Día de actualización: 18-02-2024
Categoría: Recursos humanos
Tipo de empleo: Full-time
Salario: £28,407 - £34,581 a year
Contenido de trabajoWe are looking for an experienced HR Advisor to join our team following a promotion of one of our HR advisory team.
You will join a team supporting the Human Resources Manager and Business Partner in the delivery of an effective, professional HR Service for the Community & Mental Health Division. You will provide a comprehensive front line Human Resources Service, on all aspects of HR including; disciplinary and grievance, performance issues, absence management, change management and other related HR projects.
You will be CIPD qualified or have the equivalent level of experience, with a strong knowledge of employment legislation and HR systems, practices and processes, ideally within the NHS.
You will have a high standard of written and verbal communication with strict attention to detail and strong Microsoft office / IT skills. You must be able to demonstrate excellent time management, with the ability to organise your time effectively to meet competing and often changing deadlines.
To support the Human Resources Business Partner in the delivery of an effective, comprehensive, professional HR Service to the Divisional Units and Medical Workforce and Corporate areas as required. To be the first point of contact for proactively supporting the management of a broad range of employee relations, performance and employment issues. To work alongside the Human Resources Business Partner in identifying and driving improvements in the management of Human Resources across the Trust. The post holder will take responsibility for specific pieces of work as agreed with the Human Resources Business Partner
Key Relationships (detail below)
Divisional Management Team including Service Managers and Operational Managers
- HR, Finance, Information, Workforce Information, Employment Services, Patient Experience and Learning and Development teams
- Staff Side Representatives
- Executive Team
Main Duties And responsibilities:
To provide professional HR advice and guidance over a broad range employee relations cases, ensuring adherence to Trust policies and legislation. To proactively progress cases within the Divisional Unit to ensure timely conclusion.
- To audit and monitor attendance ensuring that managers follow the relevant policy and procedures and then assist managers to develop strategies to reduce long and short-term absence.
- Promote and maintain a positive employee relations climate which is based on co-operation, partnership working and staff involvement to minimise the causes and effects of conflict.
- Support line managers in preparing for Investigations, Hearings and Appeals by ensuring that documents are robust and appropriate to defend the Trust’s position.
- To advise on all aspects of interpretation of terms and conditions, employment law, including discrimination legislation as appropriate.
- To be responsible for advising and supporting managers on performance management issues.
- To support the development of action plans for the Divisional Area to attain and maintain performance levels within Trust thresholds with regard to all workforce related KPI’s.
- To liaise with the workforce information team in producing meaningful Divisional workforce reports to a sufficient level of detail.
- To assist managers to utilise staff to the best effect including advising on skill mix.
- To work with Divisional managers and staff side representatives to ensure all redundancy and TUPE issues are dealt according to legislation and organisation policies, referring upwards any complex issues.
- To contribute to developing the equality agenda for staff and to operate at all times in a manner that underpins the principals of the agenda.
- To regularly brief the Human Resources Business Partner of developments and areas of concern to ensure that additional support or interventions may be identified and applied.
- To advise on appropriate recruitment and selection processes ensuring liaison with HR Employment Services where necessary.
- To support the Human Resources Business Partner in briefing staff within the Divisional area, e.g. changes in legislation and Trust policy.
- To provide ad hoc training to staff at all levels within the Divisional/Corporate Service areas as required. This will involve supporting the design, delivery and evaluation of training provided.
- To support the Corporate Human Resources Manager as and when required
- To lead and assist in the delivery of internal HR events, including induction as directed.
- To organise and deliver appropriate HR training initiatives as directed
- To advise managers about the recruitment process including applying the appropriate Recruitment Procedures and Guidelines in specific cases to enable recruitment to be carried out efficiently and promptly.
- To liaise with the HR Employment Services /Medical staffing to monitor recruitment process, advising on service improvements as required.
- To take action as appropriate to prevent contravention of the agreed Equal Opportunities Policy, referring upwards any contentious issues.
- To 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.
- To contribute fully within the HR team on the drafting, formulation and implementation of existing and development of new policies and procedures.
- To take a proactive role in the communication and dissemination of new policies and procedures, ensuring managers are trained and competent in their application.
- To undertake and assist with any necessary audits in accordance with statutory requirements
- To develop positive and effective working relationships with senior managers, staff representatives and external agencies.
- To participate in specific project areas as agreed with the Human Resources Business Partner, e.g. Health Work and Wellbeing, and to share good practice.
- To maintain an accurate employee relations database and to provide information as required e.g. Corporate report and equal opportunities monitoring.
- To represent and/or deputise for the Human Resources Business Partner/Corporate Human Resources Manager as required.
- To 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.
- To highlight areas of concern or for review within the HRA/HRBP team meeting and reporting structures.
- To support the development, implementation and delivery of the Trust’s HR strategy, ensuring integration with the Trust’s Operational Business Plan.
- To work in a manner consistent with the CIPD Code of Professional Conduct. To undertake any other duties as allocated, which are commensurate with the grade and nature of the post.
DISCLOSURE AND BARRING SERVICE AND REHABILITATION OF OFFENDERS
Allposts within Alder Hey Children’s NHS foundation Trust are subject to the Rehabilitation of Offenders Act (Exceptions Order) 1975 and as such a satisfactory enhanced Disclosure and Barring Service Check will be required. Having a criminal record will not necessarily bar an individual from working within the Trust; a decision will be made depending on the nature of the position and the circumstances and background of the offences. The Trust complies with the DBS Code of Practice and undertakes not to discriminate unfairly against any subject of a Disclosure on the basis of conviction or other information revealed.
POLICIES AND PROCEDURES
All employees must follow the Trust’s policies and procedures. All polices are available on the intranet.
The post holder will often have access to personal data regarding patients and staff throughout the course of their employment with the Trust. All employees must ensure that they maintain the confidentiality of personal and sensitive information in accordance with the General Data Protection Regulations (2018) and ensure any disclosure of information is done with consent and information only provided to an individual authorised to possess the information. Employees must not access any confidential information held in any form when they have no proper reason to do so in the course of their duties. When dealing with information of any nature, staff must be aware of their personal responsibility and undertake to abide by the policies and procedures of the Trust and their own departments. In circumstances where it is known
that a member of staff has inappropriately accessed or communicated to information to an unauthorised person, this will be considered gross misconduct and could lead to the termination of an employee’s contract of employment.
BUSINESS CONTINUITY PLAN
The Trust is required to have robust emergency preparedness plans in place, to ensure the continuity of service in certain circumstances, eg major civilian disaster, business continuity incident. The Trust expects the post holder to be aware of their role in the event of such a significant disruption to Trust services. As a consequence of such circumstances the post holder may (within their scope of competence) be required to undertake a variation to their normal duties, normal base and / or hours of work as are reasonable and appropriate to maintain essential service provision.
All staff, clinical and non-clinical have both duty and responsibility to prevent the spread of infection within the hospital and are always required to comply with infection control policies .
EQUALITY AND DIVERSITY
The Trust is pro-diversity and anti-discriminatory. Trust policies prohibit discrimination, victimisation, bullying or harassment. The Trust is committed to treating people equally, whether they are patients, colleagues, suppliers or other customers.
CONDUCT AND BEHAVIOUR
Employees are personally accountable for their actions at work, and must promote high standards of care and behaviour in line with our Trust Values. All employees must deliver reliable and effective customer care.
This Job Description is an outline of the key tasks and responsibilities of the Human Resources Advisor and is not intended as an exhaustive list. The Job may change over time to reflect the changing needs of the Trust and its services, as well as the personal development needs of the post holder.
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