ER Manager

ER Manager required to deliver an exemplary ER & HR admin Services Working independently, dealing with complex ER cases, liaise with ACAS to resolve matters at the early conciliation stage, manage change management programmes including TUPE transfers. Ideally some knowledge , experience of MHPS . To act as the professional HR Relationship Lead for the Trust, providing advice and support for a range of strategic workforce issues.

The post-holder will provide expert and professional advice to senior managers and as one of the ER managers, manage a team ER Advisors and HR Administrators, providing guidance and leadership as required.

Job Summary:

• To deliver a professional and efficient Human Resources function, managing all aspects of the day to day operation of the Human Resources Department through establishing, maintaining and improving excellent people management practices and skills.
• Act as the first point of contact for any employee relations issues and as a specialist resource to managers providing advice on highly complex employee relations issues (e.g. disciplinary, grievance, sickness absence, performance management, appeals and harassment/bullying issues).
• To take a proactive approach in researching best practice, including introducing new, effective and efficient ways of working to deliver quality service to the Trust
• To line manage, coach, supervise and develop a team of ER professionals to deliver a consistently robust and professional ER service. This aspect encompasses the full line management role, i.e. disciplinary, grievance, performance management.
• Assess risk and manage ER activities undertaken by the team to maximise productivity and minimise financial liability ensuring sound governance.
• Manage highly complex ER cases, e.g. collective grievances, ER investigations arising as a result of significant critical incidents and support the presentation at Disciplinary and Grievance Appeal hearings as necessary, advising on the principles and details of employment legislation and risk assessing the organisational consequences of any decisions. This also includes managing cases related to medical staff in line with the MHPS policy.
• Relationship lead in terms of the development and implementation of absence management strategies to support achievement of agreed organisational standards.
• Be a role model for organisational values, showing leadership, commitment to service excellence and improvement and a behavioural approach which will promote the principles of dignity and respect for all by supporting trust’s core values.