WC PCN People Manager

Job description

Job responsibilities

Job Description

Job Title: WC PCN People Manager

Contract Type: Full-Time Permanent

Location: Worcester City Primary Care Network (Field based with some remote working where applicable)

Salary Range: Band 6

Reports to: SWH HR and Training Manager, PCN Operations Manager, Worcester City GP partners

SW Healthcare (SWH)

Here at SW Healthcare, we believe in empowering people and changing lives. We are a Healthcare Federation serving all of the 31 NHS GP Practices in South Worcestershire and serving over 300,000 patients. Our connected approach combines deep expertise, collaborative development, and scalable technology to deliver high-quality outcomes, supporting real change for our patients throughout the Primary Care Network.

Job Purpose

This role is an exciting opportunity within Worcester Cite Primary Care Network. The successful post holder will be accountable for the full range of Workforce, Learning and Development, and Employee Relations support, either providing a full 360 service for Member Practices or partnering with Practice Managers on area of support needed. The key objective of the role is to implement and deliver an HR offer to all of the member practices and ensure a consistent service to record maintenance, learning and development and managing people at Member Practice Level

Working with the SW Healthcare HR and Training Manager and the PCN Senior Leadership Team, the People Manager will support and contribute to the ongoing design and implementation of the People Strategy across Worcester City.

Key Internal Stakeholders

WC PCN Clinical Director

WC PCN Operations Manager

WC PCN Senior Management Team

Practice Managers

Site Managers

Site Administrators

Staff

SWH HR and Training Manager

Operational

1. Building effective relationships with Practice and Site Managers in order to deliver Human Resources best practice , and improve employee experience meeting Worcester City PCN service requirements.
2. To provide professional Human Resources advice as an autonomous practitioner and support on a range of very complex and sensitive employment issues at practice level, including:

All employee relations and employment law matters

Human resources best practices

Policy interpretation and advice

Terms and conditions of service (non-employees)

Contracts of employment (all staff groups)

Updating, streamlining and creating handbooks and contracts

Change management (redeployment, TUPE, redundancy)

Recruitment, strategic resourcing and workforce planning and role modernisation

Retention, engagement and job satisfaction

Supporting job evaluation and re-grading

Directly conducting or assisting with conduct & capability issues

Learning and development of practice staff including CPD, mentorship and peer development

Implementing an L&D structure which can be used and applied across the practices within the PCN

People Manager

1. Supporting the delivery of key workforce indicators within the Member Practices.

1. Support the delivery of mandatory and essential skills training compliance is maintained across the Member Practices.

1. Planning and implementing the design and delivery of Member Practices strategies including organisational restructures and change management programs including TUPE

1. Maintaining a full and up to date knowledge of terms and conditions of service, Practice policies and procedures, employment law and human resources best practice.

1. To research, draft and negotiate policies and procedures that apply PCN wide in line with changes or new introductions in employment law and the PCN needs.

1. Ownership of implementing agreed policies including requisite training and dissemination throughout the Practices.

1. To play an active role in the wider HR directorate, ensuring development of consistent best practice in Human Resource Management across the PCN in support of the HR and Training Manager. To implement best practice as People Manager to a specified directorate or as lead in one of the designated HR service areas.

1. Proactively take the role as equality, inclusion and diversity champion, ensuring all barriers to disadvantaged groups are removed within the workplace.

1. Accurately identifying and challenging poor practice in a professional, evidenced based and propitiate manner.

1. Independently identifying and managing people issues in line with policy, conducting investigations, performance reviews, probationary reviews, flexible working requests, maternity risk assessments, return to work meetings and other non-disciplinary HR work as appropriate.

1. Dealing with complex casework consistently and professionally, actively identifying when a people issue becomes a matter for investigation. Conducting investigations, disciplinary, grievance, capability, sickness absence, mediation, and appeal hearings. Consulting Practice and Site Management on Practice policy and process, ensuring that decisions are in line with employment legislation. This will involve making decisions where often no precedent exists.

1. To lead on the review, development and implementation of training programs on HR practice, policy and procedural issues for Line Managers. To develop bespoke training packages to address specific issues within areas.

1. Designing and delivering a scalable learning and development system for Member Practice clinical and non-clinical staff (employees, workers and locums) to ensure mandatory training, work-related training and qualifications are achieved and refreshed appropriately. Factoring in the need for clinical and non-clinical mentors for all relevant staff.

1. Working with the HR and Training Manager on ensuring the success of the Mentorship Community, the Peer Community and the developing support offering provided to clinicians within the PCN.

1. People related project work where relevant and building high trust relationships with key internal and external stakeholders, creating business cases for relevant funding and presenting where required.

1. Analysing and interpreting workforce data to facilitate the development of robust strategies, including the Skills for Health Workforce Planning Project within Worcester City PCN.

1. To represent the HR function and WC PCN at formal internal and external meetings and provide a constructive HR and L&D perspective when involved in Practice strategy. To present information in a range of forums on potentially contentious topics to colleagues at all levels of seniority both internal and external.

1. To create long term strategic plans with the HR and Training Manager to achieve HR Key Performance Indicators and to respond to specific needs i.e. staff survey results.

1. To personally maintain information systems as a key requirement of the job i.e. employee files and case management systems, encouraging a forward thinking approach in how employee documentation is stored electronically for environmental and data security purposes.

Operational HR

1. To performance manage all aspects of the service the Operational HR team delivers to the organisation including achieving consistency of approach and management of risk.

1. To ensure the teams information systems are maintained appropriately.

General Accountabilities

Championing positive relationships between team members, the Federation and the Workforce Planning Team

To be a brand ambassador for SW Healthcare and Worcester City PCN culture, values and reputation as providers of high-quality services

Being available accessible to key stakeholders

Maintaining an upbeat and calm demeanour, remaining professional at all times

Supporting colleagues to enjoy their work and view their wellbeing as important

Championing good communication, equality and diversity and best practice

Autonomously undertaking and maintaining your own CPD and supporting positive learning attitudes

Willingly taking on other duties as directed by the Senior Management Team

Location

You will be based within Worcester City PCN and the SW Healthcare Office. This is a field based role which you can anticipate at least 80% of the working week to be within general practice.

This job description may be reviewed in light of changing organisational and service needs. Any changes will be thoroughly discussed with the post-holder. The post-holder may also be required to carry out other work appropriate to the grade of the post.

Person Specification

Qualifications

Essential

• CIPD Qualification or equivalent
• CIPD Associate Membership or higher

Experience

Essential

• CIPD Qualification or equivalent
• CIPD Associate Membership or higher
• Highly motivated, dependable, open, and reliable
• Experience of successfully networking with other agencies and organisations to work together to find the right solutions
• Clear strategic focus with the ability to translate into appropriate action
• Successful change management
• A positive, proactive, and innovative approach to tackling and solving problems
• Experience of HR leadership and planning
• Ability to quickly assimilate key and new information, working well under pressure
• Strong interpersonal and relationship-building skills
• Excellent interpersonal and communication skills (written, phone, face to face)
• Ability to present well-ordered arguments reflecting knowledge and understanding and pressures within the NHS
• IT literacy in Microsoft applications including Outlook, Word, Excel, and PowerPoint as a minimum
• A clear thinker, deals with emergency situations in a calm manner and able to provide logical and practical solutions to issues offering emotional and intellectual assistance
• A self-starter, possessing the drive and determination to gain the right support and resources
• Be decisive and work with integrity
• Be organised and thorough
• A collaborative style that engages people at all levels and appreciates the need to create and sustain strong internal and external partnerships and instil confidence and respect.
• Ability to respond flexibly and efficiently and adapt approach to address changes in circumstances
• Strong ambassadorial qualities open, engaging, compassionate, highly motivated, resilient, and tenacious.
• A positive team player with glass half full approach
• A sense of humour
• Confident and enthusiastic manner, challenging the status quo
• Current driving licence and have own transport
• Prepared to travel between all 10 sites within the Primary Care Network and the SWHR Office as necessary

Desirable

• NHS Experience highly desirable
• Demonstrable competency with using HR metrics
• Ability to coach/mentor within the field of HR, Employment Law and Diversity, Equality and Inclusion
• IT literacy in SW Healthcare systems such as SharePoint, Ellis Whittam, Patchwork and Microsoft Forms

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.

Certificate of Sponsorship

Applications from job seekers who require current Skilled worker sponsorship to work in the UK are welcome and will be considered alongside all other applications. For further information visit the UK Visas and Immigration website (Opens in a new tab).

From 6 April 2017, skilled worker applicants, applying for entry clearance into the UK, have had to present a criminal record certificate from each country they have resided continuously or cumulatively for 12 months or more in the past 10 years. Adult dependants (over 18 years old) are also subject to this requirement. Guidance can be found here Criminal records checks for overseas applicants (Opens in a new tab).

UK Registration

Applicants must have current UK professional registration. For further information please see NHS Careers website (opens in a new window).

Employer details

Employer name

SW Healthcare

Address

Droitwich Medical Centre

Ombersley Street East

Droitwich Spa

Worcestershire

WR9 8RD

Employer's website

http://www.swhealthcare.org.uk (Opens in a new tab)