Job summary
Are you an experienced HR Advisor looking for their next opportunity or an established Senior People Advisor?
As a Senior People Advisor, you will partner with specific assigned business areas in both a strategic and hands-on role to provide full cycle HR support.
As an HR Generalist, you will be confident with identifying the organisational and people priorities, adopting a responsive and solution focused approach and delivering best practice support. You will establish yourself as a trusted advisor within the business.
You will partner with managers on all their people related matters, including recruitment, employee relations, culture and engagement, internal communication, organisation, performance management and talent development.
This will be an exciting position well-suited to someone who is confident with all HR disciplines and who can bring an operational and solutions focused approach. This role is critical in executing our people initiatives, providing great internal customer support, and driving HR functional excellence and process improvement.
Main duties of the job
You will
develop effective relationships with key stakeholders across your business
areas, partnering with them, providing solution focused outcomes, and
supporting them with people matters.
You will complement the existing People Team in
delivering an efficient and effective value-added service to the business which
includes systemised and standardised People systems and processes for; but not
limited to, providing a high-quality service including; Recruitment and
Selection, Performance development, People management, Policy and Practices,
Professional registration, Education, coaching, training and development, absence
management, workforce health and wellbeing and payroll.
This is very much a hands-on role where you will be
guiding and supporting managers with solutions and providing them with
step-by-step advice as appropriate.
Provide input to team projects when and where
required and work across the partnership to ensure that the key People best
practices remain coordinated and delivered in a professional and timely manner.
The post holder will work in conjunction with the Head of People and the
wider team in the delivery of the agreed People Plan by always providing a
high-quality service.
About us
LAKESIDE HEALTHCARE is changing the face of primary care provision in England. We are bold, adventurous and ambitious and determined to thrive in uncertain times. We are the largest true partnership in the NHS and operate from various sites across the East Midlands. We serve the healthcare needs of over 170,000 patients across Northamptonshire, Lincolnshire & Cambridgeshire. Joining our team presents an opportunity to be part of a large organisation that is changing the way primary care is delivered today.
Living and breathing our values at Lakeside Healthcare
Caring & Respect: Simply put we genuinely care about people: working together for our patients and our teams, our patients come first in everything we do. We strive to ensure we connect and respond to all needs with compassion, care and respect to improve the lives and wellbeing of the communities we serve.
Teamwork & Quality: In all areas of our business we network, collaborate and learn from our Patients, Stakeholders and each another to ensure we are always striving to improve, making the right and best decisions to provide the best service.
Job description
Job responsibilities
To provide HR guidance and operational advice to staff and managers across the organisation on a range of matters including workforce planning, terms & conditions, absence and attendance, discipline, grievance, harassment and bullying and organisational change; ensuring consistent application of employment law and reaching business focussed solutions. To provide a comprehensive, high-quality service focussing significantly on supporting line managers in the managing of disciplinaries and grievances and coaching managers and employees through these processes.
As regional HR support you will be work with your site leads, developing a true partnership with them, offering both standard and bespoke solutions to site specific challenges.
To act as a professional and critical friend to the senior site leads and being a role model for our corporate values and behaviours.
Duties & Areas of Responsibility
To complement the existing People Team in delivering an efficient and effective value-added service to the business which includes systemised and standardised People systems and processes for; This includes, but not limited to, providing a high-quality service including; Recruitment and Selection, Performance development, People management, Policy and Practices, Professional registration, Education, coaching, training and development, Absence management, Workforce health and wellbeing and payroll.
Provide input to team projects when and where required and work across the partnership to ensure that the key People best practices remain coordinated and delivered in a professional and timely manner.
The post holder will work in conjunction with the Head of People and wider team in the delivery of the agreed People Plan by always providing a high-quality service.
Communication & Working Relationships
- Required to develop effective working relationships with:
- All colleagues at all levels
- Required to regularly communicate highly sensitive and contentious information effectively in writing and verbally with individuals (i.e., during disciplinary investigations or personal sickness meetings)
- Provide effective and practical advice to staff and managers
- Provide on-going coaching to line managers during all conversations/interventions
- Responsible for awareness-raising of new/revised People policies within defined areas of responsibility.
Planning & Organisation
- Manage own portfolio of ER case work - providing advice and support to line managers in the investigation, presentation and resolution of employee relation issues ensuring consistent application of employment law and best practice
- Under the direction of the Head of People, provide support in the management and implementation of organisational change programmes, people and organisation projects and partnership-wide initiatives
- Contribute and share ideas/intelligence with Head of People in order to monitor the Partnerships workforce
- To support line managers in holding regular sickness absence management review meetings, and ensure that these are conducted in time, and in line with our internal policies and procedures.
- To mutually agree action plans with line managers and staff in order to facilitate employees return to work from sickness absence as soon as practicable, holding line managers to account for their actions.
- Ensure excellent people management practices are used to recruit and retain a high calibre of staff through advice to line managers.
- Provide advice and guidance in the management of probationary periods to ensure compliance, fairness and equity of policy application.
- Provide administrative support in the organisation, planning and running of employee relation meetings/hearings, ensuring that all necessary parties are in attendance and documentation is distributed.
- Fully utilise our internal systems to provide administrative support to the payroll function in order to deliver a right first-time monthly pay run.
Judgements and Analysis
- Provide advice and support to managers on a wide range of complex or sensitive issues, working within our internal policies and procedures including disciplinary, capability, grievance, harassment and bullying, redeployment, flexible working, terms and conditions, making judgements on a case-by-case basis.
- Work with line managers to problem solve and identify solutions to individual employee situations.
Responsibility for Human Resources
- Support the Head of People with the development of people management capacity and capability of first line managers, equipping them with the knowledge and skills to respond to their management responsibilities in line with the organisations strategic objectives.
- Using up to date employment law knowledge, seek to develop and coach managers in order to embed effective use of policies and procedures.
- Support the development and implementation of People policies, procedures and guidelines to meet the needs and values of the partnership, and the requirements of employment legislation, and best practice. Ensure that these policies are regularly reviewed and updated in line with the review schedule for changes in employment law/partnership organisational development.
- Advise on appropriate variations to Terms and Conditions of employment. Provide support to resolve issues and ensure all information is accurate i.e., promotions, re-grading, acting up, extension to fixed term contracts, change of hours or working patterns, pay review and leaver data.
- Support and advise the site leads within your region on practical solutions and good practice recruitment to workforce needs and making suggestions to improve quality of recruitment activity. Supporting recruitment campaigns as necessary.
- Provide advice on the writing of job descriptions and person specifications, to ensure consistency of approach. Assist hiring managers with appointments including values-based interview techniques.
- Work with the Head of People and People Business Partner with the development of people training, supporting the delivery of identified training courses for staff.
Information Resources
- Provide site leads with accurate reporting data to ensure the effective monitoring of sickness absence.
- To utilise electronic systems that track and monitor employee relation matters.
- To fully utilise Radar (in-house system) and support the People Team tasks in a timely and effective manner.
- Respond to the general team inbox e-mails in a timely manner as appropriate.
Effort Factors / Professional Responsibilities/Any Other Specific Tasks Required
- Required to operate using your initiative on a day-to-day basis. You will be required to act independently but limit your advice and support to those areas within your sphere of knowledge and understanding. Where necessary you should take advice from or refer any queries which you do not feel competent to deal with to the Head of People.
- Regularly required to work/lead in emotive/challenging situations (i.e., ill health, mental illness) due to the high involvement with people and teams.
- Represent the organisation in a professional manner in all activities and in line with the organisation values.
- Contribute to the development and improvement of the People Team practices.
- Be able to undertake travel to various locations to carry out duties of the post.
- Work closely with the other People Team members to ensure all admin processes are efficient, effective, and applied consistently.
- To safeguard the health, well-being, and safety of the patients we work with, some of whom maybe classed as vulnerable people or adults at risk. In the event of a risk to a Patient becoming apparent or if concerns arise about a vulnerable persons welfare, to immediately report these concerns in line with the appropriate policy and procedure.
Job description
Job responsibilities
To provide HR guidance and operational advice to staff and managers across the organisation on a range of matters including workforce planning, terms & conditions, absence and attendance, discipline, grievance, harassment and bullying and organisational change; ensuring consistent application of employment law and reaching business focussed solutions. To provide a comprehensive, high-quality service focussing significantly on supporting line managers in the managing of disciplinaries and grievances and coaching managers and employees through these processes.
As regional HR support you will be work with your site leads, developing a true partnership with them, offering both standard and bespoke solutions to site specific challenges.
To act as a professional and critical friend to the senior site leads and being a role model for our corporate values and behaviours.
Duties & Areas of Responsibility
To complement the existing People Team in delivering an efficient and effective value-added service to the business which includes systemised and standardised People systems and processes for; This includes, but not limited to, providing a high-quality service including; Recruitment and Selection, Performance development, People management, Policy and Practices, Professional registration, Education, coaching, training and development, Absence management, Workforce health and wellbeing and payroll.
Provide input to team projects when and where required and work across the partnership to ensure that the key People best practices remain coordinated and delivered in a professional and timely manner.
The post holder will work in conjunction with the Head of People and wider team in the delivery of the agreed People Plan by always providing a high-quality service.
Communication & Working Relationships
- Required to develop effective working relationships with:
- All colleagues at all levels
- Required to regularly communicate highly sensitive and contentious information effectively in writing and verbally with individuals (i.e., during disciplinary investigations or personal sickness meetings)
- Provide effective and practical advice to staff and managers
- Provide on-going coaching to line managers during all conversations/interventions
- Responsible for awareness-raising of new/revised People policies within defined areas of responsibility.
Planning & Organisation
- Manage own portfolio of ER case work - providing advice and support to line managers in the investigation, presentation and resolution of employee relation issues ensuring consistent application of employment law and best practice
- Under the direction of the Head of People, provide support in the management and implementation of organisational change programmes, people and organisation projects and partnership-wide initiatives
- Contribute and share ideas/intelligence with Head of People in order to monitor the Partnerships workforce
- To support line managers in holding regular sickness absence management review meetings, and ensure that these are conducted in time, and in line with our internal policies and procedures.
- To mutually agree action plans with line managers and staff in order to facilitate employees return to work from sickness absence as soon as practicable, holding line managers to account for their actions.
- Ensure excellent people management practices are used to recruit and retain a high calibre of staff through advice to line managers.
- Provide advice and guidance in the management of probationary periods to ensure compliance, fairness and equity of policy application.
- Provide administrative support in the organisation, planning and running of employee relation meetings/hearings, ensuring that all necessary parties are in attendance and documentation is distributed.
- Fully utilise our internal systems to provide administrative support to the payroll function in order to deliver a right first-time monthly pay run.
Judgements and Analysis
- Provide advice and support to managers on a wide range of complex or sensitive issues, working within our internal policies and procedures including disciplinary, capability, grievance, harassment and bullying, redeployment, flexible working, terms and conditions, making judgements on a case-by-case basis.
- Work with line managers to problem solve and identify solutions to individual employee situations.
Responsibility for Human Resources
- Support the Head of People with the development of people management capacity and capability of first line managers, equipping them with the knowledge and skills to respond to their management responsibilities in line with the organisations strategic objectives.
- Using up to date employment law knowledge, seek to develop and coach managers in order to embed effective use of policies and procedures.
- Support the development and implementation of People policies, procedures and guidelines to meet the needs and values of the partnership, and the requirements of employment legislation, and best practice. Ensure that these policies are regularly reviewed and updated in line with the review schedule for changes in employment law/partnership organisational development.
- Advise on appropriate variations to Terms and Conditions of employment. Provide support to resolve issues and ensure all information is accurate i.e., promotions, re-grading, acting up, extension to fixed term contracts, change of hours or working patterns, pay review and leaver data.
- Support and advise the site leads within your region on practical solutions and good practice recruitment to workforce needs and making suggestions to improve quality of recruitment activity. Supporting recruitment campaigns as necessary.
- Provide advice on the writing of job descriptions and person specifications, to ensure consistency of approach. Assist hiring managers with appointments including values-based interview techniques.
- Work with the Head of People and People Business Partner with the development of people training, supporting the delivery of identified training courses for staff.
Information Resources
- Provide site leads with accurate reporting data to ensure the effective monitoring of sickness absence.
- To utilise electronic systems that track and monitor employee relation matters.
- To fully utilise Radar (in-house system) and support the People Team tasks in a timely and effective manner.
- Respond to the general team inbox e-mails in a timely manner as appropriate.
Effort Factors / Professional Responsibilities/Any Other Specific Tasks Required
- Required to operate using your initiative on a day-to-day basis. You will be required to act independently but limit your advice and support to those areas within your sphere of knowledge and understanding. Where necessary you should take advice from or refer any queries which you do not feel competent to deal with to the Head of People.
- Regularly required to work/lead in emotive/challenging situations (i.e., ill health, mental illness) due to the high involvement with people and teams.
- Represent the organisation in a professional manner in all activities and in line with the organisation values.
- Contribute to the development and improvement of the People Team practices.
- Be able to undertake travel to various locations to carry out duties of the post.
- Work closely with the other People Team members to ensure all admin processes are efficient, effective, and applied consistently.
- To safeguard the health, well-being, and safety of the patients we work with, some of whom maybe classed as vulnerable people or adults at risk. In the event of a risk to a Patient becoming apparent or if concerns arise about a vulnerable persons welfare, to immediately report these concerns in line with the appropriate policy and procedure.
Person Specification
Qualifications
Essential
- Educated to a minimum of CIPD Level 3
- Knowledge of current employment legislation
Desirable
- Associated CIPD member
- Evidence of continued professional development
Experience
Essential
- Previous exposure to operational HR work across a multi sited business (i.e., sickness absence meetings, investigations, people management, change processes 1:1 staff meetings)
- Experience or delivering a high-quality HR support service across multiple sites or departments
- Experience of planning and organisation
- Evidence of commitment to Equality and Diversity values and principles in the delivery of all aspects of the role
- Evidence of being an ambassador and role-model for corporate values and behaviours
- Previous workforce planning and involvement in recruitment best practices
- Experience of writing legally compliant communications e.g., invite and outcome letters
Desirable
- Experience of payroll processes and administration
- Previous experience of developing and delivery of training workshops to line managers
Person Specification
Qualifications
Essential
- Educated to a minimum of CIPD Level 3
- Knowledge of current employment legislation
Desirable
- Associated CIPD member
- Evidence of continued professional development
Experience
Essential
- Previous exposure to operational HR work across a multi sited business (i.e., sickness absence meetings, investigations, people management, change processes 1:1 staff meetings)
- Experience or delivering a high-quality HR support service across multiple sites or departments
- Experience of planning and organisation
- Evidence of commitment to Equality and Diversity values and principles in the delivery of all aspects of the role
- Evidence of being an ambassador and role-model for corporate values and behaviours
- Previous workforce planning and involvement in recruitment best practices
- Experience of writing legally compliant communications e.g., invite and outcome letters
Desirable
- Experience of payroll processes and administration
- Previous experience of developing and delivery of training workshops to line managers
Disclosure and Barring Service Check
This post is subject to the Rehabilitation of Offenders Act (Exceptions Order) 1975 and as such it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service (formerly known as CRB) to check for any previous criminal convictions.
