People Partner

Detailed job description and main responsibilities

Provide specialist, professional advice and guidance to managers across the full range of employee relations issues, resolve queries from all levels of staff on HR related matters and undertake a key role in the effective management of sickness,disciplinary, grievances and other matters to enable effective and appropriate courses of action and resolution. They will analyse, interpret and advise on employment legislation, policy formulation and terms and conditions of employment and remain up to date in these areas. 

The post has management responsibility for Senior HR Advisors and HR Advisors providing them with direction and support along with the delivery of HR workforce indicators, delivery of cost improvement plans and workforce change.

Responsible for developing and maintaining a restorative just and learning culture approach across UHN employee relations, working alongside other People Partners to enhance an employee relations approach centred on the person in a just culture approach 

Partner with divisions to lead employee relations for the division to resolve complex employee relations challenges. 

Advise on all highly complex, sensitive and contentious employee relations issues within their Division(s) to senior managers and Directors, cross working where required in other areas of the Trust / Group. 

Work in conjunction with external legal teams preparing court bundles and presenting at court where required and with TIAA with fraud cases. They will also liaise with external professional bodies where required. 

Responsible as HR lead on Trust wide projects and a key decision maker within corporate groups as the HR lead. Contribute to the leadership of the HR department and provide specific leadership to own team ensuring the engagement in delivering a high quality service. 

Advise and coach Senior Managers and Directors on highly complex specialist HR issues and a range of very complex employment situations which require deciding on way forward where no precedent exist. assess and analyse the risk to the Trust / Group and Division in line with legislation, national, NHS and Trust policy. Gives advice on how to mitigate any risk, recommend courses of action, offer conflict resolution through negotiation, persuasion and mediation and advice based on other case precedents and outcomes.

Communicate, both written and orally, highly complex and sensitive information in a hostile, contentious, antagonistic or highly emotive atmosphere; though managing conflict resolution mediation, hearings, appeals, employment tribunals. 

Manage change activities for closure and or acquisition of services in line with TUPE legislation.

Interpret and advise on employment legislation and case law both national and NHS specific and provides authoritative specialist advice on medical staffing issues. 

Ensure through the senior Divisional management team that policies are interpreted, implemented and adhered to across the Trust / Group. 

Develop constructive relationships and partnership working with trade union and professional bodies both internal and external to the Trust. 

Provide expert advice and support to the Trust’s Equality & Diversity agenda, advise on employment related issues relating to Equality & Diversity and work with the Division each year on Equality and Diversity objectives for the Division and to work with the Senior Management Teams to ensure these are reached. 

Identify and interpret national legislation for policy review and determine content of Trust / Group HR policies working in partnership with staff side. 

Attend Boards and Partnership meetings, give presentations on complex HR issues and provide HR expertise to aid achievement of the Divisions / Trusts objectives and collaborative working. 

Self-manage and analyse monthly KPI data providing reports and presentations to relevant committees such as Trust Board, Director Management Board/Teams and any other divisional review meetings. 

Lead on appropriate interventions in response to timely analysis of staff-related management information e.g. from the Electronic Staff Record, staff survey results, FOI’s and advise senior managers on trends and recommended action and support all interventions. 

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

Operate and negotiate in a multi-unionised and multi-professional specialist employee relations environment providing expertise where required to achieve the Trusts vision. 

Provide professional expertise and work in line with the CIPD Professional Code of Conduct. 

Self-manage large caseload of highly complex employee relations issues, supports hearing managers in decisions at formal hearings, preparation for and presentation of appeals and court bundles and to present and attend at employment tribunals in relation to all aspects of employment practices. Whilst, overseeing HR Advisor’s own caseload. 

Advise on pay and grading issues including grading assessments and job evaluation. Monitor, advise and sign off all pay banding requests. 

Collaborate with the Occupational Health and wellbeing teams and attend case manager meetings with Occupational Health Doctors to progress cases appropriately. 

Actively participate in the planning and implementation of modernisation and change programmes across the Trust. 

Support and challenge managers in the identification of training and development needs in respect of the people management agenda, providing advice and guidance on complex HR issues in order to minimise risk and financial exposure

Ensure that all staff within areas undertake mandatory and role specific training and that this is accurately recorded on ESR. Report on Mandatory Training, Role Specific Training and Appraisal training at monthly Directorate and Divisional meetings and support the Division with improving these figures. 

Advise managers on training and development issues, working closely with expertise within OD. 

Coach and develop line managers to effectively fulfil their people responsibilities. 

Develop and tutor on relevant HR related management programmes across organisation. 

Advise and support managers on KSF, Performance Development, Talent Management and Succession Planning processes. 

Design, draft, deliver HR related workshops to build the capability of line managers.

For further information on the advertised role, please refer to the job description and person specification  located under the Supporting Documents heading.