Job summary
This is an exciting opportunity to join UHD as a HR Manager within the HR Operations team. We provide a customer focused, high quality and responsive service to managers and staff.
You will be providing comprehensive, proactive and professional advice and support to line managers across the Trust. This will include the provision of expert advice and guidance on aspects of employment law and best practice as well as the interpretation and application of employment Terms and Conditions, Policies and National directives. You will be responsible for managing employee relations caseloads, including supporting complex grievances, disciplinary, attendance management, civility and performance cases.
You will be working alongside a friendly and supportive team of Business Partners, Advisors and Administrators, as well as managers across the organisation.
This is a varied and interesting role with the ability to make a positive impact on our employee experience, leading to great patient care.
Base Location: Cross site - Royal Bournemouth Hospital and Poole Hospital
Interview Date: TBC
Main duties of the job
To support the Business Partner approach to HR management, working in partnership with line management throughout designated Care Group/ Directorates.
About us
Our values define who we are as #TeamUHD. They underpin everything we do now and in the future. They define how we treat our patients, visitors, and each other, our valued teammates and colleagues.
Job description
Job responsibilities
- Maintain an expertise in employment law and best HR practice, in order to be able to provide accurate advice to managers and staff on employment legislation issues, and their implications for the Trust, referring to the Head of Employee Relations where necessary.
- Support operational managers with the review of departmental structures, the management of change and providing appropriate HR advice, with support from the HR Business Partner.
- Plan and implement Trust-wide organisational change programmes , in line with Trust Policies.
- Provide professional advice and guidance to managers on all HR Policies, working with them in taking action as appropriate, ensuring a consistent approach across other areas of the Trust to ensure fair application of Policy.
- Act as the HR professional lead for complex formal process such as disciplinary, grievance and Respect at Work, including panel participation at hearings and the development of Terms of References for to support formal investigations, at all levels.
Job description
Job responsibilities
- Maintain an expertise in employment law and best HR practice, in order to be able to provide accurate advice to managers and staff on employment legislation issues, and their implications for the Trust, referring to the Head of Employee Relations where necessary.
- Support operational managers with the review of departmental structures, the management of change and providing appropriate HR advice, with support from the HR Business Partner.
- Plan and implement Trust-wide organisational change programmes , in line with Trust Policies.
- Provide professional advice and guidance to managers on all HR Policies, working with them in taking action as appropriate, ensuring a consistent approach across other areas of the Trust to ensure fair application of Policy.
- Act as the HR professional lead for complex formal process such as disciplinary, grievance and Respect at Work, including panel participation at hearings and the development of Terms of References for to support formal investigations, at all levels.
Person Specification
Experience
Essential
- Up-to-date in-depth knowledge and application of a range of employment law e.g. employee relations, equality issues and TUPE
- Working within a complex environment and connecting and communicating appropriately across the departments and services within the HR Directorate
- Expertise with handling workforce issues to identify interventions and solutions which minimise requirements for formal investigations and hearings
Desirable
- Implementing change management programmes
- Working with workforce planning models
Technical Skills Competencies
Essential
- Ability to adapt to working with systems used in the NHS.
- Ability to produce documents and presentations to a professional standard
- Competent with the use of Outlook and Microsoft Office Applications
Knowledge
Essential
- Awareness and understanding of the wider NHS Agenda
- Previous experience of working within a unionised environment.
- Up-to-date knowledge of Employment Law (legislation and case law)
Desirable
- NHS HR experience at a similar level.
Qualifications
Essential
- Masters level or equivalent and CIPD (fully qualified)
- Short courses in HR topics, e.g. employment law, counselling, coaching, mediation, workforce planning and change management
Desirable
- Employment Law Qualification
Person Specification
Experience
Essential
- Up-to-date in-depth knowledge and application of a range of employment law e.g. employee relations, equality issues and TUPE
- Working within a complex environment and connecting and communicating appropriately across the departments and services within the HR Directorate
- Expertise with handling workforce issues to identify interventions and solutions which minimise requirements for formal investigations and hearings
Desirable
- Implementing change management programmes
- Working with workforce planning models
Technical Skills Competencies
Essential
- Ability to adapt to working with systems used in the NHS.
- Ability to produce documents and presentations to a professional standard
- Competent with the use of Outlook and Microsoft Office Applications
Knowledge
Essential
- Awareness and understanding of the wider NHS Agenda
- Previous experience of working within a unionised environment.
- Up-to-date knowledge of Employment Law (legislation and case law)
Desirable
- NHS HR experience at a similar level.
Qualifications
Essential
- Masters level or equivalent and CIPD (fully qualified)
- Short courses in HR topics, e.g. employment law, counselling, coaching, mediation, workforce planning and change management
Desirable
- Employment Law Qualification
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.
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).
Additional information
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).
