HR Adviser

Job overview

To provide a professional and supportive Human Resources (HR) service within Robert Jones and Agnes Hunt Orthopaedic Foundation Trust (RJAH), comprising of a high quality and pro-active HR service.

Develop and maintain regular contact with line managers to build strong and influential working relationships sufficient to support and advise on all aspects of Human Resources policies and procedures.

This role will be key to supporting and coaching managers to undertake HR related management activity as well as providing a structured case management HR service.

This role is eligible for sponsorship for a skilled worker visa if you have NHS experience to aware intermediate pay  or have held skilled worker sponsorship for this role BEFORE 4 August 2024.  Please detail within your application how you meet this requirement if you require a skilled worker visa.

Main duties of the job

To provide advice to line managers on all aspects of HR policies and procedures.

Provide proactive and professional service to all colleagues within RJAH on matters related to HR, including advice on employee relations, recruitment and retention, workforce policies and procedures and NHS Terms and Conditions.

To be a first point of contact, in partnership with the HR  Officers, for employee relations case management taking a lead role in the triaging of queries and planning process for case work.

Ensure that advice anticipates early and timely interventions that enable concerns to be resolved at an early stage.

Identify relevant course of action through assessment of situations and provide the necessary advice, using influencing and negotiation skills.

To work with line managers and workforce colleagues to ensure delivery of workforce Key Performance Indicators (KPI’s).

Support managers to foster a people focused culture which support employee wellbeing.

To provide supervision support to People Services Officers/Administrators within the team, providing guidance and knowledge as required to ensure consistency of advice and quality of response to our managers.

Support a learning culture through a lessons learnt approach, including help managers put reasonable and appropriate measures in place to prevent employment relations cases occurring.

To champion equality and diversity

Detailed job description and main responsibilities

• To support RJAH colleagues in the provision of an effective day-to-day HR advisory service.
• To support line managers in ensuring all staff has the necessary skills and experience to undertake their duties as defined by their job description.
• To work closely and in partnership with staff side colleagues to support positive changes in the workplace and the timely and reasonable undertaking of employee relations activity.
• Ensure effective communication with managers acting as a specialist resource providing accurate advice and strategies to line managers on all aspects of employee relations including sickness absence management, flexible working, capability, disciplinary, grievance, openness (whistleblowing) and harassment/bullying issues.
• To support managers in identifying and investigating all employee relations issues in line with agreed policies including HR adviser when conducting investigations under the relevant policy.
• The post holder will be responsible for ensuring that the formal documentation to panels is of a high quality and done so in a timely manner.
• To act as HR adviser during formal investigations for disciplinary, grievance, performance management and sickness hearings.
• To develop and maintain effective communication and consultation with staff and their trade union representatives both formally and informally, in order to foster positive working.
• To ensure the employee relations data bases are kept up to date with case management.
• To work with other members of People Services and Corporate teams to ensure that the employee relations services support the overall achievement of the RJAH workforce agenda.
• Advise managers on legal responsibilities in HR related cases such as sickness absence management including the application of reasonable adjustments, and the linkages with Health Safety and Wellbeing or Occupational Health.