Employee Relations Advisor – Avon Fire and Rescue Service

Employee Relations Advisor – Avon Fire and Rescue Service

Summary of role

Whilst this role is primarily based within the Employee Relations team, the post holder will be expected to support the wider ER function to maintain cross-functional resilience, encourage professional development, and promote a collaborative approach. The role involves providing advice, guidance, and practical support to managers and employees on a range of people matters, including lower-level employee relations casework. The post holder will undertake initial reviews of People Impact Assessments, escalating concerns where appropriate, support Family Leave processes by preparing correspondence, completing calculations and liaising with relevant departments, and coordinate the Professional Standards Board.
The post holder will also provide practical and administrative support in relation to attendance management, including monitoring long-term sickness absence and modified duties cases, while signposting and coordinating appropriate wellbeing, welfare, and counselling support. In addition, they will support recruitment, selection, and promotion activities, including shortlisting and interviews, and assist with the administration of Secondary Contracts as required.

Some of the things you’ll be doing

• Provide Employee Relations advice and support the Employee Relations Business Partner, employees and line managers in relation to the Supporting Attendance and modified duties policies, processes and toolkits including running reports, reviewing data and drafting appropriate letters.
• Arrange occupational health referrals and signpost to appropriate welfare support such as external health partnerships (currently Westfield Health), counselling sessions or other specialist input.
• Arrange and attend case conferences for those who are long term absent/modified duties in support of the relevant manager, Employee Relations Business Partner and Wellbeing & Fitness Lead. Ensure agreed actions are undertaken, which may include repeat occupational health referrals, arranging reasonable adjustments or instigating an attendance, capability or Ill Health Retirement process with the relevant lead.
• Provide advice and practical support to employees and line managers on a wide range of HR issues including performance management, retirements, disciplinary and grievance cases. Ensure appropriate administrative actions are taken in accordance with agreed policies and processes.
• Advise managers and employees to ensure compliance with Employee Relations policies and support with lower-level casework e.g. Level 1 disciplinary or grievance processes.
• Support the Professional Standards Board by co-ordinating meetings, capturing decisions, circulating documents and agenda in advance of meetings and following up on progress with the relevant ER Business Partner.

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