Job summary
We have two exciting opportunities for experienced HR professionals (one fixed term and one permanent). As the accountable HRM to a Division(s), you will provide excellent HR advice and guidance on the full range of workforce issues. A pragmatic, can-do member of the HR team, you will provide a hands-on approach and demonstrate HR experience at a senior level within a complex and unionised environment, preferably within the NHS or another public sector organisation.
Our Trust is split across a wide geographical area and the successful candidate will need to be able to travel independently to our 3 main sites (Worcester, Redditch and Kidderminster) as required and occasionally at short notice. At the moment our team works from home for the majority of the working week, although this is subject to ongoing review and agreement.
Hours :- 30 to 37.5 hrs per week to be worked over a minimum of four days per week (Mon to Fri) . For further information or an informal chat please contact Sarah Woodall, HRBP team via email: Sarahwoodall@nhs.net in the first instance to arrange a call back.
Main duties of the job
The post holder will be required to deliver HR solutions with a level of complexity. You will be required to critically question and evaluate information to make judgements and decisions.You willbe an active member of the Directorate Team and will be required to influence a number of stakeholders and build a high level of credibility and relationships within the Division.
Working closely with the HRBP, Directorate Managers and other key individuals, the post holder will lead on all aspects of work associated with the forward planning, modernisation, engagement and performance of the workforce.In addition, at an operational level, the post holder will have responsibility for ensuring excellent HR and OD practice and standards.
The HR Manager will take a lead role in implementing initiatives which directly support the delivery of the Trusts People and Culture strategy and add value to the overall performance of the Trust.
Working alongside theHR Business Partner youwilltakea leadrole indrivingforwardtheTrustsPeople and CultureagendaintheDivision(s) and will also have leadresponsibilityforspecificcorporateHumanResourcesobjectives.
About us
Our purpose is simple - Putting Patients First. We are looking for exceptional colleagues who can help us achieve this.
Worcestershire Acute Hospitals NHS Trust is a large acute and specialised hospital trust that provides a range of local acute services to the residents of Worcestershire and more specialised services to a larger population in Herefordshire and beyond.
The Trust operates hospital-based services from three sites in Kidderminster, Redditch and Worcester
Our workforce is nearly 6,800 strong, and our caring staff are recognised as providing good and outstanding patient-centred care. You could be one of them.
We are committed to recruiting the best people to work with us to achieve our Vision - working in partnership to provide the best healthcare for our communities, leading and supporting our teams to move 4ward. Our 4ward behaviours, which we ask all staff to demonstrate, underpin our everyday work and remain firmly at the heart of all we do.
Our objectives are simple:
- Best services for local people
- Best experience of care and best outcomes for our patients
- Best use of resources
- Best people
Better never stops, and our Clinical Services Strategy provides a clear future vision for our Trust, our hospitals, our services and our role in the wider health and care system.
We are proud to have achieved Timewise accreditation - this means we are committed to embedding flexible working within our organisation as a flex positive employer.
Job description
Job responsibilities
To provide specialist advice and support to the relevant Divisions and Corporate Services on complex and
sensitive HR issues and specialist HR related matters and make appropriate decisions with regards
to
redeployment, discipline, performance management, harassment, recruitment, sickness, terms
and conditions,
organisational
change and other
aspects of employee
relations.
To support senior/complex investigations within the Trust.
To lead on all organisational change
consultations within the Division including supporting the Division to develop
business cases and consultation documents.
To be the HR lead at Directorate meetings,
presenting the HR dashboard and working with the Directorate to develop HR and
OD interventions to improve people performance.
To support the HRBP implement and embed HR and
OD interventions within the Division and Directorates such as workforce plan,
OD initiatives, recruitment & retention initiatives, reward & recognition
initiatives, and engagement initiatives.
Analyse HR data and information to inform short
term actions to improve people performance.
Coach and mentor the Senior HR Adviser and HR
Adviser to ensure casework is completed in a timely way.
To work with the HR Business Partner and Managers within the Division on Human Resources management issues making a full contribution and taking the lead
responsibility where
appropriate.
To provide an accurate and quick response to any human resource issues/problems arising within the Division, making a comprehensive assessment of the issue, a clear decision for action and consideration
of any knock on effects.
To take responsibility for specific corporate Human Resources objectives as agreed with the HRBP. To manage delivery of those objectives utilising the experience of
the HR team.
To contribute to the strategic direction of the Trust by reflecting your understanding of the needs of
the
Heads of Department and Managers in your delivery of the Human Resources
agenda both within
the Division and
corporately.
To identify opportunities for advancement in HR practice and to utilise developments in HR thinking to the
best interests of the service.
To
work in partnership with the Training and Development Department, to deliver
the necessary training to enable managers to utilise HR policies and procedures
and any other training events conducted by the Human Resources Department.
Review
and update HR Policies which impact employees throughout the Trust, researching
good current HR practice and up to date employment law to inform policy
development.
With the HR Business Partner to facilitate the
on-going
development of HR capability within the
Division for Heads of Departments and Line Managers, including coaching and supporting managers to manage their day to day HR
issues.
To support the HRBP in maintaining a positive employee relations climate within the Division/Trust through establishing best HR
practices which
produce
an environment
of
trust co-operation, partnership, and involvement.
To support the Division in meeting the requirements of Clinical and Corporate Governance
by facilitating, as
appropriate, effective performance management processes and implementation, including the formulation of agreed personal
development
plans for all
individuals.
To support the development of robust workforce plans for all staff, ensuring effective staff utilisation
to
meet the demands
of the
Division
and the major strategic projects.
Lead and
support HR projects within the relevant Divisions and Corporate Services.
To participate as part of thewider NHS community at regional and local level and contribute to
working groups and project teams and establish HR
and NHS Networks as appropriate.
Job description
Job responsibilities
To provide specialist advice and support to the relevant Divisions and Corporate Services on complex and
sensitive HR issues and specialist HR related matters and make appropriate decisions with regards
to
redeployment, discipline, performance management, harassment, recruitment, sickness, terms
and conditions,
organisational
change and other
aspects of employee
relations.
To support senior/complex investigations within the Trust.
To lead on all organisational change
consultations within the Division including supporting the Division to develop
business cases and consultation documents.
To be the HR lead at Directorate meetings,
presenting the HR dashboard and working with the Directorate to develop HR and
OD interventions to improve people performance.
To support the HRBP implement and embed HR and
OD interventions within the Division and Directorates such as workforce plan,
OD initiatives, recruitment & retention initiatives, reward & recognition
initiatives, and engagement initiatives.
Analyse HR data and information to inform short
term actions to improve people performance.
Coach and mentor the Senior HR Adviser and HR
Adviser to ensure casework is completed in a timely way.
To work with the HR Business Partner and Managers within the Division on Human Resources management issues making a full contribution and taking the lead
responsibility where
appropriate.
To provide an accurate and quick response to any human resource issues/problems arising within the Division, making a comprehensive assessment of the issue, a clear decision for action and consideration
of any knock on effects.
To take responsibility for specific corporate Human Resources objectives as agreed with the HRBP. To manage delivery of those objectives utilising the experience of
the HR team.
To contribute to the strategic direction of the Trust by reflecting your understanding of the needs of
the
Heads of Department and Managers in your delivery of the Human Resources
agenda both within
the Division and
corporately.
To identify opportunities for advancement in HR practice and to utilise developments in HR thinking to the
best interests of the service.
To
work in partnership with the Training and Development Department, to deliver
the necessary training to enable managers to utilise HR policies and procedures
and any other training events conducted by the Human Resources Department.
Review
and update HR Policies which impact employees throughout the Trust, researching
good current HR practice and up to date employment law to inform policy
development.
With the HR Business Partner to facilitate the
on-going
development of HR capability within the
Division for Heads of Departments and Line Managers, including coaching and supporting managers to manage their day to day HR
issues.
To support the HRBP in maintaining a positive employee relations climate within the Division/Trust through establishing best HR
practices which
produce
an environment
of
trust co-operation, partnership, and involvement.
To support the Division in meeting the requirements of Clinical and Corporate Governance
by facilitating, as
appropriate, effective performance management processes and implementation, including the formulation of agreed personal
development
plans for all
individuals.
To support the development of robust workforce plans for all staff, ensuring effective staff utilisation
to
meet the demands
of the
Division
and the major strategic projects.
Lead and
support HR projects within the relevant Divisions and Corporate Services.
To participate as part of thewider NHS community at regional and local level and contribute to
working groups and project teams and establish HR
and NHS Networks as appropriate.
Person Specification
Qualifications
Essential
- Chartered Member of the Chartered Institute of Personnel & Development
- A degree or equivalent qualification or demonstrable equivalent experience working within Human Resources
Experience
Essential
- Human Resources experience in a Senior HR Advisor or HR Manager role
- Human Resources experience within the NHS or within another large public sector organisation that provides transferrable knowledge and skills
- Significant experience in an operational generalist role, covering a wide range of HR responsibilities to include discipline, grievance, organisational change and restructuring, redundancy and changing of terms and conditions of employment.
Knowledge and Skills
Essential
- Well-developed knowledge of current human resources practice and employment law
- Experience in developing and implementing HR policies and practices
- Effective communication skills (both written and verbal) and ability to produce complex reports, policies and procedures incorporating business economic and corporate factors
- Highly developed interpersonal skills with demonstrated ability in the areas of grievance resolution, counselling, influencing and team building.
- Ability to analyse workforce data and advice managers on implications in respect of meeting workforce KPIs e.g. sickness absence, appraisal activity and vacancy reports.
Person Specification
Qualifications
Essential
- Chartered Member of the Chartered Institute of Personnel & Development
- A degree or equivalent qualification or demonstrable equivalent experience working within Human Resources
Experience
Essential
- Human Resources experience in a Senior HR Advisor or HR Manager role
- Human Resources experience within the NHS or within another large public sector organisation that provides transferrable knowledge and skills
- Significant experience in an operational generalist role, covering a wide range of HR responsibilities to include discipline, grievance, organisational change and restructuring, redundancy and changing of terms and conditions of employment.
Knowledge and Skills
Essential
- Well-developed knowledge of current human resources practice and employment law
- Experience in developing and implementing HR policies and practices
- Effective communication skills (both written and verbal) and ability to produce complex reports, policies and procedures incorporating business economic and corporate factors
- Highly developed interpersonal skills with demonstrated ability in the areas of grievance resolution, counselling, influencing and team building.
- Ability to analyse workforce data and advice managers on implications in respect of meeting workforce KPIs e.g. sickness absence, appraisal activity and vacancy reports.
