Employee Relations jobs in Canada

Are you passionate about providing expertknowledge, developing people focussed solutions and working collaboratively todrive forward people strategies?

At Birmingham Hospice our teams are committedto improving the quality of life for people living with life-limitingconditions, as well as supporting their families and loved ones during one ofthe most challenging periods they will ever face.

We are looking for a talented HR professional tojoin our busy and enthusiastic team. This is a role for with a Learning &Development focus. We are looking for someone to design and deliver ourleadership and management development, including management of theapprenticeship levy, our work experience programme and working with ourmanagers on succession planning.

You will primarily support all areas of theHospice. You will be able to quickly establish credibility and positiverelationships with people and enjoy working in a highly collaboratively way.You will be a confident and credible communicator, able to influence and act asa trusted advisor.

What Were Looking For:

Educated to CIPD Level5 or equivalent, or specialist underpinning theoretical knowledgesupported by considerable relevantpractical experience and evidence of continuousprofessional development

Considerable experienceof delivering a high-quality People customer service within acomplex and diverse organisation

Up to date knowledge ofemployment legislation, case law, HR best practice and itspractical application, includinglearning and development

Whatwe offer in return:

The opportunity to bepart of an amazing growing charity

Competitive salary,generous holiday entitlement, wellbeing programmes, Reward Gateway retail discounts& financial tools, access to car fleet/cycle to work scheme, discountedevents tickets

The opportunity todevelop your HR career within the Charity sector

Individuals joining the charity from the NHS or another hospice, the employees continuous previous service with any NHS employer is recognised in respect of pension provision and annual leave.

For further information or an informal chat, please email: sally.morton@birminghamhospice.org.uk

No recruitment agencies please.

Birmingham Hospice provides expert palliative andend of life care for people and their families living with life-limitingillnesses.

We believe that all people in Birmingham shouldhave access to the best specialist care and support - when, where and how theyneed it. Our vision is a future where everyone with a life-limiting illnesswill live and die with dignity and in comfort. Our mission is to enable morepeople from all communities to access the care of their choice at the end oflife.

During a recent CQC inspection our Erdington sitewas rated outstanding, with independent health care regulators highlightingthat colleagues and services are caring, responsive and well-led.

Our outstanding teams are passionate aboutproviding the very best care, and patients and their loved ones are at theheart of everything we do.

Our values of kindness, respect, innovation,togetherness, positivity and openness are at the centre of who we are, what wedo and how we behave. We pride ourselves on being an inclusive, welcoming,caring and supportive team.

Job Purpose

Workingclosely with the People Team Manager and the wider People team, the PeoplePartner will deliver a comprehensive solution-focused People service that isvalue adding in nature; and is in line with our strategic aims, objectives,and business plans.

They will provideadvice, coaching and support to our managers and staff across the breadth ofthe employee lifecycle and undertake project work.

The post holder will applyour People policies, procedures and best practice to deliver effective Peoplesolutions.

Main Duties andResponsibilities

Operational

Responsible for the provision of high quality,solutions focussed advice and coaching to line managers on all employmentissues. Maintaining the ER case tracker and taking legal advice when needed.

Manage an ER caseload, advising and coachingmanagers in dealing with employee relations issues such as disciplinary,capability and grievance issues; this will include supporting investigatingmanagers.

Develop People policies, processes andstandards to reflect changing legal requirements and best practice.

Provide advice and support to managers incases of organisational change

Advise managers in the effective management ofattendance, including advice on management of short term absence andproviding full support to staff with long term illnesses. Liaise with theOccupational Health team as required, ensuring they work in line with our SLA

Produce high quality reports on a range ofPeople metrics to a range of internal and external stakeholders including theBoard of Trustees, People Committee, the Leadership team and the CCG.

Using the integrated HR/Payroll system(CONNECT), maintain excellent data integrity in order to provide meaningfuland accurate data to the business that will assist with informed decisionmaking.

Facilitate mediation meetings as and whenrequired

Conduct leaver interviews and review leaverquestionnaires, analysing the feedback to identify themes, feeding back tothe People Team Leader and department leads to develop solutions to addressissues as well as building on areas of good practice with a view to reducingturnover.

Support recruitment processes as and whenneeded.

Strategic

Participate in the development of a PeopleStrategy for the Hospice and take responsibility for implementing agreedelements of this

Contribute to the development and continualimprovement of the People Department.

Support with wider Hospice initiatives such asWellbeing, Engagement and Diversity

Administrative

Undertake initial investigation of complaintson behalf of the People Team Manager as needed.

Undertake project work that is relevant to thedepartment.

Learningand Education

Participates in the Corporate Inductionprogramme, delivering some modules and coordinating and supporting otherpresenters.

Deliver presentations, design and delivertraining sessions and share information on new and existing Peopleinitiatives to staff and managers.

Coaching managers to enable their increasedinsight and solutions development.

Communication

Ensures a high standard of customer service isdelivered to all stakeholders, in line with our People Promise.

Personal

To agree objectives and a personal developmentplan in order to ensure that a broad range of competence is developed anddemonstrated

General Duties

Confidentiality

Allemployees are required to uphold the confidentiality of all informationrecords in whatever format, encountered in the course of employment and afterit.

Allemployees are bound by the requirements of the General Data ProtectionRegulations when, in the course of their employment, they deal withinformation records relating to individuals

Equalityand Diversity

TheHospice is committed to promoting an environment that values diversity. Allstaff are responsible for ensuring that they treat individuals equally andfairly and do not discriminate on the grounds of age, disability, genderreassignment, marriage or civil partnership, pregnancy or maternity, race,religion or belief, sex and sexual orientation. The Hospice expects all staff to behave ina way which recognises and respects diversity in line with the appropriate standards.

Health and Safety

Allemployees have a responsibility under the terms of the Health and Safety atWork Act1974 to protect and promote their own health and that of others inthe workplace

Allemployees must comply with all Hospice Health and Safety Procedures

InfectionControl

Theprevention and control of infection is the responsibility of everyone who isemployed by the Hospice. Employees must be aware of infection controlpolicies, procedures and the importance of protecting themselves and theirclients in maintaining a clean and healthy environment.

Information Governance

Allemployees are responsible for ensuring they undertake any training relatingto information governance, read the Hospices policies, procedures andguidance documents relating to information governance, and that theyunderstand how this affects them in their role.

ProfessionalDevelopment

Allemployees must participate in an annual appraisal and develop personaldevelopment plan with line manager

Allemployees must maintain their statutory and mandatory training.

Safeguarding Children, YoungPeople and Vulnerable Adults

TheHospice is committed to safeguarding and promoting the welfare of children,young people and vulnerable adults.All employees and volunteers are therefore expected to behave in sucha way that supports this commitment.

The job description is notexhaustive and may be amended following appropriate consultation in the lightof business needs

• Ability to develop and maintain effective working relationships, gaining commitment through collaboration, influencing and information sharing.
• Can use a coaching approach with managers in the resolution of people issues.
• Ability to problem solve, generate new ideas and solutions.
• Effective facilitation skills, supports in delivering clear and engaging presentations and development sessions.
• Ability to develop and implement new ways of working, systems and procedures to ensure that own work and that of the team is carried out effectively.
• Excellent verbal communication skills which includes having difficult conversations.
• Good written skills in order to produce high level reports
• Ability to interpret and analyse data, identifying trends and themes, and use data to make informed decisions.
• Digitally competent and able to use a variety of software packages including Microsoft Word, Excel, and Outlook.
• Flexible attitude and approach, responsive to change.
• Ability to remain calm in difficult situations.
• Good prioritising and planning skills to ensure that deadlines are achieved under pressure.

• Educated to CIPD level 5 or equivalent, or specialist underpinning
• theoretical knowledge supported by considerable relevant practical
• experience.
• Evidence of continuous professional development
• Accredited coaching qualification

• Considerable generalist human resources experience at People Advisor level, with particular experience of ER case work such as conduct, capability, sickness absence, change management, grievance.
• Considerable experience of delivering a high quality People customer service within a complex and diverse organisation.
• HR knowledge across key aspects of the CIPD profession map incorporating People policy, performance management, well-being and diversity and inclusion.
• Up to date knowledge of employment legislation, case law and HR best practice and its practical application.
• Experience of developing organisationally fit People policies and processes that enable managers and minimise bureaucracy.
• Considerable experience of People information systems.
• Understanding of diversity issues and promoting diversity within the workplace.
• Experience of delivering training programmes
• Experience of undertaking mediation and facilitated conversations
• Experience of i-Trent and Business Objects reporting tool

This post is subject to the Rehabilitation of Offenders Act (Exceptions Order) 1975 and as such it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service (formerly known as CRB) to check for any previous criminal convictions.

£15,050 a year£37,627 Full Time Equivalent