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1. Manage a caseload of complex employee relations cases in an advisory capacity ensuring they are handled appropriately and in a timely fashion;
 Prioritise work and follow-up tasks on a daily and ongoing basis, working with the Investigating Manager and other key stakeholders to identify and manage changing priorities;
 Timetable cases so that investigations progress within agreed timescales
 Ensure effective and regular communication with all parties during the investigation process;
2. Advise managers on the interpretation and application of HR Policies and procedures, Terms and Conditions of Employment, and employment legislation and case law.
3. Support and advise managers dealing with employees with sickness/absence, both long and short 
term, including providing, managers with regular sickness absence reports relating to their individual areas in order to achieve a year on year decrease in sickness rates.
4. Support and advise managers with employee discipline, grievance, capability, bullying or harassment situations, including meetings and/or interviews with managers and employees, advising on the conduct of formal investigations and the preparation and content of investigation reports.
5. Attend grievance, disciplinary and capability hearings to advise managers, employees and unions on due process and appropriate decisions and sanctions. Ensure proper records are maintained (taking formal notes when necessary).
6. Participate in the evaluation and grading of posts within the organisation, in accordance with Agenda for Change, and advise managers on the impact of the grading across the wider workforce.
7. Contribute fully within the HR team on the drafting, formulation and implementation of existing and development of new policies and procedures.
8. Take a proactive role in the communication and dissemination of new policies and procedures, ensuring managers are trained and competent in their application.
9. Undertake and assist with any necessary audits e.g. in accordance with NHSLA and other statutory requirements
10. Develop positive and effective working relationships with senior managers, staff representatives and external agencies. 
11. Participate in specific project areas as agreed within the Human Resources Directorate, e.g. Health Work and Wellbeing, Equality and Diversity and to share good practice.
12. Maintain an accurate employee relations database and to provide information as required e.g. corporate report and equal opportunities monitoring.
13. Liaise and work with HR colleagues as appropriate to maintain effective communication, ensuring that best practice is shared and developed and to facilitate cross cover for colleagues.