Job summary
The post holder is responsible for:
- Organising their daily workload to complete the tasks in the given priorities, whilst meeting all quality standards and compliance requirements.
- Actively role-modelling the behaviours that reflect the values of QTS.
- Ensuring confidentiality at all times, only releasing information obtained during employment, to those acting in an official capacity or within the parameters of QTS People Policies.
- Delivering specialist training courses and presentations on complex HR issues.
- Deputising for the Director of Human Resources and Organisation Development as and when required, and when doing so shall exercise their reasonable judgment to ensure the robust oversight of QTS's HR & People function, including adherence to QTS's HR & People policies and procedures.
The successful applicant may have contact with patients or service users. As an NHS Trust we strongly encourage and support vaccination as this remains the best way to protect yourself, your family, your colleagues and of course patients and service users when working on our healthcare settings.
Main duties of the job
The post holder is also primarily responsible for:
- Leading on the provision of high quality, effective human resources (HR) business support.
- Leading on the development and continuous improvement of HR and people services within QTS.
- Overall responsibility for managing all employee life-cycle activity.
- Designing and implementing people data and people development key performance indicators, action plans, policies and procedures.
- Designing, planning and leading the implementation of HR strategies and change management programmes across the organisation.
- Providing professional advice to the management team on employee resourcing, attendance, employee relations and employee development activities.
- Maintaining excellent knowledge of all relevant employment legislation and emerging policies across Government and the NHS.
- Being the responsible lead for ensuring HR & People policies are implemented and upheld within QTS.
- Communicating highly complex and/or sensitive information such as consultation outcomes, redeployment issues, workforce development strategies and employee relations matters, to relevant stakeholders.
- Leading on the successful completion of all service transfers under the Transfer of Undertakings (Protection of Employment) Regulations (TUPE), including data analysis, consultation and stakeholder engagement.
- Providing professional evidence at disciplinary and tribunal processes and/or hearings.
About us
QTSoperates asawholly ownedsubsidiaryof Central andNorthWestLondon NHS Foundation Trust (CNWL).
Established in 2018,QTSprovidesa broad range of Estates and Facilitiesservices,spanning strategic operational delivery through toestates maintenance and repairs,primarily withinmental health and communityhealthcare settings.
Job description
Job responsibilities
Operational
- Ensuring appropriate and responsive human resources systems, policies, procedures, and resources are in place which enable QTS to manage staff with a legal, agile and compassionate approach aligned to our values.
- Acting as the responsible policy lead for all HR and people policies and procedures, ensuring full legislative compliance and best practice across the organisation.
- Ensuring that policies and procedures are clear, fair and free from unnecessary complexities so that employees can easily understand their responsibilities and perform at their best.
- Working with the Director of Human Resources and Organisation Development to maintain an organisation-wide view of existing skills and identify any development, training and/or resourcing needs across the teams. To engage with Heads of Service across QTS to ensure action plans are in place to address skills gaps and provide resourcing or developmental opportunities as necessary.
- Responsible, alongside Heads of Service within QTS, to ensure that robust succession plans are in place for key roles in each department/team.
- Providing performance management subject matter expertise, ensuring equality and fairness across all operations, and sustaining a high performing workforce.
- Supporting and upskilling line managers as required in employee relations including investigations, disciplinary and grievance meetings.
- Undertaking root cause analysis as necessary where issues arise, to identify the reasons and to develop an approach to mitigate future problems.
- Ensuring all HR key performance indicators are achieved and maintained.
- Promoting a supportive and open-door culture where all employees are engaged to identify ways of improvement-including in the provision of HR services and support; raise concerns and continuously develop.
- Promoting and delivering a continuous service improvement culture within all teams, services and partners, informing and creating programmes for improvement as required.
- Supporting the production of high-level reporting and documentation.
- A key point of escalation for risks, across the delivery of all human resources services.
- To lead on the design, planning and implementation of HR strategies and change initiatives within the given remit.
- Deputising for the Director of Human Resources and Organisation Development as required.
Financial and Physical Resources
- Responsible for budgets as directed by the Director of Human Resources and Organisation Development.
Organisational Development
- Alongside the Director of Human Resources and Organisation Development, developing organisational strategies, practices and training for the organisation which meet its objectives, competencies and values.
- To lead on change and engagement initiatives as directed by the Director of Human Resources and Organisation Development.
- Undertaking job evaluation and benchmarking as directed.
- Along with the Director of Human Resources and Organisation Development, influencing the shape of the organisation.
- Proactively listening to the mood and the tone of the workforce through continual engagement with all employees and bringing to the attention of the Director of Human Resources and Organisation Development, any concerns or suggestions, based on feedback and experience.
Governance
- Ensuring the HR function meets all operational, legal and statutory compliance requirements.
Communication & Relationships
- Establishing and maintaining professional and collaborative relationships with key stakeholders both internal and external to QTS. In particular, the development of relationships with stakeholders at a senior level, including the Senior Leadership Teams/Managers to deputise effectively for the Director of Human Resources and Organisation Development, as and when required.
- Using well developed communication, negotiation, and influencing skills to engage a range of staff across the employee life cycle, always demonstrating QTS values and behaviours.
- Building and maintaining the reputation of the Human Resources department as a highly professional and expert business service.
- Coordinate periodic surveys of QTS stakeholders to identify the extent to which the Human Resources department engages and delivers services effectively.
Job description
Job responsibilities
Operational
- Ensuring appropriate and responsive human resources systems, policies, procedures, and resources are in place which enable QTS to manage staff with a legal, agile and compassionate approach aligned to our values.
- Acting as the responsible policy lead for all HR and people policies and procedures, ensuring full legislative compliance and best practice across the organisation.
- Ensuring that policies and procedures are clear, fair and free from unnecessary complexities so that employees can easily understand their responsibilities and perform at their best.
- Working with the Director of Human Resources and Organisation Development to maintain an organisation-wide view of existing skills and identify any development, training and/or resourcing needs across the teams. To engage with Heads of Service across QTS to ensure action plans are in place to address skills gaps and provide resourcing or developmental opportunities as necessary.
- Responsible, alongside Heads of Service within QTS, to ensure that robust succession plans are in place for key roles in each department/team.
- Providing performance management subject matter expertise, ensuring equality and fairness across all operations, and sustaining a high performing workforce.
- Supporting and upskilling line managers as required in employee relations including investigations, disciplinary and grievance meetings.
- Undertaking root cause analysis as necessary where issues arise, to identify the reasons and to develop an approach to mitigate future problems.
- Ensuring all HR key performance indicators are achieved and maintained.
- Promoting a supportive and open-door culture where all employees are engaged to identify ways of improvement-including in the provision of HR services and support; raise concerns and continuously develop.
- Promoting and delivering a continuous service improvement culture within all teams, services and partners, informing and creating programmes for improvement as required.
- Supporting the production of high-level reporting and documentation.
- A key point of escalation for risks, across the delivery of all human resources services.
- To lead on the design, planning and implementation of HR strategies and change initiatives within the given remit.
- Deputising for the Director of Human Resources and Organisation Development as required.
Financial and Physical Resources
- Responsible for budgets as directed by the Director of Human Resources and Organisation Development.
Organisational Development
- Alongside the Director of Human Resources and Organisation Development, developing organisational strategies, practices and training for the organisation which meet its objectives, competencies and values.
- To lead on change and engagement initiatives as directed by the Director of Human Resources and Organisation Development.
- Undertaking job evaluation and benchmarking as directed.
- Along with the Director of Human Resources and Organisation Development, influencing the shape of the organisation.
- Proactively listening to the mood and the tone of the workforce through continual engagement with all employees and bringing to the attention of the Director of Human Resources and Organisation Development, any concerns or suggestions, based on feedback and experience.
Governance
- Ensuring the HR function meets all operational, legal and statutory compliance requirements.
Communication & Relationships
- Establishing and maintaining professional and collaborative relationships with key stakeholders both internal and external to QTS. In particular, the development of relationships with stakeholders at a senior level, including the Senior Leadership Teams/Managers to deputise effectively for the Director of Human Resources and Organisation Development, as and when required.
- Using well developed communication, negotiation, and influencing skills to engage a range of staff across the employee life cycle, always demonstrating QTS values and behaviours.
- Building and maintaining the reputation of the Human Resources department as a highly professional and expert business service.
- Coordinate periodic surveys of QTS stakeholders to identify the extent to which the Human Resources department engages and delivers services effectively.
Person Specification
Education & Qualifications
Essential
- Evidence of Continuous Professional Development (CPD).
- Achievement of Level 5 in a chartered Institute of Personnel and Development (CIPD) qualification or membership
Desirable
- Educated to master's level or equivalent experience in the Human Resources field
Previous Experience
Essential
- Experience of working within the NHS
- Demonstrable experience of working at senior level within the Human Resources field, including providing complex advice and guidance to the senior management team.
- Demonstrable Human Resources experience in a complex organisation.
- Operational line management responsibility.
- Experience of leading and being accountable for the development and delivery of strategies, policies and procedures.
- Experienced in delivering workforce consultation projects and/or programmes of activity.
- Experienced in delivering successful projects, in particular, engagement activities.
- Demonstrable experience of upskilling a management team through coaching and training programmes.
Desirable
- Demonstrable experience in managing service transfers, including understanding complex information and data relating to TUPE Regulations.
- Experienced in taking others through successful complex change initiatives.
Skills & Knowledge
Essential
- Subject matter expertise in Human Resources Management across the range of HR topics.
- Detailed knowledge of statutory employment law and best practice.
- Able to convey complex information to a range of stakeholders.
- Demonstrable analytical and decision- making skills, with the expertise to recommend a course of action in complex employment situations where no precedent exists.
- Ability to coordinate and prioritise work on different projects to meet conflicting deadlines.
- Ability to assess and analyse quantitative and qualitative workforce data.
- Excellent communication and interpersonal skills (verbal and written), with an ability to deal with people at all levels in a consistently effective, respectful and professional manner.
Desirable
- Knowledge and awareness of current NHS and/or wider healthcare sector operating models and policy developments in Estates & Facilities.
- Skilled in managing service transfers, within TUPE Regulations
Other Requirements
Essential
- Confident in the use of Microsoft Office Suite, in particular Excel.
- Able to evidence high levels of self-motivation and an ability to work independently while remaining within a team structure.
- Ability to work well under limited supervision.
- Superb repertoire of people management skills and experience, including developing or growing a team.
- Ability to build constructive relationships with warmth and empathy, using good communication skills.
Person Specification
Education & Qualifications
Essential
- Evidence of Continuous Professional Development (CPD).
- Achievement of Level 5 in a chartered Institute of Personnel and Development (CIPD) qualification or membership
Desirable
- Educated to master's level or equivalent experience in the Human Resources field
Previous Experience
Essential
- Experience of working within the NHS
- Demonstrable experience of working at senior level within the Human Resources field, including providing complex advice and guidance to the senior management team.
- Demonstrable Human Resources experience in a complex organisation.
- Operational line management responsibility.
- Experience of leading and being accountable for the development and delivery of strategies, policies and procedures.
- Experienced in delivering workforce consultation projects and/or programmes of activity.
- Experienced in delivering successful projects, in particular, engagement activities.
- Demonstrable experience of upskilling a management team through coaching and training programmes.
Desirable
- Demonstrable experience in managing service transfers, including understanding complex information and data relating to TUPE Regulations.
- Experienced in taking others through successful complex change initiatives.
Skills & Knowledge
Essential
- Subject matter expertise in Human Resources Management across the range of HR topics.
- Detailed knowledge of statutory employment law and best practice.
- Able to convey complex information to a range of stakeholders.
- Demonstrable analytical and decision- making skills, with the expertise to recommend a course of action in complex employment situations where no precedent exists.
- Ability to coordinate and prioritise work on different projects to meet conflicting deadlines.
- Ability to assess and analyse quantitative and qualitative workforce data.
- Excellent communication and interpersonal skills (verbal and written), with an ability to deal with people at all levels in a consistently effective, respectful and professional manner.
Desirable
- Knowledge and awareness of current NHS and/or wider healthcare sector operating models and policy developments in Estates & Facilities.
- Skilled in managing service transfers, within TUPE Regulations
Other Requirements
Essential
- Confident in the use of Microsoft Office Suite, in particular Excel.
- Able to evidence high levels of self-motivation and an ability to work independently while remaining within a team structure.
- Ability to work well under limited supervision.
- Superb repertoire of people management skills and experience, including developing or growing a team.
- Ability to build constructive relationships with warmth and empathy, using good communication skills.
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).
UK Registration
Applicants must have current UK professional registration. For further information please see
NHS Careers website (opens in a new window).
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).
UK Registration
Applicants must have current UK professional registration. For further information please see
NHS Careers website (opens in a new window).
