Employee Relations Advisor and Project Co-ordinator (FTC 6 Months)

Job Purpose

Provide operational employment relations and employment law advice on routine and complex matters from staff and line managers. Co-ordinate implementation of HR Project.

Summary Of Role Outputs

• Managers are able to readily access HR advice and given project support during working hours.
• HR advice and documentation provided is clear and practical; managers are provided with options and recommendations based on risk.
• Project is well co-ordinated with records updated and documentation and information provided in a timely manner.
• Complex case activity is recorded and monitored, so that senior managers have sight of the nature and extent of case activity, which in turn informs subsequent training and policy changes.
• Employee relations HR policies are up to date, readily accessible, and easy to interpret.
• Abbeyfield is protected from unfair Employment Tribunal claims and adverse reputational damage.

Candidate profile

Essential

• Recognised Level 3 Foundation (Certificate or Diploma) HR professional qualification.
• Good knowledge of employment and case law, and how to apply it through HR policy and process.
• Demonstrable experience of providing tailored practical employment related advice to staff and remote line managers in line with established HR policy, process and procedure.
• Able to guide and coach line managers (from Team Leader to Director) in how to address staffing issues, by setting out options and recommendations, based on risk to the business.
• Knowledge of GDPR, with a high level of confidentiality and discretion surrounding the use and disclosure of personal data.
• Experienced in the use of HR databases, associated casework management systems and Microsoft Office packages.
• Strong problem solving skills; evaluates options and alternative approaches, weighing up pros and cons, to arrive at an optimum solution that balances risk and reward.
• A strong customer focus; develops a positive working relationship with key stakeholders that helps to secure better business results.
• Highly organised and accurate. Able to correctly update records and provide documentation and manage a process.

Desirable

• Recognised Intermediate Level 5 professional HR diploma qualification.
• Experience of design and delivery of practical employment related training to line managers.

Role Responsibilities

HR Advice Line

• Respond to complex queries and issues from staff and mainly line managers, during normal working hours, via either telephone or e mail.
• Ensure guidance provided is timely, clear and practical, and balances risk and resources required to mitigate that risk.
• Tailor the advice based on the capability and confidence of the service user.
• Escalate more complex or novel issues for guidance to predominantly the HRBP (Employee Relations), or regional HRBP if not available.

Case Management Support

• Log and monitor progress of complex cases, categorising based on case type and risk profile.
• Chase line managers where delays are occurring to progress where the business is at risk of falling foul of acceptable process timelines.
• Provide ad hoc summary progress reports to senior management as required on specific cases.
• Escalate cases where line managers are not expediting matters, or are refusing to accept recommendations, that puts the business at a significant reputational and financial risk.
• Travel to locations where necessary to provide face to face ‘hands on’ tactical support.

HR Project

• Manage the documentation, record keeping and process implementation of HR project.

Line Manager Training & Guidance

• Provide line managers with readily accessible and practical guidance and policy support tools to enable them to proactively manage their staff effectively.
• Determine the key learning needs of line managers, and assist in the design of tailored learning interventions
• Plan and deliver face to face training and coaching to line managers in key aspects of employee relations casework management activity (e.g. conduct, performance, absence, dispute resolution).

HR Policy & Process Improvement

• Use data collated via the HR Advice line, casework management system and other sources of intelligence to determine: o areas for policy and process re-design and improvement, o intranet re-design and e-learning tools, o training and wider line management development.
• Scan changes in employment law, employment tribunal charges and employee relations in general, to ensure that HR policies are up to date and reflect current thinking and best practice.

Reporting & Metrics

• Analyse information collected via the case management system, and provide regular verbal updates and reports to HRBPs and senior management on case management activity.
• Highlight trends in casework activity, and emerging reputational and financial risks.

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