HR Business Manager

Job description

Job responsibilities

JOB PURPOSE:

To support across the Federation to ensure we recruit, retain and develop a qualified workforce. The key aspects of the role are as follows -

• Working together with the PCNs to increase their appeal to the job market and support the PCNs to develop a strategy around ARRS recruitment that ensures consistency in role development and support across the PCNs where appropriate.
• Help to create a shared suite of job descriptions and person specifications with consistent responsibilities and recommendations on salaries where appropriate.
• Support the Federation with its recruitment including advice on the use of local and national advertising platforms and to include targeted social media.
• Offer training and development to recruiting managers on interview skills and techniques as well as providing advice on routine line management issues, requesting and responding to occupational health advice and supporting consistent and successful induction and appraisal.
• Working with the Federation team to deliver an ideal on-boarding experience for new staff.
• Working in partnership with our Training and Research Management Lead (TRML) on the development of career pathways from local higher education institutions, working with the TRML to offer apprenticeships for clinical and non-clinical staff which will develop them for their role but also have the added benefit of tying them into their employment for a fixed period of time.
• Support Federation line managers to make the right decisions on issues such as absence/ sickness management; long term sick and return to work;
• Developing and delivering a well being strategy for our employees, ensuring that all employees feel valued and supported at work.
• Supporting managers in their use of a centralised HR and employee platform that ensures timely reviews, appraisals and collating organisational feedback.
• Developing and delivering an annual staff survey and presenting this to the Board with recommendations for improvements.
• Ensuring that our partner practices and PCNs are clear and supported in delivering their responsibilities to staff who are employed by the Federation but based in local practices and sites.
• Development of a relationship with Royal Borough of Kensington and Chelsea & Westminster employment services to develop a pipeline of staff for roles within primary care.

The post holder will ensure that opportunities for staff development and progression are met and that consistent quality of work in line with best practice is delivered by all. The post holder will ensure that staff demonstrates the values and associated behaviours of the Federation at all time. They will ensure customer centric, proactive and robust recruitment working closely with operational leads to ensure compliance and delivery of the resourcing, recruitment and retention agenda.

As part of the Federation team this role is a high profile and influential post, which is an integral part of our management team.

KEY RESPONSIBILITIES

Recruitment

1. Develop strategies that bring high level talent to the Federation and ensures the Federation and PCNs have a sustainable workforce plan in terms of recruitment and retention.

2. Increase the numbers of staff in specific hard to recruit groups.

3. Build trust within the 5 Clinical Directors resulting in the ability to lead improvements in recruitment processes and alignment where appropriate.

4. Work closely with colleagues in order to provide strategic and strong operational leadership for the development and delivery of recruitment and resourcing plans. Produce a suite of policies to support this.

5. Help to develop, implement and monitor the resourcing, recruitment and retention roles across the Federation.

6. Work with the Training Lead to develop effective workforce plans

7. Help to develop a modern and innovative recruitment and retention approach to deliver an effective, efficient and people-centred model.

8. To ensure the ongoing monitoring, support and development of data associated with the success of the programme.

9. Develop skills within Federation to ensure compliance with appropriate recruitment legislation both through training and documentation.

10. Identify areas related to recruitment where support within the Federation and PCNs could be enhanced.

11. Work in partnership with outside agencies such as Anchor Institute, Jobcentre Plus and community groups to support local employment for our local community.

12. To ensure equitable recruitment processes for both substantive and temporary staffing, share recruitment knowledge across the two areas. Manage external agency contracts associated with the supply of temporary staffing.

13. To assist with any recruitment / pre-employment checks or assessments within the Federation such as the development of Occupational Health.

14. Ensure there is a robust system in place to monitor and advise on the Equality Act 2010 throughout the recruitment process, taking appropriate action where necessary. This includes ensuring our interviewing approach is inclusive.

15. Develop a robust process for exit interview to develop an approach and learn lessons from feedback.

16. If required following an assessment of need, develop recommendations for the Federation and our Practices on potential mechanisms to support our practice through the development of a potential scheme who require work permits/ Certificates of sponsorships and ensure that all applied for meet the UKBA requirements.

17. Produce, maintain and assure up-to-date version controlled template letters and contracts per staff group.

18. Attend relevant meetings/seminars and conferences as and when required on behalf of the Executive Director or Senior Team.

19. Provide proactive support to leaders on resourcing and retention issues, including innovative recruitment.

20. Act as an advocate for change, supporting the Federation to deliver workforce improvements through improved working practices.

21. Work collaboratively with both internal and external stakeholders supporting the implementation and delivery of the NHS plan of integrated working across health and social care and throughout the wider geographical patch, spanning Boroughs and ICS/ PCN footprint as applicable.

22. Work in partnership with Training and Research Team and Clinical Directors to ensure that West London primary care has career pathways to support talent management and succession planning utilising the PCN team where appropriate.

23. Monitor Key Performance Indicators (KPI) for areas of responsibility taking remedial action as required.

24. Advise on innovative R&R related organisational development solutions in response to workforce needs.

CLINICAL RESPONSIBILITIES

No Clinical responsibilities

MANAGERIAL RESPONSIBILITIES

1. Provide inspirational, compassionate leadership. Act as a role model to team members demonstrating our values and ensuring the team work well together to ensure all recruitment is consistently and efficiently managed in the interests of patient care.

2. To support divisions and wider team with benchmarking of best practice, presenting information to directors, senior clinicians and managers.

3. To jointly line manage (with the Finance Manager), support and develop the Finance & HR Officer

FINANCIAL RESPONSIBILITIES

The post holder holds a delegated budget for the service.

The post holder is an authorised signatory for signing off expenses within their budget and agreeing contracts with suppliers within the scope of the role.

Understanding the current Federations spend on HR and recruitment and developing and develop recommendations to increase quality and reduce costs for the Federation.

TRAINING/EDUCATION RESPONSIBILITIES

1. Take the lead for training in Recruitment and Selection and for writing Recruitment and Selection policies and employment check procedures.

2. Advise Federation staff and other key individuals in the effective management and motivation of self and others. In particular, advise managers in implementing innovative recruitment and retention activities.

3. Ensure own and any direct reports or supervised staff have appropriate and up-to-date training and education to fulfil role.

RESEARCH AND DEVELOPMENT

To support the Federation with any audits.

Person Specification

Qualifications

Essential

• Masters level or CIPD equivalent
• Evidence of ongoing and comprehensive continuous professional development
• Experience of managing recruitment and retention initiatives
• Experience of working in / with Primary Care
• Experience of line management of staff
• Experience of developing training materials in respect of recruitment associated topics
• Experience of responding to changing demands in workforce
• Developing and streamlining processes
• Development of policies, strategies and procedures
• Experience of working with a service level agreement reporting on performance and making and implementing any required changes
• Skills and Abilities
• Highly developed organisational skills
• Excellent written and verbal communication
• Proven track record of influencing without authority within a complex stakeholder / matrix environment
• Ability to converse at ease with customers and provide accurate advice which is fully understood
• Ability to use own initiative and work unsupervised
• Developed IT skills, with the ability to use MS Office, Outlook, Excel, Power point, Trac
• Ability to manage and prioritise own workload with a high level of planning and organisational skills
• Ability to contract manage any recruitment related external contracts in place
• Ability to develop and maintain effective working relationships with professional groups and senior managers within the organisation and external agencies.
• Ability to problem solve using initiative
• Able to work as part of a team
• Excellent written, verbal and interpersonal skills
• Ability to work flexibly managing a number of different tasks at the same time
• Good analytical skills and excellent attention to detail
• Ability to operate at a high level of professionalism
• Ability to work in a confidential environment
• Consistently act as a positive role model
• Ability to inspire and motivate others
• Knowledge
• National NHS Recruitment and retention agenda and be able to interpret and implement changes in to the organisation
• Equality and Diversity issues in recruitment
• Understanding of confidentiality and the data protection act and be able to implement changes in working practices with regards to new legislation
• Knowledge of Employment Law, immigration processes and regulations, and Disclosure and Barring checks as they apply to the NHS recruitment process.
• Knowledge of fair, best practice and developing trends in relation to effective recruitment methods

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.

Employer details

Employer name

West London GP Federation

Address

St. Charles Hospital

Exmoor Street

London

W106DZ

Employer's website

https://westlondongpfederation.com/ (Opens in a new tab)