Employee Relations Advisor

Job summary

Employee Relations Advisor Division: HR&ODCare Group: Employee RelationsBand: NHS AfC Band 5Salary: £32,073 - £39,043 per annum/ pro rata We are looking for candidates to recruit for an Employee Relations Advisor, who shares our ambition and vision to deliver the Best of Care by the Best People and has the drive to take us forward, by ensuring that the Trust continues to be the first choice for patients and our staff. The role will provide a professional advisory support service to managers on general operational ER issues, such as terms and conditions of service, sickness absence, performance management and resolution of staff concerns.

Main duties of the job

The role will support to provide a fully comprehensive and high quality ER support and advisory service tothe Trust. You will manage an ER caseload, supporting managers with all types of ER casework, with specific focus on the proactive management of sickness absence and performance management, including supporting managers in the preparation of these cases at all stages of the procedure as needed.

The role will also support with the management of the ER forums; coordinating meetings, note taking and diary management. Our values are B old, E very Person Counts, S haring and Open and T ogether. 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 responsibilities

Act as first point of contact for ER advice to managers across the full range of employee relations issues including grievance, discipline, capability, sickness absence, redeployment, in line with best practice, Trust policy and employment legislation Take a proactive lead in monitoring and analysing sickness absence for designated business areas, ensuring both short-term and long-term sickness is being managed in line with trust policy in a timely and efficient manner Provide advice to managers regarding flexible working requests, ensuring staff are treated fairly and avoiding risks of discrimination Providing guidance to managers regarding reasonable adjustments, and facilitating applications for ill-health retirement in a timely manner Under the guidance of the Senior ER Advisor, manage caseload of employee relations issues and advise managers on ER issues in particular: sickness absence cases performance concerns and probation cases.

Ensure that advice and assistance to managers on staff-related operational issues is of a timely, accurate and professional nature, adhering to KPIs and policy timescales Contribute to the development and delivery of ER training programmes to develop the capability of line managers in managing ER issues.

Analyse workforce information reports, e.g. sickness reports, to highlight trends and provide practical solutions to facilitate timely resolution, including providing local coaching and training to managers and team leaders in addressing employee relations issues To be responsible for taking and transcribing minutes at formal hearings to ensure an accurate record of proceedings is kept for use at internal appeals and external Employment Tribunal Hearings To support managers and provide professional advice in preparing relevant management statements of case for internal formal case hearings Working proactively with managers to improve sickness absence and other workforce key performance indicators in line with the Trusts performance targets and strategy.

Job responsibilities

Act as first point of contact for ER advice to managers across the full range of employee relations issues including grievance, discipline, capability, sickness absence, redeployment, in line with best practice, Trust policy and employment legislation Take a proactive lead in monitoring and analysing sickness absence for designated business areas, ensuring both short-term and long-term sickness is being managed in line with trust policy in a timely and efficient manner Provide advice to managers regarding flexible working requests, ensuring staff are treated fairly and avoiding risks of discrimination Providing guidance to managers regarding reasonable adjustments, and facilitating applications for ill-health retirement in a timely manner Under the guidance of the Senior ER Advisor, manage caseload of employee relations issues and advise managers on ER issues in particular: sickness absence cases performance concerns and probation cases.

Ensure that advice and assistance to managers on staff-related operational issues is of a timely, accurate and professional nature, adhering to KPIs and policy timescales Contribute to the development and delivery of ER training programmes to develop the capability of line managers in managing ER issues.

Analyse workforce information reports, e.g. sickness reports, to highlight trends and provide practical solutions to facilitate timely resolution, including providing local coaching and training to managers and team leaders in addressing employee relations issues To be responsible for taking and transcribing minutes at formal hearings to ensure an accurate record of proceedings is kept for use at internal appeals and external Employment Tribunal Hearings To support managers and provide professional advice in preparing relevant management statements of case for internal formal case hearings Working proactively with managers to improve sickness absence and other workforce key performance indicators in line with the Trusts performance targets and strategy.

Person Specification essential Essential oCIPD Level 5 Qualified, or working towards oCIPD Membership oPrevious experience working in an HR or busy admin environment oExperience participating in formal HR meetings, or other formal meetings oExperience supporting with a range of HR queries oExperience supporting managers with sickness absence oStrong IT skills, competent in Microsoft packages (Word and Excel), and E-mail oGood written and verbal communication skills, including report writing oStrong Organisational Skills oProactive approach to achieving key performance targets oUnderstanding of Employment Legislation oUnderstanding of Employee relations best practice oUnderstanding of NHS T&Cs oUnderstanding of Equality Act and making reasonable adjustments Desirable oPrevious experience working in NHS oExperience working in Unionised environment Person Specification essential Essential oCIPD Level 5 Qualified, or working towards oCIPD Membership oPrevious experience working in an HR or busy admin environment oExperience participating in formal HR meetings, or other formal meetings oExperience supporting with a range of HR queries oExperience supporting managers with sickness absence oStrong IT skills, competent in Microsoft packages (Word and Excel), and E-mail oGood written and verbal communication skills, including report writing oStrong Organisational Skills oProactive approach to achieving key performance targets oUnderstanding of Employment Legislation oUnderstanding of Employee relations best practice oUnderstanding of NHS T&Cs oUnderstanding of Equality Act and making reasonable adjustments Desirable oPrevious experience working in NHS oExperience working in Unionised environment

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) .

UK Registration

Applicants must have current UK professional registration. For further information please see NHS Careers website (opens in a new window).