Employee Relations Advisor
We are seeking a motivated Employee Relations Advisor to deliver high-quality, professional and responsive advice to managers and colleagues. Working with Clinical Management Groups (CMGs) and corporate departments, you will help ensure that Trust policies, national and local terms and conditions, and employment legislation are applied fairly, consistently and in line with agreed service standards.
You will support employee relations casework delegated by the Senior ER Advisor, and Head of Employee Relations. This will include attendance, disciplinary, resolution, ill-health, performance and other terms and conditions matters. You will coach managers through informal and formal processes, promote restorative and person-centred approaches, and help embed our Being Fair culture through practical, proportionate and evidence-based advice.
This is an excellent opportunity for an HR professional who wants to develop their ER advisory experience in a supportive team. Although the role has no direct line-management responsibility, you will contribute to manager training, use workforce data to support improvement, help review policies, and lead a designated area of corporate responsibility or delegated project.
The role offers opportunities for hybrid working alongside regular on-site working to support collaboration and relationship building. Flexibility is required across UHL sites.
- Provide advice to managers and employees on ER matters, national and local terms and conditions, Trust policies, employment legislation, case law and good practice.
- Manage delegated casework including attendance, disciplinary, resolution, ill-health, maternity, retirement, AWOL and performance matters, escalating more complex issues to a Senior ER Advisor or the Head of Employee Relations as appropriate.
- Support managers with preliminary enquiries, investigations and formal processes, advising on restorative practice, procedural fairness, evidential standards and proportionate risk management.
- Participate in sickness review meetings and formal hearings, advise on reasonable adjustments, redeployment, Occupational Health guidance and ill-health retirement, and prepare and present management cases where appropriate.
- Use workforce information and trend data to help managers develop attendance improvement plans and keep case records accurate and up to date for audit and governance purposes.
- Design, deliver and evaluate training for managers and staff on topics including investigations, disciplinary and resolution procedures, Being Fair and attendance management.
- Support policy review and implementation.
- Work constructively with managers, colleagues and Staff Side representatives to promote positive employee relations, openness, fairness and mutual respect.
Our new strategy, developed with the support and feedback of colleagues, patients, and partners, is our compass for the next seven years (2023-2030).
We Have Four Primary Goals
- high-quality care for all,
- being a great place to work,
- partnerships for impact, and
- research and education excellence
And we will embed health equality in all we do - taking active steps to reduce the avoidable differences in healthcare that some people face, working in partnership with communities.
Our strategy is underpinned by new values and we will work to ensure they are an everyday reality for all:
- we are compassionate,
- we are proud,
- we are inclusive, and
- we are one team
This is an exciting moment as we look to the future with clarity on what we already do well and where we need to focus our energies to make an even bigger difference for the people we serve.
About The University Hospitals Of Leicester NHS Trust
https://www.uhleicester.nhs.uk
For further details / informal visits contact: Name: Kate Evans Job title: Head of Employee Relations Email address: kate.evans71@nhs.net
