excellent demonstrable knowledge of current employment legislation and best practice in managing ER policies, principles and procedures
• Significant demonstrable experience of advising a range of stakeholders on a broad range of employee relations issues, including pay and reward, balancing legal compliance with business need
• Experience of developing practical value-adding solutions to complex issues
• Proven experience in delivering improvements to service delivery
• Extensive experience of leading and motivating teams of staff
• Experience of writing reports for board-level audiences Desirable Requirements Experience working with MHPS Experience of delivering service improvements through the use of automation and/or digital technology Trained Mediator Significant experience of NHS systems including ESR, Healthroster, Allocate ER Tracker

Desirable

• Experience working with MHPS
• Experience of delivering service improvements through the use of automation and/or digital technology
• Trained Mediator
• Significant experience of NHS systems including ESR, Healthroster, Allocate ER Tracker

Knowledge / Skills

Essential

• Excellent understanding of employment law and good practice and understanding of how to advise managers on the applicati
• Well developed written and verbal communication skills to communicate effectively with staff at all levels, including senior managers, different professionals and Trade Unions
• Customer awareness and ability to instill a sense of customer awareness in others
• Able to influence decisions by persuasion, negotiation, facilitation
• Able to demonstrate good organisational and administrative skills
• Develops and takes the lead in advising on long term strategic HR, business planning for the whole organisation
• Understanding of NHS employee terms and conditions
• Ability to work with senior managers and stakeholders in developing resourcing policies and strategies to meet the business needs of a large organisation.
• Computer literate and knowledge of HR information systems (including ESR)
• Ability to analyse situations and exercise independent judgement
• Ability to work in a busy sometimes pressurised environment, prioritising and working to deadlines.
• Communicates very complex/sensitive information in a manner appropriate to the audience
• Self-Awareness and willingness to be flexible
• Belief in achievement through team work
• Commitment to continued professional development
• Ability to understand and implement policy at a level appropriate to the job
• Prepared to travel across hospital sites as required About

Desirable

• Highly developed mediation skills
• Knowledge of Home Office protocols and certificates of sponsorship

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.

Certificate of Sponsorship

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).