An exciting opportunity to join the Employee Relations & Business Partnering team to work with Forensic And Offender Healthcare Services. The successful candidate will support the Head of HR, Forensic & Offender Healthcare Services in providing a proactive, comprehensive and high quality HR service to managers and staff, to ensure the smooth running of the services in line with Trust policies, procedures and legal requirements.
You will be based at Trust HQ at Pinewood House, Dartford, with flexibility for agile (home) working but the role will involve travel to our Prison sites across Kent/London and therefore you must have the ability to travel regularly.
Bringing with you experience of working in a busy and varied employee relations environment, you must be CIPD qualified (or equivalent experience), a team player, able to cope with change and remain focused on achieving results, often alongside conflicting priorities and high levels of demands, an excellent communicator, have a hands-on approach and be able to develop strong relationships with managers to support and advise them on sickness absence management and complex & sensitive employee relations matters including advising on investigation processes. In addition, you will deliver training and coaching specific to HR processes and procedures.
Responsibilities:
1. Support the Head of HR in providing a fully comprehensive and high quality HR support and advisory service to the Trust managers and staff in support of the Workforce Strategy and business and operational planning processes of the relevant Directorates.
2. Deliver an effective and timely HR Advisory service by working in partnership with managers on HR related issues, such as those arising from restructuring and change exercises.
3. Provide advice and support in respect of job evaluation, job redesign, employee relations, contractual and other operational HR issues.
4. Evaluate the service provided to Directorates and meet regularly with users to review the service and work with the Head of HR to further develop monitoring mechanisms against which the HR teams’ performance can be measured.
5. Deputise for the Head of HR as required.
6. Undertake any ad hoc projects as identified by the Head of HR.
7. Initiate and discuss new ideas to improve the HR service and to develop these with the Head of HR.
Employee Relations:
1. Advise and support managers and medical staff on appropriate action to take on disciplinary, grievance, capability and absence issues with minimal supervision, in line with Trust policies and procedures.
2. Attend informal/formal meetings/hearings as necessary and advise on management reports and correspondence in accordance with Trust procedures.
3. Assist in the presentation of cases up to and including dismissal and attend appeals and tribunals as and when necessary.
4. Produce and monitor monthly ER related statistics, including absence data and interpret information, identify problem areas, and work with managers to address them.
5. Keep up-to-date with current employment law legislation and best practice, and ensure that these are reflected in current HR practice.
Workforce Information:
1. Question and challenge payroll forms for correct rationale and reasoning and ensure they are within legislative and audit requirements.
2. Utilise workforce information in the implementation of HR practices.
3. Check and authorise all contracts of employment and variations for all staff groups.
4. Be familiar with the Trust’s computerised HR information system to input and retrieve information as required.
5. Support the implementation and use of the Electronic Staff Record system.
Employee Services:
1. Advise managers and staff on the interpretation and application of terms and conditions of service and contractual issues.
2. Ensure the use of fixed term, honorary and locum contracts are appropriate.
3. Offer consistent advice and interpretation of Trust policies and Terms and Conditions.
4. Have overall responsibility for the processing of all maternity/paternity leave and retirement activity across Directorates.
5. Support managers in the appraisal process.
6. Manage the maintenance of personal files in accordance with Trust policies and the data protection legislation.
Recruitment and Retention:
1. Ensure there is an effective link with the HR Business Support Team and the Recruitment Team.
2. Ensure that exit questionnaires and interviews are conducted and effective statistics produced and analysed for potential problem areas.
3. Participate as the HR representative on selection panels as required, ensuring best practice and Equal Opportunities are applied.
Budget:
1. Signatory for HR paperwork (checking input) including Payroll forms.
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