Senior Human Resources Adviser

5 months ago

Oxford, United Kingdom Oxford University Hospitals NHS Foundation Trust Full time

Come and work for a fantastic Trust with great career opportunities.

It is an exciting time to join OUH and our HR team as we develop and support the growing workforce needs of the Trust.

We are looking for someone who can promote our values as an excellent HR practitioner. If you have a desire to learn and can demonstrate compassion and respect then you might be what we are looking for.

You will have operational HR experience with a demonstrable track record of successfully advising on complex employee relations issues including absence, disciplinary, grievance and performance management.

Experience of working in a diverse organisation is essential and previous NHS experience would be an advantage.

To provide an operational HR service, specifically to the Directorates within the NOTSSCAN Division. To deliver advice on a range of Employment Relations Issues, tailoring specialist HR Advice to the Services within the Division. This is in addition to providing HR Support and advice on Workforce Planning and Organisational Change The role will also include pro-active monitoring of compliance with Trust KPIs and taking appropriate action to support and advise managers on achieving Workforce Targets.

To provide specialist HR support and advice on disciplinary, capability, grievance, probationary procedures and organisational change, including supporting investigations and Panel Chairs

Provide pro-active support and guidance to line managers during formal sickness absence review meetings through to Stage Four. Track directorate absences, ensuring that there is a proactive plan for short and long term absence cases.

Oxford University Hospitals NHS Foundation Trust is one of the largest NHS teaching trusts in the country. It provides a wide range of general and specialist clinical services and is a base for medical education, training and research.

The Trust comprises four hospitals - the John Radcliffe Hospital, Churchill Hospital and Nuffield Orthopaedic Centre in Headington and the Horton General Hospital in Banbury.

Our values, standards and behaviours define the quality of clinical care we offer and the professional relationships we make with our patients, colleagues and the wider community. We call this Delivering Compassionate Excellence and its focus is on our values of compassion, respect, learning, delivery, improvement and excellence. These values put patients at the heart of what we do and underpin the quality healthcare we would like for ourselves or a member of our family. Watch how we set out to deliver compassionate excellence via the OUH YouTube channel.

Many of our recruitment programmes use Value Based Interviewing to identify those who have the skills we seek, who share our values and who are able to deliver compassionate excellence from the outset. We know that this makes a significant difference to your job satisfaction and above all the outcomes and experience of our patients and their families.

The main duties and responsibilities for this role are provided in the job description and person specification attached. Please refer to that for full information.

**Job Summary**:
To provide an operational HR service, specifically to the Directorates within the NOTSSCaN Division. To deliver advice on a range of Employment Relations Issues, tailoring specialist HR Advice to the Services within the Division as an autonomous practitioner. This is in addition to providing HR Support and advice on Workforce Planning and Organisational Change The role will also include pro-active monitoring of compliance with Trust KPIs and taking appropriate action to support and advise managers on achieving Workforce Targets.

Main Tasks and Responsibilities

Employee Relations
1. To provide specialist HR support and advice on disciplinary, capability,

grievance, probationary procedures and organisational change, including

supporting investigations and Panel Chairs

1. Provide pro-active support and guidance to line managers during formal

sickness absence review meetings through to Stage Four. Track directorate

absences, ensuring that there is a proactive plan for short and long term

absence cases.

1. Provide support and advice to managers to deliver against the HR Workforce

Strategies, supporting the activities of the organisation while meeting the

needs of the Directorates

1. Use knowledge of HR best practice to advise on and interpret Trust Policies

and Procedures for managers and employees within the directorate.

1. Assist managers in preparing complex and contentious data and information

for presentation at employee relations hearings.

1. Ensure that investigatory procedures are managed within an appropriate

timescale and managers are coached through the investigation process.

1. Communicate sensitive information to staff on a range of employee relations

issues such as absence, capability, grievance, disciplinary or organisational

change, where there may be some hostility.

1. To ensure

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