Award of HR Administration and Case Work Support Officer

•Provide specialist HR advice to managers and staff at all levels on people management issues (informal and formal), including performance management, sick absence, discipline and Fairness at Work – liaising effectively with HR People Advice & Wellbeing (PAW) Managers (B3); HR policy colleagues, SGLD and other HR managers as appropriate.•Manage the investigation and resolution of formalised employee relations issues such as discipline, Fairness at Work, performance and attendance. This involves assessing and deciding whether there is a need for an investigation and acting as HR Adviser providing HR policy and procedural advice to Deciding Officers on all formal panels and thereafter drafting /issuing charge letters (includes liaising with Legal) and, if appropriate, carrying out dismissals.Provide support and advice/coaching to HR PAW Support Officer (B1) in the management of both intermittent and long term sickness absence. This includes holding formal attendance meetings when staff have breached formal monitoring periods, making decisions, consulting legal and carrying out (if appropriate) dismissals.•Build capability in the business area by working closely with managers and staff to identify and resolve issues through early intervention.•Assist HR PAW Manager (B3) in the delivery of appropriate awareness interventions e.g. performance management, attendance management, fairness at work and wellbeing initiatives.•Take ownership of the delivery of the health and wellbeing strategy at all levels of the business. Support the HR PAW Manager (B3) to improve staff wellbeing and organisational and personal resilience in business areas. This involves assisting HR PAW Manager (B3) with attendance management case conferences within directorates which includes providing regular updates on potential complex cases, patterns and trends within the business.•Manage JEGS process/guidance.•Overview of FoIs, PQs, SARs and any other request for information. Preparation of briefing (including Employment Tribunal background information for SGLD) as required.•Staff management of HR PAW (B1) and buddying with B2 colleague. Role model early intervention and wellbeing behaviours through pro-active management actions (e.g. monthly conversations).•Work in partnership with trade union colleagues, engaging with them and building effective relationships.•Support the People Advice Directorate’s policy work by contributing to policy reviews and ensuring policies are designed with a wellbeing focus.