HR Advisor

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Main Duties and Responsibilities 

1 Working with the HR Business Partner’s (HRBP’s), and admin support with individual employee relations cases such as sickness, disciplinary, grievance, redundancy, change management and absence management. Ensuring that these issues are dealt with fairly, consistently and in a timely manner and more complex matters are escalated as appropriate.  

To take ownership in relation to a caseload of employee relation cases, providing guidance and support to managers to ensure timely resolution in line with policies and procedures. 

Support HR business partners with the design and delivery of training to managers on Trust wide employment policies and procedures as required.  

Support managers to prepare letters and be responsible for ensuring accurate, timely and appropriate records of meetings are maintained.  

Attend absence, disciplinary and grievance hearings, adhering to Trust policy, seeking advice and escalating more complex cases where appropriate. Liaise with HRBP’s to ensure that cases are progressed in a timely manner.  

Coach, support and advise managers during employment investigations, providing complex and sensitive advice to managers on the procedural or legal implications of their decisions, and to staff on procedural processes.  Attend and provide support to HR clinics where required.  

Provide advice and guidance to managers around contact arrangements, terms and conditions of employment, Agenda for Change guidance and implementation of employment related policies and procedures, taking into consideration the circumstances of the case and making judgments based on the information available and the relevant policy/guidance.  Interpret individual rights and responsibilities according to NHS and Trust Policies as well as employment law.  

Promote inclusive working environments and support the equality, diversity and inclusion programme through role modelling EEC values and behaviours.  

Review monthly Professional Registration and Fixed Term Contracts Reports and take forward with operational areas as required. 

Analyse monthly absence data and work with HRBP’s and operational areas to ensure that absence and wellbeing meetings are undertaken and staff supported in accordance with the trusts Absence Management Policy. 

Access confidential personnel and payroll data systems in accordance with departmental and trust Policies. 

Working with the HRBP to support the operational areas in the delivery of their localised performance improvement, ED&I and staff survey action plans.  

Be responsible for the review, development and implementation of specific employment related policies, tool kits and guidance for organisation wide application. Provide training, coaching and advice to managers on the implementation of new policies and procedures.  

Support with rollout of revised policies and associated documents, engage with managers, subject matter experts and trade union representatives.  

Participate in recruitment and selection activities where required, including the development of job descriptions/job specifications, shortlisting and interviewing.  

Communication 

Maintain and update internal HR systems and databases with appropriate information to provide clear management information. 

Prepare, analyse, interpret and report appropriate HR management information, including contributing to board reports and monthly performance reporting. Access confidential personal and payroll data systems in accordance with department and trust policies. 

Undertake projects/ tasks/ contribute ideas to continually improve the HR function and to contribute to the achievement of the NHS People Promise.
 
Contribute to specific projects as required.  

Supporting as required the operational areas on staff survey action plans and interventions.

People Management

Maintaining own professional development and requirements for the role, take part in annual appraisal and Key Success Factors (KSF) process. 

Clinical and Practice Governance

Observe and maintain strict confidentiality with regards to any staff records/patient/family/ and information in line with the requirements of the Data Protection Act.

Any data that is taken/shared as part of a phone call or transported, faxed, or transferred electronically must be undertaken with regard to the Trust Information Governance and Information Security policies.   

The post holder must adhere to the Trust risk assessment and risk management processes. 

The post holder must adhere to infection control policies and procedures where required. 

Undertake mandatory training and any other training relevant to the role as required by East of England Community Health and Care NHS Trust (EEC). 

The post holder is required to participate in relevant emergency preparedness process for their team.

General

Safeguarding people responsibility.

Safeguarding children and adults at risk of abuse or neglect is a collective responsibility.

There is an expectation that all staff develop and maintain their role relevant safeguarding people competencies and comply with local safeguarding partnerships practice. Alongside this employee who are registrants are reminded of their professional duty of care.

Safeguarding means protecting a citizen’s health, wellbeing, and human rights; enabling them to live free from harm, abuse, and neglect. It is an integral part of providing high-quality health care.

Those most in need of protection include:
- Children and young people
- Adults at risk, such as those receiving care in their own home, people with physical, sensory, and mental impairments, and those with learning disabilities.

The post holder must at all times carry out their duties with regard to East of England Community Health and Care NHS Trust Workforce Diversity and Inclusion Policy.

To be aware of the responsibilities of all employees to maintain a safe and healthy environment for patients, visitors, and staff.

All post holders must adhere to the code of conduct on confidentiality and be aware of and adhere to all Trust policies and procedures.

This job description is intended only as a guide to the range of duties involved. The post holder will need to be flexible and adaptable in order to respond to other duties that may be required from time to time and the changes and developments within the Trust. 

Sustainability 

It is the responsibility of all staff to minimise the Trust’s environmental impact wherever possible. This will include recycling, switching off lights, computers, monitors, and equipment when not in use. Helping to reduce paper waste by minimising printing/copying and reducing water usage, reporting faults and heating/cooling concerns promptly and minimising travel. Where the role includes the ordering and use of supplies or equipment the post holder will consider the environmental impact of purchases.