Assistant HR Advisor

Job overview

To provide a high-quality, responsive HR advisory service to managers and staff across the organisation. The postholder will support the management of employee relations casework, attendance management processes, recruitment activities and workforce initiatives, providing advice on routine and non-complex HR matters in accordance with employment legislation, NHS terms and conditions, organisational policies and best practice.

NHS employees should obtain their manager’s approval for a secondment before applying, as this will be a condition of any offer made. Although the post is currently advertised as a fixed term/secondment position, there is a possibility that it could become permanent in the future without the need for re‑advertisement.

Please be advised this post is not eligible for sponsorship.

Previous applicants need not apply.

Main duties of the job

The Assistant HR Advisor will manage a caseload of low-risk employee relations matters and provide administrative and advisory support for more complex workforce issues under the guidance of HR Advisors and Senior HR colleagues.

The postholder will act as a key point of contact for managers, offering first-line advice and support while developing knowledge and skills across the full range of HR advisory functions.

Detailed job description and main responsibilities

Key Duties and Responsibilities

Employee Relations Support

Provide first-line HR advice to managers and employees on routine employee relations matters.

Manage a caseload of straightforward cases including:

• Sickness absence management.
• Flexible working requests.
• Minor conduct and capability concerns.
• Attendance management processes.
• Support HR Advisors with disciplinary, grievance, capability and dignity at work cases.
• Review case documentation to ensure compliance with organisational policies and procedures.
• Assist managers in preparing for formal meetings and hearings.
• Attend formal meetings to provide procedural advice and note-taking support where required.
• Draft correspondence, outcome letters and meeting documentation for review by HR Manager.
• Ensure all case records are maintained accurately and confidentially.

HR Advisory Service

• Respond to general HR queries from managers and employees.
• Interpret and explain HR policies, procedures and terms and conditions of employment.
• Provide advice on workforce policies and employment processes within defined parameters.
• Signpost complex, high-risk or contentious issues to HR Advisors or HR Manager.
• Promote consistent application of HR policies across the organisation

Supporting Attendance and Wellbeing

• Support managers with sickness absence monitoring and management processes.
• Assist in the preparation of management information relating to absence trends and workforce metrics.
• Provide advice on organisational wellbeing initiatives and relevant policies.
• Support referrals and processes associated with occupational health recommendations.

Training and Development

• Support delivery of HR briefings, workshops and manager training sessions.
• Assist in the development of guidance notes and management resources.
• Contribute to continuous improvement initiatives within the HR Advisory Team.
• Maintain up-to-date knowledge of employment legislation and NHS workforce developments.

Service Improvement

• Identify opportunities to improve HR processes and customer experience.
• Contribute to HR projects and workforce initiatives as required.
• Participate in team meetings and service development activities.

Responsibility for Policy and Service Development

• Contribute suggestions for improving HR processes and procedures.
• Support implementation of new workforce policies and guidance.
• Provide feedback to senior colleagues regarding operational issues impacting service delivery.

Communications and Relationships

The postholder will establish and maintain effective working relationships with:

• Managers and supervisors.
• Employees.
• Trade Union representatives.
• HR colleagues.
• Occupational Health services.
• Recruitment teams.
• Payroll services.
• External agencies where appropriate.