HR Advisor

1.2. Advise managers in relation to discipline and grievance issues, undertaking initial investigations, arranging hearings and advising at hearings to a panel as necessary as allocated by the Head of HR, including planning, collating and when required, giving evidence at hearings and/or meetings including dealing with contentious information which may be confrontational or disputed. 1.3. Participate as HR representative in Grievance hearings, which includes analysis and interpretation of information which may be contentious, highly complex and sensitive.

1.4. Pro-actively manage sickness absence undertaking standard referrals to Occupational Health in line with the Sickness Absence Management Policy, arranging follow up informal and / or formal meetings as appropriate. 1.5. When required participate in all aspects of the recruitment, vetting and selection process on agreed recruitment campaigns.

1.6. Advise managers on all aspects of performance management, using service procedures and best practice. 1.7. Assist with the responsibility for organisational development, including HR management of the Career Development Programme.

including all relevant forms. 2. Human Resource Project Work 2.1. Support the Senior HR team in the development of Human Resource Policies and Procedures, and Directorate procedures 2.2.

Design, deliver and evaluate management training and development sessions. 2.3. Support the Senior HR team in meeting the NHS HR agenda, and associated standards and targets. 2.4.

Undertake elements of the NHS Service Modernisation scheme - Agenda for Change including a full range of Job Evaluation, 3 of 10 after appropriate training. 2.5. Take devolved responsibility/lead advisor for the development/delivery of agreed HR Projects, with appropriate support; and to promote partnership working throughout all programmes of project development. 2.6.

Prepare, attend and follow up actions of agreed meetings / areas of responsibility, briefing the Senior HR Team as necessary. 2.7. Undertake any other duties within the skills and experience of the post holder, and within the ethos of the role, that may not be outlined above but which are reasonable. 2.8.

In liaison with the Regional Recruitment team, actively promote the Trust within colleges/schools for career guidance at Career Fairs and events and other relevant recruitment drives. 3. Health and Safety at Work 3.1. Every employee has a duty to take reasonable care of the health and safety of him/herself and of other persons who may be affected by his/her acts or omissions at work, and to co-operate with the Warwickshire Ambulance Service NHS Trust to ensure that statutory and Trust regulations are complied with.

4. Clinical Governance/Professional Requirements 4.1. Each individual employee (non clinical) has responsibility to ensure they are committed to maintaining a high quality of service to the clinical departments they support. 4.2.

In addition, individual staff have a major role in suggesting improvements to services where possible and implementing changes to services as requested. 4.3. To take professional responsibility for both themselves and their peers within an open no blame culture. 5.

Effort and Environmental Factors 5.1. The majority of work will take place in an office environment working alongside the human resources personnel. 5.2. The majority of the work will entail sitting at a computer workstation.

5.3. There will be a regular requirement to make formal presentations to groups of employees (40 + participants) and awareness presentations throughout the locality (20 participants). 5.4. There will be a regular requirement to prepare and deliver training programmes for evaluation, analysis and matching to a maximum audience of twelve individuals.

5.5. There are interruptions to answer the telephone, deal with queries and enquiries from staff and the general public. 6. Reports 6.1.

To report on Locality objectives on a monthly basis to the Executive Management Committee. This reporting is written and verbal. 6.2. Utilise HR Information Systems, Crystal Report software and Microsoft Excel to provide and monitor HR statistics/trends/graphs, such as sickness absence, labour turnover, retention and equality and diversity indicators, as required by legislation, Trust Board, and external bodies, such as National Office for Statistics, Department for Health and other Government Departments.

7. Training 7.1. To develop oneself within the job and be proactive in identifying own professional development needs. 7.2.

To contribute towards the development and review of the training needs of own peers and colleagues. 7.3. To provide professional advice and assistance in training of Trust employees as appropriate. 7.4.

Attend any course the Service deems necessary for individual and/or organisational development. 7.5. To deliver the full suite of Job Evaluation training in partnership with staff side. 8.

Additional Responsibilities 8.1.