Job Purpose To work as part of the HR Advisory Team to deliver high quality advice and guidance to managers in line with our policies, employment legislation, values and best practice. Will support complex situations involving long-term absence and redeployment, ensuring staff and management are supported in line with Our Culture, in particular through compassionate leadership within a Restorative, Just and Learning Culture. Duties and Responsibilities Communication and Working Relationship Skills As a first point of contact, will be responsible for advising staff and managers on HR policies, procedures and terms and conditions of service. To have the ability to communicate complex or sensitive issues to staff and managers, show empathy and understanding with regard to their circumstance. To ensure effective communication and direction, cascading information and providing training coaching and support as required. To be proactive in identifying potential concerns, take preventative steps, and to be aware of the legal implementations. To advise managers and be involved in Employee Relation situations. This role will primarily support complex absence situations and the redeployment process. To send out communication to staff and managers as necessary through other channels including updating the intranet site as and when required, insuring the information on the intranet is up to date and accurate. To continuously build and maintain effective and efficient working relationships within own Directorate and beyond. Analytical and Judgemental Skills Review complex Employee Relation situations, providing advice based upon the judgement and analysis gained from various perspectives or systems, employment legislation, organisational precedent and best practice approaches. Develop and implement effective reporting arrangements to accurately record and monitor performance against targets. Provide regular reports on service activity to the Workforce team, Directorate teams and trade union colleagues, with assurance that appropriate follow up actions will be completed. Monitor the volume and quality of employee relations activity against agreed performance indicators and pro-actively manage variances. The post holder is required to prioritise their own and teams work effectively in a busy and often pressurised environment and to only escalate issues when appropriate. Planning and Organisational Skills Plan and organise complex meetings such as Concerns or Resolution Meeting with various stakeholders; ensuring communication is in line with the Restorative, Just and Learning Culture principles. Coordinate training events, ensuring communication is shared using platforms such as the intranet to promote and maximise attendance with the aim of up-skilling Line Managers. Responsibility for Patient/Client Care, Treatment and Therapy This role has no direct responsibility for patient care. However, the post-holder will ensure that the Trust has the capability of reaching the highest possible standards of care through the systematic implementation of high quality HR advice. Responsibility for Policy and Service Development Implementation Responsible for the review and development of policies and procedures within the HR Advisory Team to support the consistent advice given through HR Advisory Team. Regularly review procedures to ensure they are in line with current legislation, and amend as appropriate. Provide support to contract review, development and implementation. To undertake any project work related to HR matters ensuring the implementation and monitoring of such activities when required. To assist with the review or creation of standard letters, databases and documentation in accordance with new policies, regulations and changes in employment legislation and take a lead on the review of the Trust employment processes, regularly updating as necessary. Responsibility for Finance, Equipment and Other Resources Ensure appropriate financial authority is gained for any employee change/appointment forms and liaise with HR Connect to ensure that Emergency Payment requests are actioned as necessary. Ensure business justification forms are appropriately written and approval authorised. Responsibility for Human Resources, e.g. Supervision, Training, HR Advice and Management Responsible for the delivery of a range of development activities aimed at improving line managers people management skill and confidence, including training, coaching, team facilitation, etc. Responsibility for Information Resources and Administrative Duties To produce reports as and when required, pulling information from a range of data sources, often requiring analysis/interpretation. To review the HR Advisory intranet pages, ensuring the pages are up-to-date and informative for internal and external colleagues. Ensure that workforce systems are kept up to date and hold accurate data to enable effective decision making based on good workforce information; in particular the ER Casework Tracker and Redeployment Register. To provide any other required reports as required. Responsibility for Research and Development To take part in or deliver surveys or audits with a view of measuring and improving HR delivery. Freedom to Act Working within HR policies and procedures, national terms and conditions of employment and national legislation, the post holder is expected to work on their own initiative, taking HR management advice when required. Any Other Specific Tasks Required Undertake project work, if and when required. Fully participate in the Trust appraisal and personal development planning process. Undertake training as necessary in line with the development of the post and as agreed with the HR Manager as part of the personal development planning process. Any other duties, which fall within the general scope of the job description and band.