HR Advisor

Oxleas NHS Foundation Trust; Dartford; On-site; GBP 32,000 - 46,000; Full time

Job summary

Oxleas NHS Foundation Trust seeks an experienced HR professional to provide coaching and facilitation to managers, designing bespoke training interventions and supporting service directorates to foster strong leadership, culture and staff wellbeing.

The role covers change management, TUPE guidance, and workforce-system implementation support, with focus on reducing escalation by promoting early informal resolutions and staff engagement.

Qualifications

• Experience coaching managers to develop leadership and people-management skills.
• Ability to design and deliver bespoke training interventions for service directorates.
• Advising on change management and TUPE transfers with workforce data to inform decisions.

Responsibilities

• Provide coaching and facilitation support to managers to develop leadership competence and behaviours.
• Design and deliver bespoke training interventions for Service Directorate needs.
• Support management and operational teams to improve people-practice and confidence in people-management.
• Collaborate with Strategy/OD/Improvement to enhance culture, teamwork and staff engagement.
• Advise on change management and TUPE, communicating difficult messages with tact.
• Support bids for new services and defend tender processes.
• Assist in implementing workforce systems (e-rostering, job planning).
• Advise on HR policy implementation and informal employee relations issues.
• Coach managers to handle conflicts and resolve issues early.
• Attend sickness meetings/hearings and advise on documentation under Trust procedures.
• Provide guidance on Freedom to Speak Up/Whistleblowing within the service.

Skills

Coaching

Facilitation

Training design

People management

Change management

TUPE knowledge

Job description

Detailed job description and main responsibilities

• Provide coaching and facilitation support to Managers to develop improved leadership competence, confidence and behaviours.
• Design and deliver bespoke training interventions tailored to the needs of the Service Directorate/s.
• Provide support to the management and operational teams, supporting them to improve their people-practice and to become increasingly confident and competent people-managers via training and coaching.
• Work in partnership with the Strategy, OD and Improvement Team, to support plans to improve culture, team working and team effectiveness, improving the experience of staff members in the Directorate, ensuring staff wellbeing, retention and engagement.
• Provide advice to the Directorates on change management and TUPE transfers, using workforce data to inform decision making and planning, and ensuring compliance with employment legislation and best practice, proactively engaging with staff and their representatives to mitigate risks to plans.
• Provide guidance and support to staff and managers involved in change management, both internal and external to the Trust, using tact and empathy to convey difficult messages about transfers or redundancies, for example.
• Support the Directorates with bids for new services as well as defensive tender processes.
• Provide support to ensure effective implementation of workforce systems (for example, e-rostering and job planning systems).

Employee Relations

• Support managers at all levels in effective implementation of the Trust's HR policies, ensuring staff members feel supported.
• Advise and support managers and medical staff on appropriate action to take regarding performance management, absence management, and informal employee relations issues, with minimal supervision, in line with Trust policies and procedures. Where managers are new to this area, providing hands on support, advice and training to help up-skill them.
• Provide expert advice to ensure a focus on early resolution is developed within the service. Ensure managers are equipped to deal with issues with their staff effectively, providing best practice advice, in order to reach informal resolutions. Minimise escalation to formal processes (which will be dealt with by the ER/Investigation Team).
• Provide coaching to managers to support them in intervening where team members are in conflict, helping to build confidence in initiating and having early resolution conversations, signposting to other interventions where appropriate.
• Attend informal and formal sickness meetings and hearings, as necessary, and advise on documentation and correspondence in accordance with Trust procedures. Assist in the presentation of sickness absence cases up to and including dismissal and attend appeals and employment tribunals, as and when necessary.
• Provide expert advice and guidance to Managers regarding Freedom to Speak Up / Whistleblowing cases within the Service Directorate/s,