Job summary
To Support the HR Business Partners & Advisors to ensure the effective provision of HR advice, Information and administration systems to support management and staff throughout the Trust. Primarily relating to managing absence along with routine , first level Employee Relations cases.
To assist in the development and continuous improvement of a professional HR Service in line with the Trust People Plan and Trust objectives, complying with NHS Guidance, Trust Polices and Employment Legislation. Responsible for HR Systems and processes, creating and running reports, analysis and interpretation of complex data. Monitor compliance on expiry of professional registrations and Trust Policies.
Main duties of the job
Provide a customer focused point of contact for staff on HR related issues within the Employment Relations Team.
To deal with personal callers, telephone enquiries, screening incoming calls and exercising initiative and discretion when responding to enquiries, supporting the HR Advisors and HR Business Partners.
Act as the first line of contact on terms and conditions and Trust policy within the team, provide advice and escalate appropriate enquiries to the HR Advisors or HR Business Partners.
Responsible for managing a case load of absence cases within a Division.
Analyse interpret and present complex information in an appropriate format for HR Business Partners and Senior HR Advisors to present to their divisions.
About us
Northampton General Hospital is one of the largest employers in the area and we are on an exciting journey. All of our divisions are committed to doing things better, with more efficiency as we update, modernise, and advance. We have also entered into a Group Model with neighbouring Kettering General Hospital NHS Foundation Trust and become University Hospitals of Northamptonshire.
Our Excellence Values
Compassion
Accountability
Respect
Integrity
Courage
We want to recruit the best people to deliver our services across the University Hospitals of Northamptonshire and help to unleash everyone's full potential. As an organisation, we value how we communicate and promote our vacancies to all communities.
We are a Defence positive trust, supporting our reservists, veterans, spouses and partners.
The Hospital Group encourages applications from people who identify from all protected groups, especially those from BAME, Disabled and LGBTQ+ backgrounds as these are underrepresented in our hospitals.
We understand that we need to work with colleagues from diverse backgrounds and make sure the environment they work in is inclusive and collaborative.
We have active Networks that promote and support colleagues from all backgrounds.This ensures everyone feels supported and has a sense of belonging working for Kettering and Northampton General Hospitals.
Job description
Job responsibilities
Key Functions:
Provide a customer focused point of contact for staff on HR related issues within the Employment Relations Team.
To deal with personal callers, telephone enquiries, screening incoming calls and exercising initiative and discretion when responding to enquiries, supporting the HR Advisors and HR Business Partners.
Act as the first line of contact on terms and conditions and Trust policy within the team, provide advice and escalate appropriate enquiries to the HR Advisors or HR Business Partners.
Responsible for managing a case load of absence cases within a Division.
Analyse interpret and present complex information in an appropriate format for HR Business Partners and Senior HR Advisors to present to their divisions.
To assist with preparation and delivery of training and staff Briefings.
Provide administrative support to HR investigations and hearings, pack preparation and taking notes in meetings.
To arrange meetings, hearings and appeals in accordance with arrangements in the relevant Trust Procedure and Policies.
Produce Absence Trigger reports, monitor probation compliance and issue reminders to managers. Collate information from a number of sources to respond to Freedom of Information requests and other reports.
Analyse and prepare workforce dashboard information, enabling area of responsibility to develop local workforce plans.
Issue the Quarterly Pulse Survey and annual staff survey.
Analysis of leaver information from specific exit interviews and leaver data held in ESR, ensuring areas of concern are identified and explored.
To undertake assigned projects and research initiatives as determined by the HR Business Partner and Head of People Partnering.
To develop effective relationships with recognised trade unions and staff representatives and promote good employee relations. To promote equality, diversity and inclusion in all actions and activities.
Provide cover for other members of the HR team as appropriate to ensure an effective service is provided across the Trust at all times.
Any other duties commensurate with the grade and in line with the requirement of the post
KNOWLEDGE AND SKILLS
Able to provide general human resources advice in line with Trust Policies and escalate where necessary
Able to work autonomously and manage own workload and handle conflicting priorities and interruptions.
Excellent I.T skills to enable interpretation of data, to be able to produce and run reports from a number of systems.
High level of attention to detail. To be able to identify patterns and areas of concern
Maintain effective communication and teamwork with human resources colleagues both within and external to the organisation.
Maintain ER casework in ESR and amend accordingly
Utilise I.T skills in order to type confidential correspondence and produce interpret and present information.
Job description
Job responsibilities
Key Functions:
Provide a customer focused point of contact for staff on HR related issues within the Employment Relations Team.
To deal with personal callers, telephone enquiries, screening incoming calls and exercising initiative and discretion when responding to enquiries, supporting the HR Advisors and HR Business Partners.
Act as the first line of contact on terms and conditions and Trust policy within the team, provide advice and escalate appropriate enquiries to the HR Advisors or HR Business Partners.
Responsible for managing a case load of absence cases within a Division.
Analyse interpret and present complex information in an appropriate format for HR Business Partners and Senior HR Advisors to present to their divisions.
To assist with preparation and delivery of training and staff Briefings.
Provide administrative support to HR investigations and hearings, pack preparation and taking notes in meetings.
To arrange meetings, hearings and appeals in accordance with arrangements in the relevant Trust Procedure and Policies.
Produce Absence Trigger reports, monitor probation compliance and issue reminders to managers. Collate information from a number of sources to respond to Freedom of Information requests and other reports.
Analyse and prepare workforce dashboard information, enabling area of responsibility to develop local workforce plans.
Issue the Quarterly Pulse Survey and annual staff survey.
Analysis of leaver information from specific exit interviews and leaver data held in ESR, ensuring areas of concern are identified and explored.
To undertake assigned projects and research initiatives as determined by the HR Business Partner and Head of People Partnering.
To develop effective relationships with recognised trade unions and staff representatives and promote good employee relations. To promote equality, diversity and inclusion in all actions and activities.
Provide cover for other members of the HR team as appropriate to ensure an effective service is provided across the Trust at all times.
Any other duties commensurate with the grade and in line with the requirement of the post
KNOWLEDGE AND SKILLS
Able to provide general human resources advice in line with Trust Policies and escalate where necessary
Able to work autonomously and manage own workload and handle conflicting priorities and interruptions.
Excellent I.T skills to enable interpretation of data, to be able to produce and run reports from a number of systems.
High level of attention to detail. To be able to identify patterns and areas of concern
Maintain effective communication and teamwork with human resources colleagues both within and external to the organisation.
Maintain ER casework in ESR and amend accordingly
Utilise I.T skills in order to type confidential correspondence and produce interpret and present information.
Person Specification
Education, Training, Qualifications
Essential
- GCSE level education or equivalent
- HR/ Business related Diploma or equivalent CIPD (or studying towards)
Knowledge and Experience
Essential
- Good understanding of contemporary HR practices
- Experience of interpretation of terms and conditions
Desirable
- Understanding of employment law issues
- Experience of dealing with disciplinary, capability, absence and grievance issues
- Experience of interpretation of terms and conditions
- Experience of HR practice in the NHS
- Sound knowledge of NHS policies and change programmes
Skills
Essential
- Ability to support the design, delivery and presentation of management development programmes for managers
- Can demonstrate the abilities necessary to be an effective team member as well as the ability to work on own initiative
- Ability communicate effectively with colleagues and managers at all levels
- Excellent interpersonal and communication skills including verbal reasoning skills
- Good organisation skills and planning skills with the ability to manage a large workload in a pressurised environment
- Evidence of innovation, initiative and "thinking outside the box"
- Well-developed customer focus
- Good analytical skills with the ability to provide excellent management information as required
- Good keyboard skills and excellent all round IT skills
- Good influencing and persuasion skills
- Knowledge of ESR System
Key Competencies/Personal Qualities and Attributes
Essential
- Project management abilities
- Drive, enthusiasm and determination
- Ability to develop strong working relationships and to motivate staff and others
- Track record of own continuous professional development
Desirable
- Previous experience of policy review, development and implementation
- Ability to think strategically and analytically
- Political awareness
Person Specification
Education, Training, Qualifications
Essential
- GCSE level education or equivalent
- HR/ Business related Diploma or equivalent CIPD (or studying towards)
Knowledge and Experience
Essential
- Good understanding of contemporary HR practices
- Experience of interpretation of terms and conditions
Desirable
- Understanding of employment law issues
- Experience of dealing with disciplinary, capability, absence and grievance issues
- Experience of interpretation of terms and conditions
- Experience of HR practice in the NHS
- Sound knowledge of NHS policies and change programmes
Skills
Essential
- Ability to support the design, delivery and presentation of management development programmes for managers
- Can demonstrate the abilities necessary to be an effective team member as well as the ability to work on own initiative
- Ability communicate effectively with colleagues and managers at all levels
- Excellent interpersonal and communication skills including verbal reasoning skills
- Good organisation skills and planning skills with the ability to manage a large workload in a pressurised environment
- Evidence of innovation, initiative and "thinking outside the box"
- Well-developed customer focus
- Good analytical skills with the ability to provide excellent management information as required
- Good keyboard skills and excellent all round IT skills
- Good influencing and persuasion skills
- Knowledge of ESR System
Key Competencies/Personal Qualities and Attributes
Essential
- Project management abilities
- Drive, enthusiasm and determination
- Ability to develop strong working relationships and to motivate staff and others
- Track record of own continuous professional development
Desirable
- Previous experience of policy review, development and implementation
- Ability to think strategically and analytically
- Political awareness
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
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).
