Communication and Working Relationship Skills To be responsible for advising all Trust managers on the correct application of HR policies, procedures and terms and conditions of service. To have the ability to communicate highly complex or sensitive issues, analysing and interpreting and effectively applying current policy, best practice, employment legislation, producing and amending policies and briefings in line with evolving employment legislation and national NHS guidance, to staff and managers whist showing empathy and understanding with regard to their circumstance. To ensure effective communication with other members of the HR team, cascading information and providing training and support as required. To be proactive in identifying potential issues before they become a problem, take preventative action, and to be aware of the legislative requirements. To advise managers and be involved with all aspects of case management through advising and supporting fact-finding exercises, meetings relating to absence, concerns and resolution matters. Associated ability to analyse and interpret complex issues relating to case management in considering the policy framework, organisational precedent, best practice and in order to determine and communicate appropriate course of action. Attend HR Special Interest groups and events representing the Trust as necessary. Develop and maintain close working relationships with other providers of service to the trusts workforce e.g. Occupational Health, payroll and pensions and act as a link between managers these service providers to ensure the implementation of advice e.g. return to work, reasonable adjustments, redeployments, ill health retirements as well as other work related concerns. Work closely with Staff Side colleagues in the development, review and implementation of HR policy and processes as necessary. Analytical and Judgemental Skills Analyse complex HR issues and makes decisions in relation to e.g. concerns, resolution and absence, interpretation of HR policies and workforce strategies. Planning and Organisational Skills To arrange, chair and attend meetings representing HR on for example, case conferences for complex cases, formal meetings, policy development/review and meetings. Responsible for ensuring the co-ordination of concerns or resolution meetings and support in the preparation of all associated documentation. To undertake internal audits as necessary to provide assurance, review policy and processes etc. To develop and deliver training for locality managers e.g. absence management which improves the quality and responsiveness of the service and which meets the needs of teams and individuals to fit with their flexible working patterns. Responsibility for Policy and Service Development Implementation Responsible for the review and development of HR Policies and practices across the wide HR spectrum on a regular basis to ensure they are in line with current legislation, and amended and implemented as appropriate. Undertake research into best practise approaches to Human Resources policy and practice and benchmarking exercises as necessary to ensure effectiveness. To undertake any project work related to HR activities ensuring the implementation and monitoring of such activities when required.
