Job summary
Following the exponential demand for our members services, we are seeking to appoint a HR Manager which is a crucial role to enable us to deliver on our commitments and continue to develop and thrive as an organisation and support our member practices and the 5 Primary Care Networks (PCNs) they form to continue to build on existing primary care services and enable greater provision of proactive, personalised, coordinated and more integrated health and social care for people close to home
You will need to be methodical, organised with attention to detail. Have a flexible and practical approach and be a self-motivated self-starter. Although managed by the Director of Strategy & Performance you will be frequently working unsupervised and using your own initiative, whilst also needing to be a team player.
Offering a hybrid of office and home working, we aim to achieve a work-life balance through this agile approach. We are able to offer this role for 22.5 hours per week and can be flexible in order to attract the right candidate. The role is offered on a permanent basis.
Main duties of the job
Main Duties
The HR Manager is responsible for the
development of the operational HR Function across PGPA as it continues to
develop to support Primary Care Networks (PCN) in Calderdale delivering the
Network Contract Directed Enhanced Service (DES).
In particular, the role will provide
a high quality, comprehensive HR service to PGPA and support Primary Care
Networks in recruiting additional workforce through Additional Roles
Reimbursement Scheme (ARRS).
The HR Manager will establish and
maintain effective HR policies and systems across the organisation which will
ensure that all employees are treated consistently, fairly and in an open and
transparent manner, and, at all times, be compliant with legislation and best
practice. Communication and liaison with staff will be critical to ensure a
two-way dialogue between the organisation and the staff body.
About us
About us
Formed in 2014, Pennine GP Alliance Ltd (PGPA) is a membership organisation made up of all the practices of Calderdale, who form 5 Primary Care Networks (PCNs), serving over 222,000 registered patients. PGPA enables the voice of our members to be heard in strategic meetings ensuring that the needs of primary care are considered in all decisions. In this way, practices in PGPA are placed in a stronger commercial position to continue the delivery of sustainable high-quality services for patients. This is reinforced through the central role taken by PGPA to achieve sustainable and efficient service delivery, aligned to Calderdale’s wider transformation programmes, including Care Closer to Home and Calderdale Cares.
We are led by a board of 5 elected clinical directors, 1 chair and 2 non-voting directors, who ensure that we do not lose sight of our vision, mission and values, and are supported by a core operational team who support each other and work hard to achieve results.
Job description
Job responsibilities
- Support PGPA and PCNs in the
management of complex employment issues; providing advice in line with
employment case law and best employment practice and seeking expert advice
in complex scenarios.
- Ensure workforce returns to
NHSE, CCG and other relevant bodies are made accurately and on time
- Implement, maintain and
develop an HR System for staff, ensuring that the system’s full reporting
and monitoring capacity is engaged for the benefit of the business.
- Develop and implement HR
policies and procedures compliant with statute, employment law and best practice.
- Manage employment issues, in
conjunction with line managers, including recruitment, appraisal,
development and disciplinary concerns, providing HR advice and support in
achieving business change programmes including formal consultations on
changes to terms and conditions, staffing structures and other HR related
issues.
- Continuously review
approaches to improving the organisational culture of PGPA.
- Develop a robust recruitment
policy to ensure the organisation identifies staff in an open and
transparent manner, appropriately qualified and with attitudes and
behaviours consistent with the Alliance’s values.
- Assist line managers in the
development of person specifications, job descriptions and advertisements
to attract high quality staff to roles that accurately reflect the
business’ requirements.
- Develop contracts of
employment to reflect emerging business needs.
- Oversee pre-employment
checks to ensure that all staff are appropriately qualified and the
organisation is compliant with all regulatory requirements, including
those of the Care Quality Commission, and to ensure that all personnel
records and data evidence regulatory compliance on an ongoing basis,
including the undertaking of revalidation and mandatory training
requirements;
- Develop and lead on a
comprehensive induction programme for all new staff.
- Maintain and evolve a job
evaluation programme and, in partnership with the Clinical Directors, establishing
a commensurate salary structure that ensures the organisation’s pay and
compensation offer is fair to all employees and balanced with the
budgetary limitations of the ARRS scheme
- Develop and implement a
performance appraisal programme that aligns staff objectives with the
organisation’s strategic direction; coach and develop managers to appraise
against these objectives and develop action plans to meet objectives and
personal development aims.
- Assessment of training needs
and development of training programmes that meet employee requirements.
- Develop and implement a
programme of succession planning.
- Co-ordination of monthly
payroll submissions to include all adjustments for overtime,
maternity/paternity pay, sick pay or other deviations from standard salaries.
- Engage with developing
system wide initiatives to provide greater efficiencies in the delivery of
health and social care. This may involve:
- representing the
organisation at system-wide meetings addressing workforce issues.
- developing responses and
initiatives to system-wide workforce issues, consulting with member PCNs
to understand their workforce requirements, and identifying appropriate solutions.
- working with other
stakeholders
- attending meetings and
working to increase the number and quality of training placements in
primary care, the number of practices and other organisations involved in
training and coordinating the continuing workforce development training
needs of the current workforce.
- networking with other
agencies (both statutory and voluntary) and developing appropriate links
to further the work of the practices and Pennine GP Alliance.
- Take personal responsibility
for maintaining up to date generalist HR knowledge and expertise and good
current knowledge of the business / primary care environment.
- Ensure that information and
data governance relating to people’s data is processed to all relevant
standards such as General Data Protection Regulations.
Training & Development
- Fully participate in
training and development, meeting any, and all, requirements of any
courses funded, or part-funded by Pennine GP Alliance.
- Engage in a programme of
ongoing support and feedback to maximise the benefit of the training and
development plan.
Health & Safety
The post-holder will assist in
promoting and maintaining their own and others’ health, safety and security as
defined in the Alliance’s Health & Safety Policy to include:
- Identifying the risk
involved in work activities and undertaking such activities in a way that
manages those risks.
- Ensure all accidents are
reported and investigated, follow up action taken as necessary.
- Maintain training in line
with local policies.
Equality and Diversity
The post-holder will support the
equality, diversity and rights of patients, carers and colleagues to include:
- Acting in a way that
recognizes the importance of people’s rights, interpreting them in a way
that is consistent with current legislation.
- Respecting the privacy,
dignity, needs and beliefs of patients, carers and colleagues.
- Behaving in a manner which
is welcoming to and of the individual, is non-judgemental and respects
their circumstances, feelings, priorities and rights.
Quality
The post-holder will strive to
maintain quality and will:
- Alert other team members to
issues of quality and risk.
- Assess own performance and
take accountability for own actions, either directly or under supervision.
- Contribute to the
effectiveness of the team by reflecting on own and team activities and
making suggestions on ways to improve and enhanced the team’s performance.
- Work effectively with
individuals in other agencies to meet patients’ needs.
- Effectively manage own time,
workload and resources.
Communication
The post-holder should recognize the
importance of effective communication within the team and will strive to:
- Communicate effectively with
other team members.
- Communicate effectively with
patients and carers.
- Recognise people’s needs for
alternative methods of communication and respond accordingly.
Confidentiality
- In the performance of the
duties outlined in this job description, the post-holder may have access
to confidential information relating to patients and their careers, staff and
other healthcare workers. They may also have access to information
relating to any part of the business organisation. All such information
from any source is to be regarded as strictly confidential.
- Information relating to
staff, patients, carers, colleagues, other healthcare workers or the
business of the Practice may only be divulged to authorized persons in
accordance with Alliance policies and procedures, and the protection of
personal and sensitive data.
This is a new post, and the list of
duties is not exhaustive. It is likely that this Job Description will be
subject to change as the role develops.
Job description
Job responsibilities
- Support PGPA and PCNs in the
management of complex employment issues; providing advice in line with
employment case law and best employment practice and seeking expert advice
in complex scenarios.
- Ensure workforce returns to
NHSE, CCG and other relevant bodies are made accurately and on time
- Implement, maintain and
develop an HR System for staff, ensuring that the system’s full reporting
and monitoring capacity is engaged for the benefit of the business.
- Develop and implement HR
policies and procedures compliant with statute, employment law and best practice.
- Manage employment issues, in
conjunction with line managers, including recruitment, appraisal,
development and disciplinary concerns, providing HR advice and support in
achieving business change programmes including formal consultations on
changes to terms and conditions, staffing structures and other HR related
issues.
- Continuously review
approaches to improving the organisational culture of PGPA.
- Develop a robust recruitment
policy to ensure the organisation identifies staff in an open and
transparent manner, appropriately qualified and with attitudes and
behaviours consistent with the Alliance’s values.
- Assist line managers in the
development of person specifications, job descriptions and advertisements
to attract high quality staff to roles that accurately reflect the
business’ requirements.
- Develop contracts of
employment to reflect emerging business needs.
- Oversee pre-employment
checks to ensure that all staff are appropriately qualified and the
organisation is compliant with all regulatory requirements, including
those of the Care Quality Commission, and to ensure that all personnel
records and data evidence regulatory compliance on an ongoing basis,
including the undertaking of revalidation and mandatory training
requirements;
- Develop and lead on a
comprehensive induction programme for all new staff.
- Maintain and evolve a job
evaluation programme and, in partnership with the Clinical Directors, establishing
a commensurate salary structure that ensures the organisation’s pay and
compensation offer is fair to all employees and balanced with the
budgetary limitations of the ARRS scheme
- Develop and implement a
performance appraisal programme that aligns staff objectives with the
organisation’s strategic direction; coach and develop managers to appraise
against these objectives and develop action plans to meet objectives and
personal development aims.
- Assessment of training needs
and development of training programmes that meet employee requirements.
- Develop and implement a
programme of succession planning.
- Co-ordination of monthly
payroll submissions to include all adjustments for overtime,
maternity/paternity pay, sick pay or other deviations from standard salaries.
- Engage with developing
system wide initiatives to provide greater efficiencies in the delivery of
health and social care. This may involve:
- representing the
organisation at system-wide meetings addressing workforce issues.
- developing responses and
initiatives to system-wide workforce issues, consulting with member PCNs
to understand their workforce requirements, and identifying appropriate solutions.
- working with other
stakeholders
- attending meetings and
working to increase the number and quality of training placements in
primary care, the number of practices and other organisations involved in
training and coordinating the continuing workforce development training
needs of the current workforce.
- networking with other
agencies (both statutory and voluntary) and developing appropriate links
to further the work of the practices and Pennine GP Alliance.
- Take personal responsibility
for maintaining up to date generalist HR knowledge and expertise and good
current knowledge of the business / primary care environment.
- Ensure that information and
data governance relating to people’s data is processed to all relevant
standards such as General Data Protection Regulations.
Training & Development
- Fully participate in
training and development, meeting any, and all, requirements of any
courses funded, or part-funded by Pennine GP Alliance.
- Engage in a programme of
ongoing support and feedback to maximise the benefit of the training and
development plan.
Health & Safety
The post-holder will assist in
promoting and maintaining their own and others’ health, safety and security as
defined in the Alliance’s Health & Safety Policy to include:
- Identifying the risk
involved in work activities and undertaking such activities in a way that
manages those risks.
- Ensure all accidents are
reported and investigated, follow up action taken as necessary.
- Maintain training in line
with local policies.
Equality and Diversity
The post-holder will support the
equality, diversity and rights of patients, carers and colleagues to include:
- Acting in a way that
recognizes the importance of people’s rights, interpreting them in a way
that is consistent with current legislation.
- Respecting the privacy,
dignity, needs and beliefs of patients, carers and colleagues.
- Behaving in a manner which
is welcoming to and of the individual, is non-judgemental and respects
their circumstances, feelings, priorities and rights.
Quality
The post-holder will strive to
maintain quality and will:
- Alert other team members to
issues of quality and risk.
- Assess own performance and
take accountability for own actions, either directly or under supervision.
- Contribute to the
effectiveness of the team by reflecting on own and team activities and
making suggestions on ways to improve and enhanced the team’s performance.
- Work effectively with
individuals in other agencies to meet patients’ needs.
- Effectively manage own time,
workload and resources.
Communication
The post-holder should recognize the
importance of effective communication within the team and will strive to:
- Communicate effectively with
other team members.
- Communicate effectively with
patients and carers.
- Recognise people’s needs for
alternative methods of communication and respond accordingly.
Confidentiality
- In the performance of the
duties outlined in this job description, the post-holder may have access
to confidential information relating to patients and their careers, staff and
other healthcare workers. They may also have access to information
relating to any part of the business organisation. All such information
from any source is to be regarded as strictly confidential.
- Information relating to
staff, patients, carers, colleagues, other healthcare workers or the
business of the Practice may only be divulged to authorized persons in
accordance with Alliance policies and procedures, and the protection of
personal and sensitive data.
This is a new post, and the list of
duties is not exhaustive. It is likely that this Job Description will be
subject to change as the role develops.
Person Specification
Personal Attributes and Capability
Essential
- Excellent interpersonal, influencing and negotiating skills
- Highly organised and able to manage a broad portfolio of activities within agreed deadlines
- Excellent written and verbal communication skills
- An approach to work that strives for continuous improvement
- Strong IT skills with good knowledge of Microsoft Office packages
- Work effectively independently and as a team member
- Ability to recognize own limitations and act upon them appropriately
- Pragmatic problem solver who can find root causes of issues and gain leadership support to address them
Qualifications
Essential
- Educated to graduate level in HR or with equivalent experience at a HR managerial level
- Educated to MCIPD or relevant post graduate level qualification (or evidenced significant experience)
Experience
Essential
- Demonstrable, substantial experience of working at a senior HR level
- Comprehensive and up to date knowledge of employment law and best HR practice
- Presence and credibility to work with a senior management team
- Understanding and practical knowledge of employment law and employer best practice
- Significant experience of HR management dealing with a range of complex employment issues
- Experience of developing creative solutions to support the management of change
- Experience of developing staff engagement programmes leading to tangible improvements in organisational culture
- Knowledge of health and safety legislation and risk assessment
- Experience of working with a wide-range of partner organisations to deliver system-wide solutions
- Experience of managing staff
- Ability to work with complex information, develop and review organisational policies
Desirable
- Experience of HR management in a healthcare or public sector setting
- Experience of HR management within a growing business
- Experience of dealing with change management situations such as TUPE, including harmonisation of terms and conditions
- Experience of implementing Investors in People, or equivalent, to improve people management across the business
- A knowledge and understanding of the key partners in primary care.
Other
Essential
- To work flexible hours as necessary to meet the needs of the service.
- Committed to personal and professional development.
- Full UK Driving Licence and willing to travel to other sites.
Person Specification
Personal Attributes and Capability
Essential
- Excellent interpersonal, influencing and negotiating skills
- Highly organised and able to manage a broad portfolio of activities within agreed deadlines
- Excellent written and verbal communication skills
- An approach to work that strives for continuous improvement
- Strong IT skills with good knowledge of Microsoft Office packages
- Work effectively independently and as a team member
- Ability to recognize own limitations and act upon them appropriately
- Pragmatic problem solver who can find root causes of issues and gain leadership support to address them
Qualifications
Essential
- Educated to graduate level in HR or with equivalent experience at a HR managerial level
- Educated to MCIPD or relevant post graduate level qualification (or evidenced significant experience)
Experience
Essential
- Demonstrable, substantial experience of working at a senior HR level
- Comprehensive and up to date knowledge of employment law and best HR practice
- Presence and credibility to work with a senior management team
- Understanding and practical knowledge of employment law and employer best practice
- Significant experience of HR management dealing with a range of complex employment issues
- Experience of developing creative solutions to support the management of change
- Experience of developing staff engagement programmes leading to tangible improvements in organisational culture
- Knowledge of health and safety legislation and risk assessment
- Experience of working with a wide-range of partner organisations to deliver system-wide solutions
- Experience of managing staff
- Ability to work with complex information, develop and review organisational policies
Desirable
- Experience of HR management in a healthcare or public sector setting
- Experience of HR management within a growing business
- Experience of dealing with change management situations such as TUPE, including harmonisation of terms and conditions
- Experience of implementing Investors in People, or equivalent, to improve people management across the business
- A knowledge and understanding of the key partners in primary care.
Other
Essential
- To work flexible hours as necessary to meet the needs of the service.
- Committed to personal and professional development.
- Full UK Driving Licence and willing to travel to other sites.
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.
