Under the guidance of the HR Manager, support the ER/HR team by co-ordinating formal meetings, including the creation of related correspondence. Arrange formal meetings and investigations with multiple stakeholders Maintain accurate records including formal HR case files, their transfer to staff personnel files, electronic staff records and the maintenance of the Case Tracker and audit. Support with the administration of Organisational Change processes, including TUPE, overseen by the HR Business Partners. Provide assistance to the HRBPs in the management of change issues and contribute as necessary to formal consultation exercises as part of the organisational change initiative, such as at redeployment meetings. Organise and record Job Evaluation Panels and associated record keeping. Audit personnel and case files to ensure accurate and proportionate records are being kept in line with Information Governance requirements when required Advise managers on all aspects of the pay banding and job evaluation process, escalating to ER advisors and/or resourcing, where required. Lead on discrete projects, including supporting with the development of team objectives and KPIs Support the ER Team in the development and delivery of training programmes, production of training materials, to develop the capability of line managers in managing HR issues, both procedural HR knowledge and softer skills in successfully managing people. Analyse workforce information reports, e.g. sickness reports, to highlight trends and provide practical solutions to facilitate timely resolution Prepare monthly HRBP divisional reports using HR systems. Contribute to relevant HR performance reports when required To be responsible for taking and transcribing minutes at formal hearings to ensure an accurate record of proceedings is kept for use at internal appeals and external Employment Tribunal Hearings Working proactively with managers to improve sickness absence and other workforce key performance indicators in line with the Trusts performance targets and strategy. Utilising internal reporting to proactively support managers in equitable application of the Attendance Management Policy. To support in reviewing and developing Trust employment policies that comply with current employment legislation and NHS Employers standards Undertake, monitor and report on trends of exit interviews, escalating to relevant parties as required. Coordinate, support and facilitate health & wellbeing initiatives / projects Responsible for maintaining relevant office equipment and supplies relating to Employee Relations work, including monitoring stock levels, raising issues and requesting stationary supplies as needed. Be the first point of face to face contact for those attending the HR office, demonstrating professionalism and adhering to trust values when responding to often urgent and difficult staff circumstances. Providing a report on monthly statutory and mandatory training attendance and relevant BP action. Implement and co-ordinate the Trusts Hearing Rota and Pre-Disciplinary Panels.