To lead the HR Team to deliver a professional HR service ensuring the highest standards of employee engagement along with optimal workforce performance and effectiveness. To assist in the workforce elements of the annual planning, including working with service Managers to develop and deliver their plan, identifying opportunities around workforce supply and transformation. Develop line managers to be effective people managers, giving them the competence and confidence to deal independently with low level employee relations matters. To oversee the appropriate management of all employee relations cases ensuring the identification and management of risk, playing a leading role in the monthly review of cases, along with other senior leaders and holding managers responsible for commissioning investigations. Interpret highly complex legislation and case law in order to provide advice to managers, which inform them of the choices and risks in managing staff. Provide specialist and employment law advice to the Executive Team. This would typically be required for issues with organisational or reputational, consequences, or highly complex or contentious situations, including Employment Tribunal cases. Act as point of escalation for HR Team for complex, or high-risk employment matters, working closely with line managers and other stakeholders to ensure the best possible resolution for all parties. Such outcomes will balance organisational values, legal risk, and reputational risk. Be subject matter expert and lead on specific initiatives or policy developments, including, consultations, ensuring implementation, embedding, and monitoring across the organisation e.g. for organisation wide HR policies and procedures and staff engagement. Provide leadership and effective management of all equality, diversity and inclusion activity enabling improved accessibility and equality of opportunity. Including developing strategic approaches to benefit the entire organisation's approach to equality, diversity and inclusion. Ensure line managers understand their rights and responsibilities under both employment law and the organisations Human Resources policies and procedures. Undertake environmental scanning, provide, and understand trends, patterns, and theories externally that may be having an influence on workforce data. Support BGPAs Staff Survey campaign by working collaboratively with the Communications Team on promotion, communication, and response rates. To lead the proactive development and provision of workforce information reports to demonstrate delivery of the priorities of the Organisational Strategy and support the identification of organisational hotspots at a service level in order that the Executive and Senior Management Team can plan, adapt and react accordingly to support improvement.
