HealthJobsUK

Swydd ddisgrifiad a phrif gyfrifoldebau manwl

Communications 

The post holder is required to communicate with staff and managers at all levels. Due to the nature of their work the post holder is required to communicate complex and sensitive information which will require tact and diplomacy.

•    All Managers within CMGs and Corporate Directorates at all levels
•    Other members of the HR Advisory Team
•    Human Resources Recruitment Services Team
•    Workforce Information Team
•    Payroll Services Team
•    Occupational Health Team and AMICA
•    Training and Development Team
•    Staff Side
•    Health and Safety Team

KEY WORKING RELATIONSHIPS

KEY RESULT AREAS

1.   Sickness/Absence
     
Assisting managers to apply the UHL “Promoting Wellbeing and Management of Sickness Absence Policy and Procedure” to ensure a reduction in sickness absence levels and improved attendance.
    
To participate in sickness reviews and hearings. Being a member of sickness absence panels as appropriate, commensurate with the individual’s experience. Presenting management cases up to dismissal.

To provide advice and support to managers in developing sickness absence management plans utilising workforce information and workforce data. 

2.        Advice and Guidance

To provide advice to managers and employees on the interpretation of national and local terms and conditions of service and on Trust’s HR policies and procedures ensuring consistency of practice.

Advise managers on the application of HR policies and procedures e.g. recruitment and selection, grievance, disciplinary and ill-health, maternity leave, retirements, equality and diversity and management of change, in order to ensure compliance with employment legislation and good practice, seeking further advice from the People Partner and Senior HR Adviser where appropriate.

Assist People Partner and Senior HR Adviser to evaluate and update HR policies and procedures to ensure compliance with changes in employment legislation and good practice.

3.       Disciplinary / Grievance
To support managers to carry out disciplinary misconduct investigations and the presentation of management cases at disciplinary hearings. To support managers to carry out grievance investigation.

4.       Legislation

To provide managers with advice on employment law and employment relations and their impact on staffing issues, ensuring consistency of practice and flexibility of approach. 

5.     Management of Change

Under the direction of the Senior HR Adviser assist in the management of organisational change including consultation with individuals and their representatives, staff counselling, redeployment, training, redundancies and personal issues.

6.     Performance Management

To assist managers in assessing the performance of their staff using objective setting and appraisal.  To encourage and provide advice on Appraisals, Personal Development Plans and the Knowledge Skills Framework for staff.

7.    Payroll / Administration 

To respond to payroll and salary queries in line with Trust procedure.

8.     Training and Development 

To devise, deliver and evaluate training within agreed quality standards to staff and managers to enable managers to understand and operate effectively within the Trust’s Human Resource policies e.g. disciplinary and grievance, sickness absence management, equal opportunities and recruitment and selection.

9.     Job Evaluation
    
To advise managers on drafting job descriptions and participate in job evaluation panels.

10.     Staff involvement and engagement

 Work with staff, managers and Staff Side representatives to develop a culture of healthy employee relations, harmonious partnership working, staff engagement and involvement,

11.     Health and Wellbeing

Participate in the local implementation of the Trust’s Health and wellbeing agenda as required. 

12.     Corporate Responsibilities 

To lead on an area of corporate responsibility with support from the Divisional HR Team as required.

13.     Other

Undertake delegated project work, including research and preparation of project plans and implementation in line with good practice.

 Fully participate in the Trust's appraisal and personal development planning process.

Undertake training as necessary in line with the development of the post and as agreed with the line manager as part of the personal development process.

Work collaboratively with the wider HR team to ensure better integration of the team, sharing of information and knowledge to deliver a seamless service.

Represent the HR department and organisation at internal and external meetings/ events.

Provide HR input and take minutes at appropriate HR meetings.