Band 5 Resolutions People Liaison Officer

About Us

University Hospitals Birmingham NHS Foundation Trust strives to have an inclusive culture where everyone feels like they belong, can thrive, knows that they add value and feels valued. We do this by developing compassionate and culturally competent leaders, being values driven in all that we do and by creating a welcoming and inclusive workplace that thrives on the diversity of our people. As such we want to attract and recruit talented individuals from all backgrounds, and for each of you to feel supported for the diversity you bring, to achieve your full potential. For those staff with a disability, including physical disability, long term health condition, mental health or neurodiverse condition, this also means being committed to making reasonable adjustments needed for you to carry out your role.

About the Role

This is a new and important opportunity within our People Directorate, created directly from the ambitions set out in our Trust strategy. Through Our People, we are committed to improving the experience of our colleagues by creating a culture where everyone at UHB feels they belong, can thrive, knows they add value and feels valued. The Resolutions Liaison Officer role will help bring that ambition to life in a very practical and human way. It has been designed to support colleagues and managers through some of the most sensitive moments in working life, helping to reduce conflict, improve communication, strengthen welfare support and ensure that resolutions are not only reached, but sustained.

As a Trust, we have set ourselves a clear ambition: to be in the top 25% of trusts for staff who recommend us as a place to work in the National Staff Survey. This role will make a direct contribution to that goal by helping us listen more carefully, respond more compassionately and learn more consistently from the employee relations cases and concerns that come through our services.

The Resolutions Liaison Officer will provide a dedicated, impartial point of contact for parties involved in formal employee relations cases. The role will take weight off hospital and business unit People teams, protect the independence and focus of investigating officers, and ensure that colleagues are kept informed, supported and treated with dignity throughout.

Responsibilities

• Provide trusted, impartial liaison and welfare support for colleagues and managers involved in formal employee relations processes, helping them feel informed, listened to and treated with care.
• Carry out welfare checks, support timely communication, help de-escalate difficult or emotionally charged conversations and recognise when concerns need to be escalated.
• Work alongside colleagues, managers, investigating officers, trade union representatives and People teams, holding clear boundaries while bringing humanity, fairness and compassion to every contact.
• Once formal processes have concluded, follow up on recommendations and help us understand whether resolutions have held, whether individuals feel safe and supported, and what learning can prevent avoidable harm or escalation in the future.
• By tracking themes, progress, outcomes and impact, support the relevant Associate Directors of People to identify what casework is telling us about culture, leadership, and practice.

Requirements

This role will suit someone with judgement, resilience, discretion and compassion, who understands that employee relations work is not just about process. It is about trust, fairness, learning and improving the conditions we create for colleagues to do their best work.

Qualifications

• HR Knowledge acquired through relevant training and experience e.g. Level 5 CIPD (Chartered Institute of Personnel and Development) to degree equivalent level.
• Evidence of recent Continuing Professional Development

Experience

• Recent experience in HR including providing generalise HR advice.
• Experience of preparing, analysing and presenting case reports
• Up to date and thorough working knowledge of Employment Law and Human Resource Best Practice
• Experience of supporting individuals through formal employee relations processes.
• Experience of managing challenging, hostile or emotionally charged interactions.

Pay and Schedule

• Pay scheme: Agenda for Change Band 5
• Salary: £31,049.00 to £37,796.00 Yearly
• Contract: Permanent
• Working pattern: Full-Time, Flexible Working