Job summary
The
People and Culture team have a new opportunity for a People Advisor to join the
Hospice and support the delivery of our new Strategy and People Plan and to
create a great place to work.
The post
reports to the Head of OD, Inclusion and Engagement and the key focus of the
role will be to support our Finance and Resources Directorate and get involved
in People projects and initiatives.
The
role will support and coach managers through the employee lifecycle, from
recruitment and onboarding, helping with HR advice, following management
processes and supporting culture change.
This
really is a fantastic opportunity for you to join a central function that is
well respected and influential within the Hospice.
The job is for a 12 month Fixed Term contract, 30 hours per week
Main duties of the job
To
support the People and Culture team and People Partners in the delivery of a
high-quality, professional, proactive and efficient service through the
consistent application of Hospice policies, employment legislation and best
practice.
This
role supports Employee Relations case work, recruitment, HR administration,
payroll processes, HRIS maintenance, and provides advice and guidance to
managers and the workforce. The postholder contributes to People Strategy
delivery through project work and ensures effective communication across the
organisation.
What can
we offer a successful candidate?
A
friendly, open and warm team to offer support and guidance. We offer generous
annual leave entitlement starting at 27 days plus Bank Holidays, 1day birthday
leave, Pension scheme and Occupational Sick Pay on commencement. We encourage
and support hybrid and flexible working. We have an active Education team
providing in-house training and supporting learning opportunities. Free Car
parking and subsidised restaurant with a good food selection available daily,
breakfast and lunch.
About us
We are a dynamic, forward thinking organisation delivering a full range of specialist palliative care services for individuals & their loved ones with palliative or end of life care needs. We achieved Outstanding in our CQC inspection & have reconfigured our services to meet the changing needs of our local community. We support 5 Clinical Commissioning Groups & have a robust governance structure in place. We provide ward clinical services within a modern, personal & friendly 18-bedded unit, as well as Specialist Community Crisis Support Service, Hospice at Home Service & Specialist Day Therapy Service. We also have the hospice Pepperell Education Centre that has an excellent reputation for delivering high quality education programmes and study days.
All communication regarding your application including invitations to interviews will be sent to the email address you have stated on your application form, if you could also provide a contact telephone number as well.
Saint Francis Hospice is a charity based in the
UK. We will require all successful candidates to be able to provide
documentary ID proof of their Right to Work in the UK. We are not a
Licensed Sponsor, so are unable to provide sponsorship to support applicants
applying from outside of the UK.
Please note that we are a charity & not part of an NHS Trust & we are situated in a quiet location in the village of Havering-atte-Bower, outskirts of Romford, therefore please consider our location when applying.
Job description
Job responsibilities
MAIN
DUTIES AND RESPONSIBILITIES
Recruitment
End-to-end
recruitment processes, from advertising to onboarding.
Support
planning and coordination of shortlisting and interview panels.
Conduct
ID checks for DBS rechecks and ensure Safer Recruitment compliance.
Process
employment and reference enquiries accurately and on time.
Advice
and Guidance
Provide
professional advice to managers and staff on terms and conditions, policies and
procedures.
Advise
managers of people implications of decisions, identifying risks and offering
solutions.
Deliver
training to managers and workforce on HRIS and people-related topics.
Employee
Relations
Provide
first-line advice to managers and employees on ER matters including conduct,
performance and grievances.
Support
early identification and management of ER concerns, ensuring consistent and
fair application of policy.
Coach
managers to navigate people issues confidently, enabling early intervention and
effective conversations.
Support
formal ER processes including preparing documentation and note-taking.
Escalate
complex or high-risk cases to the People & Culture Partner with appropriate
detail.
Sickness
Absence Management
Provide
advice on the application of the sickness absence policy.
Coach
managers on short- and long-term sickness processes including RTW and
attendance reviews.
Review
sickness trends using HRIS data and highlight risks or actions needed.
Support
development of improvement plans and reasonable adjustments.
Liaise
with Occupational Health and other stakeholders to support safe return to work.
Manager
Coaching & Support
Act
as a trusted point of contact for people-related queries, offering practical
and solution-focused guidance.
Build
manager capability through informal coaching and support.
Deliver
or support training sessions on sickness management, documentation and
effective conversations.
HRIS
Reporting and Maintenance
Provide
data and reports for KPIs measuring People & Culture performance.
Build
and produce ad hoc reports to inform business decisions.
Job description
Job responsibilities
MAIN
DUTIES AND RESPONSIBILITIES
Recruitment
End-to-end
recruitment processes, from advertising to onboarding.
Support
planning and coordination of shortlisting and interview panels.
Conduct
ID checks for DBS rechecks and ensure Safer Recruitment compliance.
Process
employment and reference enquiries accurately and on time.
Advice
and Guidance
Provide
professional advice to managers and staff on terms and conditions, policies and
procedures.
Advise
managers of people implications of decisions, identifying risks and offering
solutions.
Deliver
training to managers and workforce on HRIS and people-related topics.
Employee
Relations
Provide
first-line advice to managers and employees on ER matters including conduct,
performance and grievances.
Support
early identification and management of ER concerns, ensuring consistent and
fair application of policy.
Coach
managers to navigate people issues confidently, enabling early intervention and
effective conversations.
Support
formal ER processes including preparing documentation and note-taking.
Escalate
complex or high-risk cases to the People & Culture Partner with appropriate
detail.
Sickness
Absence Management
Provide
advice on the application of the sickness absence policy.
Coach
managers on short- and long-term sickness processes including RTW and
attendance reviews.
Review
sickness trends using HRIS data and highlight risks or actions needed.
Support
development of improvement plans and reasonable adjustments.
Liaise
with Occupational Health and other stakeholders to support safe return to work.
Manager
Coaching & Support
Act
as a trusted point of contact for people-related queries, offering practical
and solution-focused guidance.
Build
manager capability through informal coaching and support.
Deliver
or support training sessions on sickness management, documentation and
effective conversations.
HRIS
Reporting and Maintenance
Provide
data and reports for KPIs measuring People & Culture performance.
Build
and produce ad hoc reports to inform business decisions.
Person Specification
Qualifications
Essential
- Degree level qualification or equivalent level of demonstrable experience in Human Resources and People functions.
- Evidence of continued professional development.
- An understanding of Equal Opportunities and valuing Diversity.
Desirable
- CIPD Level 5 qualification.
Experience
Essential
- Demonstrable experience of working in people function and recruitment delivering high volume end to end recruitment campaigns and supporting managers to develop and implement plans.
- Experience of undertaking compliance audits on recruitment activity, analysing data and providing assurance reports to ensure best practice and quality governance.
- Experience of using computerised and web based HR information systems, e.g. DBS, NHS Jobs and website maintenance.
- Experience providing first-line ER advice to managers.
- Experience supporting sickness absence management including RTW processes.
- Ability to coach and build manager capability on people practices.
Skills, Abilities, Knowledge
Essential
- Comprehensive knowledge and understanding of preemployment checks and UKBA requirements; sufficient to be a point of escalation for resolution of queries and concerns.
- Understanding of key employment legislation applicable to the role.
- Excellent communication skills face to face or in writing complex/sensitive/contentious/confidential information.
- Proficient in the use of Microsoft Office including Word, Excel, Power point and Outlook to competently compose letters, reports, excel spreadsheets/charts, presentations and data input often within tight time frames.
- Ability to prioritise and meet deadlines; sustaining medium and long term priorities.
Other Requirements
Desirable
- Experience of working with and supporting Volunteers
Person Specification
Qualifications
Essential
- Degree level qualification or equivalent level of demonstrable experience in Human Resources and People functions.
- Evidence of continued professional development.
- An understanding of Equal Opportunities and valuing Diversity.
Desirable
- CIPD Level 5 qualification.
Experience
Essential
- Demonstrable experience of working in people function and recruitment delivering high volume end to end recruitment campaigns and supporting managers to develop and implement plans.
- Experience of undertaking compliance audits on recruitment activity, analysing data and providing assurance reports to ensure best practice and quality governance.
- Experience of using computerised and web based HR information systems, e.g. DBS, NHS Jobs and website maintenance.
- Experience providing first-line ER advice to managers.
- Experience supporting sickness absence management including RTW processes.
- Ability to coach and build manager capability on people practices.
Skills, Abilities, Knowledge
Essential
- Comprehensive knowledge and understanding of preemployment checks and UKBA requirements; sufficient to be a point of escalation for resolution of queries and concerns.
- Understanding of key employment legislation applicable to the role.
- Excellent communication skills face to face or in writing complex/sensitive/contentious/confidential information.
- Proficient in the use of Microsoft Office including Word, Excel, Power point and Outlook to competently compose letters, reports, excel spreadsheets/charts, presentations and data input often within tight time frames.
- Ability to prioritise and meet deadlines; sustaining medium and long term priorities.
Other Requirements
Desirable
- Experience of working with and supporting Volunteers
