HR Advisor (NHS)

Job Description

HR AdvisorJOB SUMMARY

• To support the HR Business Partner 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.
• To 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.
• To provide advice and support in respect of job evaluation, job redesign, employee relations, contractual and other operational HR issues.
• To evaluate the service provided to Directorates and meet regularly with users to review the service and work with the HR Business Partner to further develop monitoring mechanisms against which the HR teams’ performance can be measured.
• To deputise for the HR Business Partner as required
• To undertake any ad hoc projects as identified by the HR Business Partner.
• The postholder is encouraged to initiate and discuss new ideas to improve the HR service and to develop these with the HR Business Partner.

Location: DartfordJob Type: TemporaryDuration of booking: Expected to last 3 months with possible extensionProposed start date: ASAPPay Rates: Up to£24.00 per hour Umbrella or £22.00 per hour PAYE inclusive of holidaypayHours / Working Days: 37.5 hours per week / Monday to Friday, 9am - 5pmSector: HealthcareBased: Office / HospitalSkills & Knowledge:

• CIPD (Chartered Institute of Personnel and Development) Level 7 or equivalent experience (or due to fully complete this year).
• Current CIPD registration.
• Evidence of Continuing Professional Development.
• 2 years’ experience in an operational HR environment.
• Experience in supporting managers in employment relations issues.
• Previously supervisory experience with the potential to develop leadership skills.
• Experience of working in an NHS environment is desirable.
• Good knowledge of employment law and ability to interpret and apply it

Employee Relations

• To 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. Where managers are new to this area, providinghands on support and advice and training to help up-skill the managers.
• To attend informal/formal meetings/hearings as necessary and advise on management reports and correspondence in accordance with Trust procedures. To assist in the presentation of cases up to and including dismissal and attend appeals and tribunals as andwhen necessary.
• To produce and monitor monthly ER related statistics, including absence data and interpret information, identify problem areas, and work with managers to address them.
• To keep up-to-date with current employment law legislation and best practice, and ensure that these are reflected in current HR practice. Highlight and address any changes to these and take appropriate action.

Workforce Information

• To question and challenge payroll forms for correct rationale and reasoning and ensure they are within legislative and audit requirements.
• To utilise workforce information in the implementation of HR practices.
• To check and authorise all contracts of employment and variations for all staff groups.
• To be familiar with the Trust’s computerised HR information system to input and retrieve information as required.
• To support the implementation and use of the Electronic Staff Record system.

Employee Services

• To advise managers and staff on the interpretation and application of terms and conditions of service and contractual issues.
• To be responsible for ensuring the use of fixed term, honorary and locum contracts are appropriate.
• To offer consistent advice and interpretation of Trust policies and Terms and Conditions to both managers and members of staff, taking into account the impact and contribution to the wider perspective.
• To have overall responsibility for the processing of all maternity/paternity leave and retirement activity across Directorates.
• To be responsible for supporting managers in the appraisal process.
• To manage the maintenance of personal files in accordance with Trust policies and the data protection legislation, having responsibility for regular audits of information.

Recruitment and Retention

• To ensure there is an effective link with the HR Business Support Team and the Recruitment Team.
• To ensure that exit questionnaires and interviews are conducted and effective statistics produced and analysed for potential problem areas.
• To participate as the HR representative on selection panels as and when required, ensuring best practice and Equal Opportunities are applied.

Keyskills :
Employee Relations Employment Law NHS Restructuring Workforce