1 To act as the focal point for managers on all employee relations matters. Providing detailed advice and guidance to managers on the interpretation of Trust policies and procedures and employment legislation. Advise on all employee relations cases, i.e. Disciplinary, Grievance, Capability and Sickness.
1 Working autonomously, manage a mixed case load of Disciplinary, Performance, Grievance and complex sickness absence cases, plus any other relevant employee relations case work as determined by the Employment Relations Manager and/or Deputy Head of Employee Relations.
1 To review cases that are logged for the Just Culture Panel and assess and advise if the cases should be managed informally or go forward for review by the panel.
1 To support the Employee Relations helpline rota and take calls and e-mails to advise line managers on a range of employee relations queries.
2 To extensively review formal outcome letters and management cases/investigation reports.
1 To advise on Medical cases in line with the disciplinary and capability procedures and in line with specific medical guidance. To support the case manager at formal meetings and hearings.
1 To support line managers with the fixed-term contract process and ensuring fixed term contracts are ended fairly and robustly. Where appropriate support managers at the formal meeting and review outcome letters. Request redundancy estimates from pensions and prepare redundancy paperwork for sign off at senior level.
1 To support the Employee Relations Manager with tribunal cases including the preparation of papers for Employment Tribunal, ensuring the appropriate documents are included in the bundle in liaison with Trust solicitors and Trust managers. This will involve reviewing legal documents and preparing witnesses for tribunal. Where appropriate, liaise with ACAS on behalf of the Employee Relations Manager.
1 Work closely with managers, up to Director level, to determine both short-term and long-term strategies on how to effectively manage their employee relations cases. To respond to unpredictable outcomes and events and align the strategy appropriately.
1 To escalate themes and patterns of concerns to the appropriate clinical group lead.
1 To work closely with the Case Management Investigation Team to obtain updates on the progress of investigations and ensure that the Commissioning Manager is updated.
1 Work closely with Trade Unions to work towards a positive resolution for employees and the Trust.
1 Supporting Directorate managers in providing professional advice at formal hearings investigation meetings and sickness advisory meetings with the exception of Step 1 sickness absence meetings. The role will include being responsible for digitally recording the meeting and note-taking.
1 Support the Chair at hearings, including medical cases, advising on policy and procedures including responsibility for note taking and digital recording.
1 To support HR Business Partners with change management programmes to liaise with Trust managers, and the Redeployment coordinator to redeploy staff who have been displaced during a change management or ill health process.
1 To take shared responsibility for ensuring that HR Portal is utilised effectively. To be responsible for editing cases on the HR Portal where required changes are identified.
1 To update cases on the HR Portal and other spreadsheets and case lists as maintained by the Employee Relations team as appropriate
1 To work in conjunction with the Policy and Partnership Manager and support the Employee Relations Manager to develop and review Trust policies and procedures.
1 To support the development and training of managers in key HR matters such as absence management, performance management, Just Culture and investigations, by preparing bespoke training material and delivering shared learning events and day training courses in conjunction with Learning and Development.
1 To use a coaching style to ensure managers take responsibility for and are supported in the HR management aspects of their roles.