Senior ER Advisor

Provide specialist advice and practical support to managers on sickness absence, conduct, capability and performance, grievances, dignity at work concerns and other employee relations matters.

Manage a varied employee relations caseload, ensuring cases progress promptly and in line with Trust policy, employment legislation and best practice.

Advise managers at formal hearings, supporting fair and consistent decision-making and the correct application of procedures.

Support the preparation of management cases, appeals and responses relating to Employment Tribunal claims, and maintain accurate records of formal proceedings.

Work proactively with managers to improve attendance and staff wellbeing, including providing advice on NHS terms and conditions and workplace options.

Coach managers and design and deliver training or briefing sessions on employee relations and people-management topics.

Contribute to the review and development of employment policies and keep up to date with employment law and HR best practice.

Support recruitment initiatives and advise managers where required on matters arising from positive DBS checks.

MAIN DUTIES AND RESPONSIBILITIESEmployee Relations1. To provide advice and support to managers on all aspects of employee relationsincluding sickness absence, conduct, performance management, grievances andharassment and bullying cases, ensuring timely progression of such cases, in linewith Trust policies, employment legislation and best practice guidance.2. To advise managers on the application of Trust employment policies andprocedures, providing coaching and training to managers to promote andmaintain good employee relations as well as health and well-being at work.3. To advise managers chairing formal hearings under Trust employmentprocedures, ensuring that appropriate procedures are followed and adhered toand that employees have full, fair and impartial hearing. To advise managers onappropriate action to take under such procedures, taking account of all thecircumstances of the case, ensuring a consistency of approach across the Trust.4. To be responsible for taking and transcribing notes at formal hearings to ensurean accurate record of proceedings is kept for use at internal appeals and externalEmployment Tribunal Hearings.5. To assist managers in preparing the management statement of case for internalappeal hearings 6. To assist the Associate Director of Workforce/Head of Employee Relations inpreparing responses for employment tribunal claims and preparing for EThearings.7. To provide information to staff on NHS terms and conditions of service andissues impacting staff health and wellbeing at work, such as salary details,annual leave, maternity leave, paternity leave, adoption leave, flexible workingoptions, retirement, stress management, sickness entitlement and ill healthretirement.8. To be responsible for working proactively with managers to manage and reducesickness absence, in line with the Trusts performance targets and strategy onabsence management. 9. To work with the Head of Employee Relations /Associate Director of Workforce toreview and develop Trust employment policies, to ensure the Trust has robustpolicies and procedures in place which comply with current employmentlegislation and NHS Employers standards.10. To keep up to date on developments in employment law and HR best practice Recruitment and Retention11. To support managers, as and when required, on designated recruitment initiatives. 12. To support managers who have been advised by Trust Staffing of positive DBSchecks. Change Management13. To advise managers on the implementation of organisational change initiatives,ensuring that the Trust meets it obligation to consult with staff and their recognisedTrade Unions/Professional Organisations.14. To assist with the management of redundancy and redeployment processes,ensuring the Trust policy on organisational change is followed appropriately.Management15. To jointly line manage the HR Assistant, ensuring the provision of an efficient andeffective service, conducting performance appraisals in line with the TrustsPerformance Appraisal policy.Training16. To develop and deliver training sessions for managers on HR managementissues such as performance management, managing sickness absence andcapability, working alongside the training department to co-ordinate the deliveryof such training programmes.17. To work with alongside directorate managers to identify management coachingand development needs within the designated areas and design and deliverbespoke coaching and briefing sessions as required.

Please refer to the Applicant Guide via the link below for key information:- Applying to LGT Guide - Key Information for Applicants

Our people are our greatest asset. When we feel supported and happy at work, this positivity reaches those very people we are here for, the patients. Engaged employees perform at their best and our Equality, Diversity & Inclusion (EDI) initiatives contribute to cultivate a culture of engagement. We have four staff networks, a corporate EDI Team and a suite of programmes and events which aim to insert the 5 aspirations:

• Improving representation at senior levels of staff with disabilities, from black, Asian, and ethnic minorities background, identify as LGBTQ+ and women, through improved recruitment and leadership development
• Widening access (anchor institution) and employability
• Improving the experience of staff with disability
• Improving the EDI literacy and confidence of trust staff through training and development
• Making equalities mainstream

Essential: - Educated to degree level or equivalent experience; - Proven experience in a HR role that included undertaking an employment relations component with minimal supervision; - Up to date knowledge of employment law and good employment practice.

Desirable: - Experience of working in a unionised environment; - Experience of advising managers at disciplinary hearing and other formal hearings

Essential: - Experience of advising managers on the application of employment policies; - Robust experience of supporting absence management; - Experience of designing and deliverying training/coaching managers

Essential: - Ability to prioritise and organise workload