Employee Relations Manager

Job pack: Job description: Staff nurse, Grade D

 

Job description and Person Specification – Non Clinical Roles (excluding Admin bands 1-5)

Thank you for considering a role at Cambridge University Hospitals NHS Foundation Trust, which includes Addenbrooke’s and the Rosie Hospitals.

About Us

The Trust is one of the largest and busiest hospitals in the country and is a leading clinical and academic centre with a national and international reputation for excellence. Recognised as providing ‘outstanding’ care to our patients and rated ‘Good’ overall by the Care Quality Commissioner, is testament to the skill and dedication of the people who work here. It is their teamwork, energy, commitment and imagination that make us one of the best hospitals in the UK.

Our Values

The Trust’s philosophy is to keep the patient at the heart of everything we do and we expect staff to uphold our values of Together - Safe, Kind, Excellent at all times. The Trust’s Values and

Behaviour Standard is attached to this job description; it provides more information about the type of behaviour we expect and love to see, and those we do not want to see. In considering whether to

apply for the post you should consider whether you understand and feel able to live our Values.

Supporting you to be the best you can be

The Trust is committed to bringing the best out of its employees. We want everyone who works here to enjoy job satisfaction and feel proud to be an employee of the Trust. Each pay band has a set of

Performance Standards which explains the level of competency and standard of delivery required to perform the role, you can download the performance standard for this post with the application pack. The Trust is committed to providing on-going feedback, development and an annual appraisal discussion.

Your Health and Well-Being

As a world leading healthcare organisation, CUH is a champion of good health and is committed to

providing a smoke free campus to protect its staff, patients and visitors. Smoking is not permitted on the CUH campus and all employees must comply with the requirements of the CUH No Smoking Policy and support the processes and practices in place in relation to patients and visitors.

Your health and well-being are important to us. If you have any concerns about a health condition or disability that you have please read this Job Description and Person Specification carefully to ensure that you would not be putting yourself at risk.

We offer an extensive staff benefits package, including childcare, flexible-working schemes and the

NHS pension scheme along with a range of facilities that includes on-site sport and leisure facilities. Do visit our website for more information about working at CUH and living in Cambridge: Working for us

Submitting your application

Please read this job description thoroughly before submitting your application. As well as meeting the essential requirements of the person specification, be sure that you can demonstrate commitment to our Values, teamwork, reliable attendance, dedication and the ability to show compassion, care and respect to our patients, visitors and colleagues.

We recommend that you download the ‘Information for Applicants - Completing your application’ document which provides further details about how to complete each section of your application form and further information about the application process.

1

Job title:	Senior Employee Relations Manager
Band:	8a
Hours of work:	37.5
Location:	B CUH
To whom responsible:	Head of Employee Relations
Job summary:	Act as named deputy to the Head of Employee Relations, assigning case work to ER Managers and ER Advisors, provide direct line management support to the team of ER Advisor. Cover the full role of Head of Employee Relations in periods of annual leave, including but not exhaustively – Trust Safeguarding Meetings, assessment of cases to determine safe and appropriate legal outcomes To work in partnership with senior managers to provide specialist, comprehensive, high quality advice and guidance on operational HR issues in line with the latest employment law, Trust policy and good practice. To undertake project work and deliver bespoke and corporate training programmes.

Key duties and responsibilities:

In the absence of the Head of ER, providing advice and guidance to senior leaders on the complex employee relations matters.

Deputising for the Head of ER at Professional Panel Meetings and Safeguarding Meetings, ensuring robust and safe procedural and legal advice.

Manage HR case work, advising managers on the interpretation of terms and conditions of employment ensuring compliance with the Trust’s policies and employment legislation to ensure processes are fair, equitable, promote good practice and are free from risk of litigation.

Manage the team of ER Advisors to support operational managers across a range of HR matters for example: leave and pay arrangements, absence and performance management, discipline and grievance matters ensuring that they are implementing and adhering to the appropriate Trust policy.

To accompany operational managers at formal meetings in accordance with Trust policies and procedures.

To support managers in complex and/or sensitive investigations and disciplinary cases.

Present management cases to Appeals panels as required. Attend Employment Tribunals as required either as a Trust witness or to support others acting as witnesses

Develop and maintain effective communication processes with senior managers which actively inform and involve staff in the plans and operational activities of the Trust.

Develop and maintain effective consultation and negotiation arrangements with staff side.

In partnership with senior managers and Divisional Heads of Workforce, improve individual team and organisational performance in the areas of workforce utilisation through the identification and promotion of news ways of working.

To undertake job evaluation and job matching as and when required.

Draft and review HR policies and procedures relating to the employment of staff and act as a lead on specific projects.

Ensure that the Trust is compliant with employment legislation and proactively advise management of the implications of new legislation.

Support the ER Advisors and Workforce administrative staff to ensure that professional excellence is achieved in HR service delivery.

Actively contribute to successful team working of the Workforce Directorate through effective communication, shared professional development and dissemination of best practice.

Design and deliver corporate and bespoke training programmes.

To research and provide data, statistics and analysis to the Head of ER and Divisional Head of Workforce, as required.

Use a range of support methods to develop the leadership and management capabilities and competence across the Trust:

• Coaching

• Mentoring

• Action learning sets

• Team building events

• Identification of talent management

• Training solutions in relation to HR policies and issues e.g. effective performance management practice

Ensure the Workforce Directorate service complies with the Trust’s governance arrangements, which include:

• Clinical Governance

• Risk Management and Healthcare Standards

• Information and Data Protection Policies

Promote equality and diversity issues within Divisional and Corporate Services and ensure compliance with the Equality Act and other .

Provide cover for Divisional Heads of Workforce, Senior and ER Managers as required by the Associate Director of Workforce.

Actively promote, and demonstrate by example, the Trust’s values of Together, Safe, Kind & Excellent.

 

General Compliance:

1. To comply with all Trust Policies and Procedures, with particular regard to

- Risk Management - Health & Safety - Information Governance

- Confidentiality - Data Quality - Freedom of Information

- Equal Opportunities - No Smoking - Being Open: a duty to be candid

2. All staff have a responsibility to comply with the current infection prevention and control policies, procedures and standards and ensure they have received an annual update on infection prevention and control issues including hand hygiene. All staff should practice and encourage appropriate hand hygiene and act professionally to ensure the hospital environment is clean, safe and tidy.

3. To perform your duties to the highest standard with particular regard to effective and efficient use of resources, maintaining quality and contributing to improvements.

4. To follow all the Trust Security policies and procedures and be vigilant to ensure the safety and secure environment for care.

5. All staff that have access to or transfers any data are responsible for those data, it must be kept secure and they must comply with the requirements of the Data Protection Act

1998 and the common law on confidentiality. All data must be kept in line with the Trust’s policies and procedures. Data includes all types of data i.e. patient, employee, financial,

electronic, hard copies of printed data or handwritten data etc.

6. The post holder is responsible for data quality and complying with the policies, procedures and accountability arrangements throughout the Trust for maintaining accuracy and probity in the recording of the Trust’s activities.

7. The Trust is committed to carefully screening all staff who work with children and vulnerable adults. If this applies to this post, the appointment will be subject to a satisfactory Disclosure and Barring Service disclosure (formerly the CRB disclosure) of the appropriate Level.

8. All staff will receive training on Child Protection -Safeguarding Children Policies and Procedures as part of Induction and updates, this will equip the post holder with the knowledge of what you will need to do if you have concerns about the welfare of a child/young person under aged 18.

9. Participate in an annual Appraisal and Development Review meeting and ensure you are meeting the Trust’s Performance Standard for the post.

10. CUH is a smoke free campus. All employees must comply with the requirements of the

No Smoking Policy and support the processes and practices in place in relation to patients and visitors

11. To uphold the Trust Values and Behaviours standard.

12. Perform any other duties that may be required from time to time.

Every post holder can make a difference to a patient’s experience. You will come across patients as you walk around the hospital; we rely on all our staff to be helpful, kind and courteous to patients, visitors and each other.

This job description may be altered to meet changing service needs, and will be reviewed in consultation with the post holder.

 

Post Title: Employee Relations Manager Band: 7 Department : Admin and Clerical

How evidenced: A = Application Form I = Interview T = Test

Factors	Essential Criteria	How Evidenced	Desirable Criteria	How Evidenced
1 Qualifications	Masters Level qualification in HR or proven equivalent experience CIPD qualified or equivalent proven HR skills and experience Evidence of further professional/personal development	A A/I
2 Experience	Specialist experience of dealing with complex employee relations cases (e.g. change management/ grievance/ disciplinary etc) Experience of staff management, performance management and development Experience of training design and delivery Experience of workforce information systems	A/I A/I A/I A/I	Experience of working in Human Resources in a healthcare setting or other public service Experience of working in a unionised environment Experience of organisational change, workforce planning and redesign, pay and reward   Experience of undertaking Agenda for Change grading reviews/ job evaluation Experience of coaching	A A A/I A/I A A/I
3 Knowledge	Understanding of confidentiality and data protection Good working knowledge of Microsoft Office packages A thorough understanding of employee relations issues A thorough knowledge of employment law and experience of interpreting and applying the law in the context of a complex investigation	A/I A/I A/I A/I	Knowledge of the Trust including awareness of priorities Knowledge of NHS terms and conditions Knowledge of the Trust’s HR policies and procedures Advanced working knowledge of Microsoft Office packages	A/I A/I A/I A/I
4 Skills	Ability to organise and manage own time, keeping to schedule and deadlines Ability to work well under pressure and to tight timescales Political awareness and sensitivity Ability to work well as part of a team as well as the ability to use own initiative and work autonomously Excellent verbal and written communication skills including telephone, email, face to face; able to draft well written and reasoned cases, investigation and appeal reports Ability to demonstrate strong leadership skills, particularly to senior staff Ability to help others to develop expert knowledge Flexible and adaptable Ability to negotiate and influence at all levels Able to work in a multi-disciplinary team Ability to deliver bespoke management training Able to evaluate situations, solve problems and assimilate information quickly. Ensuring risk to organisation, staff and patients is assessed and identifying early requirement to escalate. Computer literate, including document development, spreadsheet and data management and report writing. Responsive and outcome driven.	A/I A/I A/I A/I A/I A/I A/I A/I A/I A/I A/I A/I A/I A/I A/I	Ability to present data and produce reports utilising advanced functionality within Excel Strategic awareness; ability to align Workforce activities with the wider Trust and Divisional objectives Project management Proven coaching, facilitation and mediation skills	A/I A/I A/I A/I

	Able to identify, interpret and analyse Workforce reports, financial reports, complex legal decisions and case law
5 Additional Requirements	The ability to understand and behave at all times, towards patients, visitors and colleagues according to the Trust values of safe, kind, excellent.	A/I

 

Information for Applicants - Terms and Conditions of Employment

This information is a summary of the main terms and conditions for pay, annual leave, hours and pension that is governed by the NHS Terms and Conditions of Service Handbook.

Pay

The advertisement provided the information about the pay band for this role. All pay bands have a

minimum and maximum point with opportunity for pay progression on an annual basis until the maximum point of the band has been reached. This is subject to meeting expected levels of performance. For more information about Agenda for Change Pay please visit:

http://www.nhsemployers.org/your-workforce/pay-and-reward/pay/pay-scales/annual

New entrants to the NHS will normally commence on the minimum point of the pay band. Only in exceptional circumstances where t h e e m p l o y e e h as considerable relevant experience to the post can a higher starting salary be considered. If a current NHS employee applies for a post at a higher band they move onto the higher band receiving a promotional increase in accordance with NHS Terms and Conditions. Current NHS employees transferring on the same pay band retain the same salary.

Pay Progression

Employees in bands 1-5 receive pay progression on their incremental date (the anniversary of their start date) subject to meeting expected performance standards.

Progression through pay bands 6-9 is conditional on the employee demonstrating the Trust’s Values and Behaviour Standard, meeting the Performance Standard for their band and other key compliance requirements. There are special conditions that apply to the receipt of pay progression in the first year of employment for those transferring from other NHS employers.

Hours

Full time is 37.5 hours per week and is in accordance with the working patterns/rota patterns within the ward/department. These may be changed from time to time depending upon patient / service needs. If the post you have applied for is part time, the salary will be calculated pro rata to

37.5 hours.

If you are required to work nights/weekends/public holidays you will receive the appropriate unsocial hour’s enhancements.

Annual Leave Entitlement

This is dependent on complete years of NHS service.

Years NHS service	Annual leave entitlement per year
0-5 years completed NHS service	202.5 hours (based on 27 days x 7.5 hrs per day) plus public holidays (pro rata for part time)
5-10 years completed NHS service	217.5 hours (based on 29 days x 7.5 hrs per day) plus public holidays (pro rata for part time)
Over 10 years completed NHS service	247.5 hours (based on 33 days x 7.5 hrs per day) plus public holidays (pro rata for part time)

Pension

Employees are automatically enrolled onto the NHS Pension Scheme upon commencement. There is both an employer and an employee financial contribution to the pension scheme, with the employee contribution ranging from 5% to 14.5% depending upon your salary. New employees will receive a detailed information pack on commencement. For further information about the scheme and how to opt out following commencement, please visit www.nhsbsa.nhs.uk

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