Job summary
The Operational HR Team is looking to recruit two temporary HR Managers. Initially, the roles will be for 9 months to provide secondment / maternity leave cover with the potential to extend to 12 months.
You will manage a HR Advisor, supporting their development in the provision of expert advice and support on a wide range of complex HR issues and operational HR services.
The successful candidates will need to possess the vision of continuing to embed personalised people management in all our processes; and demonstrate a continuous learning approach to their work.
You will support a number of Clinical Services Units (CSUs) to provide a proactive, client focused service. Working closely with CSU managers to equip them with the skills, confidence and expertise to lead their teams effectively, influencing positive employee relations as well as driving the performance management agenda.
You will demonstrate a working knowledge of managing complex caseloads including attendance, grievance, disciplinary, capability and redeployment issues as well as delivering training programmes and providing coaching to managers dealing with staff issues.
Your approach will be straightforward, pragmatic and hands-on as well as engaging and inspirational.
An eye-for-detail is also required for producing reports and analysing data. Excellent communication skills at all levels are essential along with experience of being an effective team member.
Main duties of the job
Provide an internal Human Resources consultancy and advisory service to a range of Clinical Service units within the Trust to support and promote consistent and effective people management thereby enabling the delivery of Trust objectives.
The post holder works when required, as an independent practitioner within broad policy guidelines and employment law, providing an HR consultancy service to line managers within given Clinical Service Units (CSU). Required to interpret policy and employment legislation in order to provide specialist advice and guidance, occasionally developing precedent for future best practice to meet the diverse range of situations presented. The post holders caseload will be a number of CSUs and similar management units, representing up to 3000 staff across a variety of occupational groups.
As the internal HR expert, the post holder will provide specialist advice, guidance and appropriate training on a range of employment issues, including:
Pay and conditions including medical staff.
Formulation, revision and development of Trust employment policies and procedures.
The interpretation and application of Trust employment policies and procedures.
Employment legislation.
Diversity
The effective and active management of absence and attendance
Performance management, including conduct and capability
Grievances, disciplinary cases and appeals at Trust Board level.
Job role design/re-design
Change management projects and developments.
About us
Come and join our team in Leeds and become part of The Leeds Way sharing our vision and values. Our Trust is recognised for our staff engagement, great care and rated GOOD by the Care Quality Commission.
Leeds Teaching Hospitals NHS Trust is one of the largest acute health providers in the UK, employing >22,000 staff and providing services to >1million patients per year, and based in one of the fastest growing and vibrant cities in the north.
The Operational HR Team is a welcoming, collaborative team, comprising of a number of HR Managers and Advisors. We work in a hybrid way, utilising on-line forums for regular contact and support. We are continually developing and improving our services in line with the Leeds Improvement Methodology, as well as championing the Trust's Personalised People Management approach.
The interviews for these posts will take place on Tuesday 7 May 2024.
Job description
Job responsibilities
1. JOB DETAILS
Job Title: HR Manager
Reports to: Head / Deputy Head of Operational HR
Band: Band 7
Unit/Department: Human Resources
Location: SJUH / Remote Working
2. JOB PURPOSE/SUMMARY
Provide an internal Human Resources consultancy and advisory service to a range of Clinical Service units within the Trust to support and promote consistent and effective people management thereby enabling the delivery of Trust objectives.
The post holder works when required, as an independent practitioner within broad policy guidelines and employment law, providing an HR consultancy service to line managers within given Clinical Service Units (CSU). Required to interpret policy and employment legislation in order to provide specialist advice and guidance, occasionally developing precedent for future best practice to meet the diverse range of situations presented. The post holders caseload will be a number of CSUs and similar management units, representing up to 3000 staff across a variety of occupational groups.
3. ORGANISATIONAL CHART
Deputy Director of HR
Senior HR Manager (CSU/Corporate)
HR Manager
HR Advisor
4. PRINCIPAL DUTIES & AREAS OF RESPONSIBILITY
i. As the internal HR expert, the post holder will provide specialist advice, guidance and appropriate training to line managers within their CMT and across the Trust on a range of employment issues, including:
Workforce planning.
The recruitment, engagement and deployment of staff.
Pay and conditions.
Terms and conditions as related to Medical staff (junior doctors & consultants).
Formulation, revision and development of Trust employment policies and procedures.
The interpretation and application of Trust employment policies and procedures.
Improving working lives initiatives
Employment legislation.
Diversity
The effective and active management of absence and attendance
Performance management, including conduct and capability
Grievances, disciplinary cases and appeals at Trust Board level.
Job role design/re-design
Change management projects and developments.
a. Lead the development or revision of Trust employment policies and procedures including the implementation of new policies which have a Trust wide impact.
b. Provide specialised guidance and lead role to line managers faced with complex people management and employee relations matters such as disciplinary, grievance, investigations, hearings and appeals as required as well as absence, capability, harassment etc.
c. Provide significant contribution to assist the implementation of national initiatives, e.g. Agenda for Change, Electronic Staff Record (ESR) and Improving Working Lives. Provide proactive advice to CSU Management Teams on these initiatives and offer creative ideas to achieve compliance.
d. Lead, undertake or support specific projects within the HR function.
e. Will be involved in the planning and organising of a range of complex activities such as change management, workforce planning for the CSUs including redeployment of staff, redundancy and transfers of staff covered by the legislation of the Transfer of Undertaking (Protection of Employment) Act (TUPE).
f. Actively support the training and development of other staff within the HR function.
g. Actively design, develop and support the training of other staff within the Trust utilising HR training packages and toolkits.
h. In collaboration with other members of the HR team, periodically audit and review the level of service provided to ensure expected standards of delivery are being met and continually improved.
i. Regular input and maintenance of HR Disciplinary & Grievance Database (Excel). Input details of cases within CSUs, production of monthly reports for monitoring and audit purposes.
j. To perform any other duties commensurate with the grade of post as required by the Deputy Director of Human Resources / Senior HR Manager.
5. THE LEEDS WAY VALUES
Our values are part of what make us different from other trusts, so we see this as a strength, as well as a responsibility. They have been developed by our staff and set out what they see as important to how we work. Our five values are:
Patient-centred
Collaborative
Fair
Accountable
Empowered
All our actions and endeavours will be guided and evaluated through these values
Additionally, the following are core values which relate specifically to this post:
Honesty and openness
Transparency in decision making
Drive to develop and empower others
Cultural awareness and a positive approach to diversity
Working in partnership with and supporting others
Tolerance, understanding, tact and diplomacy
A positive and proactive response to services users, based on a commitment to high standards of service and continuous improvement.
Job description
Job responsibilities
1. JOB DETAILS
Job Title: HR Manager
Reports to: Head / Deputy Head of Operational HR
Band: Band 7
Unit/Department: Human Resources
Location: SJUH / Remote Working
2. JOB PURPOSE/SUMMARY
Provide an internal Human Resources consultancy and advisory service to a range of Clinical Service units within the Trust to support and promote consistent and effective people management thereby enabling the delivery of Trust objectives.
The post holder works when required, as an independent practitioner within broad policy guidelines and employment law, providing an HR consultancy service to line managers within given Clinical Service Units (CSU). Required to interpret policy and employment legislation in order to provide specialist advice and guidance, occasionally developing precedent for future best practice to meet the diverse range of situations presented. The post holders caseload will be a number of CSUs and similar management units, representing up to 3000 staff across a variety of occupational groups.
3. ORGANISATIONAL CHART
Deputy Director of HR
Senior HR Manager (CSU/Corporate)
HR Manager
HR Advisor
4. PRINCIPAL DUTIES & AREAS OF RESPONSIBILITY
i. As the internal HR expert, the post holder will provide specialist advice, guidance and appropriate training to line managers within their CMT and across the Trust on a range of employment issues, including:
Workforce planning.
The recruitment, engagement and deployment of staff.
Pay and conditions.
Terms and conditions as related to Medical staff (junior doctors & consultants).
Formulation, revision and development of Trust employment policies and procedures.
The interpretation and application of Trust employment policies and procedures.
Improving working lives initiatives
Employment legislation.
Diversity
The effective and active management of absence and attendance
Performance management, including conduct and capability
Grievances, disciplinary cases and appeals at Trust Board level.
Job role design/re-design
Change management projects and developments.
a. Lead the development or revision of Trust employment policies and procedures including the implementation of new policies which have a Trust wide impact.
b. Provide specialised guidance and lead role to line managers faced with complex people management and employee relations matters such as disciplinary, grievance, investigations, hearings and appeals as required as well as absence, capability, harassment etc.
c. Provide significant contribution to assist the implementation of national initiatives, e.g. Agenda for Change, Electronic Staff Record (ESR) and Improving Working Lives. Provide proactive advice to CSU Management Teams on these initiatives and offer creative ideas to achieve compliance.
d. Lead, undertake or support specific projects within the HR function.
e. Will be involved in the planning and organising of a range of complex activities such as change management, workforce planning for the CSUs including redeployment of staff, redundancy and transfers of staff covered by the legislation of the Transfer of Undertaking (Protection of Employment) Act (TUPE).
f. Actively support the training and development of other staff within the HR function.
g. Actively design, develop and support the training of other staff within the Trust utilising HR training packages and toolkits.
h. In collaboration with other members of the HR team, periodically audit and review the level of service provided to ensure expected standards of delivery are being met and continually improved.
i. Regular input and maintenance of HR Disciplinary & Grievance Database (Excel). Input details of cases within CSUs, production of monthly reports for monitoring and audit purposes.
j. To perform any other duties commensurate with the grade of post as required by the Deputy Director of Human Resources / Senior HR Manager.
5. THE LEEDS WAY VALUES
Our values are part of what make us different from other trusts, so we see this as a strength, as well as a responsibility. They have been developed by our staff and set out what they see as important to how we work. Our five values are:
Patient-centred
Collaborative
Fair
Accountable
Empowered
All our actions and endeavours will be guided and evaluated through these values
Additionally, the following are core values which relate specifically to this post:
Honesty and openness
Transparency in decision making
Drive to develop and empower others
Cultural awareness and a positive approach to diversity
Working in partnership with and supporting others
Tolerance, understanding, tact and diplomacy
A positive and proactive response to services users, based on a commitment to high standards of service and continuous improvement.
Person Specification
Qualifications
Essential
- Educated to degree level or equivalent
- CIPD Level 7 Qualification
- Significant Operational HR experience
Experience
Essential
- This role is a specialist professional position and therefore requires a proven track record in Operational HR.
- Specialist understanding of good practice and legislation with the ability to apply appropriately to operational situations.
- The ability to communicate and negotiate effectively and confidently to a wide range of audiences, using a variety of media.
- Strong interpersonal skills with a particular emphasis on influencing skills.
Desirable
- Experience of working in Operational HR within a large, complex and unionised organisation.
Person Specification
Qualifications
Essential
- Educated to degree level or equivalent
- CIPD Level 7 Qualification
- Significant Operational HR experience
Experience
Essential
- This role is a specialist professional position and therefore requires a proven track record in Operational HR.
- Specialist understanding of good practice and legislation with the ability to apply appropriately to operational situations.
- The ability to communicate and negotiate effectively and confidently to a wide range of audiences, using a variety of media.
- Strong interpersonal skills with a particular emphasis on influencing skills.
Desirable
- Experience of working in Operational HR within a large, complex and unionised organisation.
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).
