Job Description

Providing expert advice to Line Managers and employees on complex ER issues, including managing a small ER caseload. . Lead and line manage the ER advisory team, providing support and guidance, ensuring capability and developmental training. Assists the development of organisational training programmes, and delivers training to managers on ER issues.



Work in partnership with Trade Union representatives, negotiating with them as and when necessary to a mutually beneficial conclusion. Use specialist knowledge of ER issues and employment law to help develop and update the Trust Policies to ensure best practice. Acting as HR support to hearing panel members on a range of Employee Relations cases, providing specialist advice and guidance on HR issues, including disciplinary action and grievance outcomes. Authorise payments for HR materials as needed.



Develop and update employee relations policies drawing on case management experience and relevant employment law to improve the efficiencies of procedures. Implement and promote new and revised People policies and procedures. Identify potential areas of concern and risks with ER issues and ensure that appropriate management or team action is taken to rectify the issue. Communicate sensitively and diplomatically with all staff involved in ER cases, ensuring that processes are carried out in a professional manner to Trust values.



Monitor trends around ethnicity, disability, gender and age, highlighting any areas of concern or disparity and formulate remedial action plans. Attend and contribute to the People Directorate Team Meetings, delivering anonymised case studies to improve case management, escalation avoidance, etc Maintain and update own knowledge of local and national People issues and employment legislation, keeping abreast of latest developments ensuring knowledge is shared with colleagues and management and acted on as appropriate. Ensuring that the use of charters and guides in place for the ER advisory team and these are maintained and updated where necessary and in accordance with any best practice of employment law changes. Ensure close collaboration with the HR Business Partners and the Investigations team to review ER data, identifying key indicators to identify potential ER hotspots any organisational trends.