Employee Relations Specialist

1 month ago

London, United Kingdom St George's University Hospitals NHS Foundation Trust Full time

The aim of the Human Resources Directorate is to set a clear direction for human resource management across St George’s and to use the Trust’s vision and values as a basis for real change to improve working lives for our staff to enable us to continue to deliver excellent care for our patients.

The ER operational team provides a specialist advisory service to both staff and managers across a wide range of Human Resources matters including; Recruitment, medical staffing, workforce information, terms and conditions, HR policy, employee benefits, employee relations, workforce strategy and retention. The ER Specialist role is a key driver in the ER Strategy and the ER improvement Plan.

The post holder will also contribute to ER strategy projects and policy development workstreams including improvement activity and training. The post holder will be expected to promote a just culture approach to employee relations and understand equality and diversity matters relating to ER Cases contributing a culture of compassionate leadership across the Trust.

The postholder is expected to have a clear understanding of how this post contributes to the achievement of the trust vision of:
A thriving Foundation Trust at the heart of an integrated healthcare system. One that delivers improved patient care at a community, hospital and specialist setting, supported by a unique and nationally recognised programme of research, education and employee engagement.

We expect all our staff to share the values that are important to the Trust, being Excellent, Kind, Responsible & Respectful, and behave in a way that reflects these.

St George’s University Hospitals NHS Foundation Trust is committed to safeguarding children and vulnerable adults and expects that all staff will share in this commitment. The Trust is clear that all staff have a responsibility to be aware of children and adult safeguarding policies and procedures and that each member of staff, clinical and non-clinical, will attend child or adult safeguarding training that is provided at an appropriate level to suit their role. The Trust has the additional expectation that all staff will be able to identify concerns and know what action to take.

Communication/Relationships

1. To act as the designated lead ER specialist and the relationship manager responsible for supporting divisions as allocated by the Head of Employee Relations. Supported by an Employee Relations Advisor, they will provide effective advice and support in a timely and proactive manner to managers.

1. To represent and promote a positive, proactive approach to the Employee Relations and creating a Centre of Excellence model in the Trust, acting as an advocate for an open, fair and transparent employment relations environment, working in partnership with trade union representatives and managers to achieve this aim.

1. To work alongside Medical Staffing Team, OD Team, EDI Team, Freedom To Speak up, Corporate Education & Development Team, HRBP Team and Recruitment Team to deliver joint initiatives to managers, ensuring a joined-up approach to the delivery of departmental goals, and Trust priorities.

Employee Relations

1. To support the Head of Employee Relations to manage the progress and administration of all Employment Tribunal (ET) claims in respect to any allocated division and ensure the project management of ET cases to conclusion.

1. To work with managers to reduce sickness absence for all staff groups including medical workforce and contribute to greater efficiency and cost-effectiveness, ensuring that the Trust is working towards and maintaining benchmarks for sickness absence as set by the Trust Board and sector-wide Performance Management scorecards.

1. To be responsible for supporting the Chair of hearings with outcome letters, drafting an outline of decisions, and managing the hearing process, including preparation of hearing packs, sending letters and communication to all parties, also ensuring an accurate record of hearings are kept for use at internal appeals and external Employment Tribunal Hearings.

1. To advise managers chairing formal hearings (except appeals) under the Trust's employment procedures, ensuring that the appropriate procedure is adhered to, and that employees have a full, fair and impartial hearing. To advise managers on appropriate action to take under such procedures, taking account of all the circumstances and ensuring consistency of approach across the Trust.

1. To assist managers in preparing management statements of case for internal appeal hearings and managing the process for appeal hearings and scheduling pre-meets and case management meetings and supporting managers presenting at these hearings.

1. To take responsibility for alimitedcaseload of allocated investigations, to conduct the investigators and submit reports to commissioning managers and to be responsible and take overall ownership of ER cases in an allocated division.

1. To ensure all ER ca

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