Job Description

To support the development of a positive employee relations culture to embed performance management to support the OD plan and cultural change. To provide specialist advise and assist managers in carrying out disciplinary, grievance and capability investigations including organisation of and attendance at formal meetings, hearings. To advise managers on staff conduct issues ensuring appropriate action is taken and documented in accordance with Trust policies and procedures. To take notes at formal hearing to record the discussion.

To support an approach of mediation to resolve issues local where possible without evoking formal procedures. To Oversee and assist with the preparation of the Trusts position at tribunals and other external employee dispute resolution procedures as required. To work and liaise with the Recruitment function for the recruitment of staff. To participate in interview panels and assessment centres within your designated area.

To ensure effective exit mechanisms are in place to assist retention and highlight problems..t To develop and deliver training on ER related topics. To work in partnership with the Workforce Information Manager to provide timely and accurate workforce information data for managers to enable them to manage workforce productivity. To proactively collate and provide information to managers and the department in a timely and accurate manner related to key performance indicators. To be responsible to for the collation, documentation and analysis of specific Trust reporting systems on a monthly basis.

To use and provide information to assist improvement in the service to managers and aid managers in the decision-making process related to Human Resource issues employment tribunals and other external employee dispute resolution procedures as required. To advise as appropriate on Trust policies and procedures and take any follow up action as required. To record all ER activity on the Selenity ER Tracker system. To work and liaise with our outsourced Recruitment function for the recruitment of staff.

To participate in interview panels and assessment centres within your designated area. To ensure effective exit mechanisms are in place to assist retention and highlight problems. To develop and deliver training on ER related topics. To work in partnership with the Workforce Information Manager to provide timely and accurate workforce information data for managers to enable them to manage workforce productivityz.

To proactively collate and provide information to managers and the department in a timely and accurate manner related to key performance indicators. To be responsible to for the collation, documentation and analysis of specific Trust reporting systems on a monthly basis. To use and provide information to assist improvement in the service to managers and aid managers in the decision-making process related to Human Resource issues. To be responsible for own contribution to effective departmental communications within Human Resources attending relevant Human Resources directorate meetings and other Divisional operations meetings.

To develop good, co-operative working relationships with managers, employees and other department functions and ensure any contacts with customers are handled in a timely and professional manner To input all staff data into the ESR system on starting in the Trust. To take responsibility for own development in conjunction with the Head of Employee Relations and participate in the performance review and personal development planning process. To keep updated on digital packages within the department. To deliver training events independently and in conjunction with others.

Represent the People Directorate as and when required. Promote concepts of equality of opportunity and management of diversity, ensuring that HR practices are transparent and non-discriminatory. To adopt and apply appropriate national HR initiatives. GENERAL Performance management and appraisal All staff are expected to participate in individual performance management process and reviews.

Personal development and training RNOH actively encourage development within the workforce and employees are required to comply with trust mandatory training. Health and safety at work The postholder has a duty of care and personal obligation to act to reduce healthcare-associated infections (HCAIs). They must attend mandatory training in infection prevention and control (IP&C) and be compliant with all measures required by the trust to reduce HCAIs. All post holders must comply with trust infection screening and immunisation policies as well as be familiar with the trust\'s IP&C policies, including those that apply to their duties, such as hand decontamination, personal protective equipment, aseptic techniques and safe disposal of sharps.

All staff must challenge noncompliance with infection, prevention and control policies immediately and feedback through the appropriate line managers if required. Confidentiality and data protection All employees are expected to comply with all trust policies and procedures related to confidentiality and data protection and to work in accordance of the Data Protection Act 1998. For those posts where there is management or supervision of other staff it is the responsibility of that employee to ensure that their staff receive appropriate training (e.g. HISS induction, organising refresher sessions for staff when necessary).

Conflict of interest The trust is responsible for ensuring that the service provided for patients in its care meets the highest standard. Equally it is responsible for ensuring that staff do not abuse their official position for personal gain or to benefit their famto declare any interest, direct or indirect with contracts involving the trust. Staff are not allowed to further their private interests in the course of their NHS duties. Equality and diversity The trust values equality and diversity in employment and in the services we provide.

It is committed to promoting equality and diversity in employment and will keep under review our policies and procedures to ensure that the job related needs of all staff working in the Trust are recognised. The Trust will aim to ensure that all job applicants, employees or clients are treated fairly and valued equally regardless of sex, marital status, domestic circumstances, age, race, colour, disablement, ethnic or national origin, social background or employment status, sexual orientation, religion, beliefs, HIV status, gender reassignment, political affiliation or trade union membership. Selection for training and development and promotion will be on the basis requirements for the job. promoting equality and diversity are adhered to in relation to both staff and services.

This job profile is not exhaustive and is intended only to highlight the core duties and responsibilities. Its contents may be varied, to meet the needs of the service, in discussion with the post holder. All staff are required to c Patients first, always Excellence, in all we do Honesty, Trust and Respect, for each other Equality, for all