HR Advisor

Are you a dedicated team player eager to be part of a dynamic and evolving HR department, where you can have a significant impact on enhancing the overall employee experience? If you have answered "yes" to the above, then this opportunity is for you An exciting opportunity has arisen for a HR Advisor to become a part of our HR Team. Within this collaborative environment, you will have the chance to gain expertise in all aspects of the employee lifecycle, delivering comprehensive and top-tier HR guidance and assistance to Cambridgeshire Community Services. Responsible for delivering a professional, comprehensive, proactive and high quality employee advisory service to managers and staff and supporting the HR Business Partners in undertaking their professional and operational responsibilities. To lead (with support from HR Business Partners) on complex sickness case reviews, coaching and supporting mangers in line with Trust policies and employment law. Working collaboratively within the HR Advisor team to deliver agreed projects, specific area of work. To coach managers in their development to improve the people management practice of their teams to ensure well-being and support of employees Support continuous improvement to people management practice through a lessons learnt approach, including help to managers for them put reasonable and appropriate measures in place to prevent employment relations cases occurring. Rated ‘Outstanding’ by the Care Quality Commission, we are proud to provide high quality innovative services across most of the east of England that enable people to receive care closer to home and live healthier lives. There’s one reason why our services are outstanding - and that’s our amazing staff who, for the seventh year running, rated us incredibly highly in the national staff survey. Main **Responsibilities**: **Employee Relations**: To provide HR support to managers on a range of employee relations issues, specifically around sickness absence management, grievance and disciplinary management, ensuring internal policies and procedures are followed and supporting managers in following and implementing the procedures. Comply with the monitoring of day-to-day HR caseload by keeping the monitoring spreadsheet up-to-date. Proactively manage sickness absence in line with the organisations’ Sickness Absence Management Policy, supporting managers to ensure quality and timely referrals to occupational health and informal and/or formal meetings/ hearings as appropriate. Take a lead role on, with support from the HR Business Partner, on complex sickness case reviews. Ensure regular updates are provided on the progress of employee relation cases and seek advice as required. Provide workforce information to managers in a timely and accurate manner, eg sickness data including, analysing the information and advising managers of appropriate strategies. To support the HR Business Partner with consultations, e.g. attending meetings, undertaking redeployment interviews etc. Develop and maintain effective consultation processes with staff side representatives as appropriate. Ensure the organisation adheres to the Trust’s policy to invite staff side colleagues to attend individual meetings with employees; and facilitate wider involvement of staff side representatives in staff consultations, and reorganisation and redeployment situations. To ensure the Service Division’s compliance with employment legislation. In support of the HR Business Partner, assist in proactively advising Service Managers of the implications of new legislation. Participate in work to harmonise and develop Trust-wide HR policies in response to changes in employment legislation and the transfer in of groups of staff under TUPE. Ensure the Trust’s compliance with equal opportunity and diversity legislation. This may incorporate knowledge of discrimination law, awareness of protected characteristics, and completion of equality impact assessment documentation. **Resourcing**: Advise, and report to the HR Business Partner, on all matters related to the appropriate use of people resources within the division. Advise on recruitment issues where appropriate. Support managers in the area of workforce utilisation to improve both individual, team and organisational performance. Support managers in the management of capability and performance issues in their teams with the aim of reducing sickness absence and managing under-performance. Ensure that processes are established, monitored and reviewed which support the retention of staff. **Information Management & Analysis**: Undertake regular data analysis for the Service Division and share key metrics with Service Leads/Locality Managers. Discuss trends with managers as a basis for performance management, management of attendance and delivering improvement. Validate information to ensure it is accurate. **Agenda for Change job matching**: to advise on job ma