Job summary
Job share opportunity
We are seeking an enthusiastic, experienced, professional Senior HR Advisor as a job share partner to one of our existing team. The job share commences on 3rd June 2024. The Senior HR Advisor role is full time (37.5 hours) . Our existing team member will work 15 hours per week (9am-5pm) over Thursday/Friday. The successful candidate will work 22.5 hours per week (9am-5pm) over Monday, Tuesday, Wednesday.
The Senior HR Advisor role supports managers with Workforce issues within the Division of Surgery, Access, Booking and Choice. The post holder will communicate, prioritise and deliver workload shared with their job share partner. Reporting to a Deputy HR Business Partner, you will adopt a coaching approach with managers on a range of employee relations issues including disciplinary, grievances, organisational change, bullying and harassment and sickness absence management. You will advise managers and staff on Agenda for Change/ NHS terms and conditions of employment, HR policies and procedures, employment legislation, pay and other contractual matters.
The post holder will build relationships and credibility quickly across a range of stakeholders and have recent and extensive experience of delivering proactive, complex case management. You will need to work effectively with your job share partner, to ensure continuity of case management.
Working hours for this post are 22.5 per week: Monday, Tuesday and Wednesday.
Interviews will be held on 19 April 2024.
Main duties of the job
The major job requirement of the post holder is to deliver a
comprehensive range of HR services. Provide specialist, complex, professional
advice and guidance to managers across the full range of employee relations
issues, resolve queries from all levels of staff on HR related matters and
undertake a key role in the effective management of sickness, disciplinary,
grievances and other matters to enable effective and appropriate courses of
action and resolution.
To provide a compassionate, effective business focused Human
Resources service to line managers on operational staff management issues,
ensuring situations are handled in accordance with employment legislation and
or best practice, supporting a just and learning culture.
To take a lead on day to day management of employment
related cases within Trust policy and
ensure the appropriate issues, extension and monitoring of fixed term contracts
of employment.
Contribute to the achievement of Trust organisational
objectives and the achievement of the Human Resource Directorates wider
strategies and objectives.
To support the HR service in developing, progressing and delivering Trust wide initiatives designed
to maintain and develop MYHT as an outstanding employer, such as initiatives
relating to Equality & Diversity, Staff Engagement, Workforce Information,
Policy Development and Health and Wellbeing.
To work in partnership with trade union representatives on
all case work, ensuring effective and inclusive communication.
About us
We provide care and support to over a million people in
Wakefield and Kirklees in their homes, community settings and across our
three hospital sites at Pontefract, Dewsbury and Pinderfields (Wakefield).
Always striving for excellence, we are at the forefront of
innovation and research, and we invest in teaching and the development of our
workforce.
We live by our values of caring, improving, being respectful
and maintaining high standards. We listen and learn because we aim to make Mid
Yorkshire the best place to work and receive care.
We value diversity and welcome talent and enthusiasm
irrespective of age, disability, neurodivergence, sex, gender identity and
gender expression, race or ethnicity, religion or belief, sexual orientation,
or other personal circumstances including providing unpaid carers support to
someone with a health and care need. As ethnic minority groups, members of the
LGBTQ+ community, and people with a disability/neurodivergence are currently
under-represented across the organisation, we encourage applications from
members of these groups. We have policies and procedures to ensure all
applicants are treated fairly and consistently.
We are proud of our staff networks - who offer valuable
guidance and feedback from those with lived experience.
We have a clear vision and you could be part of this! If
you share our values and you want to make a difference to the lives of our
patients and their families and carers, we would love to hear from you.
Job description
Job responsibilities
Key Responsibilities
Provide advice to managers and staff on
Agenda for Change and other NHS terms and conditions of employment, Human
Resource policies and procedures, employment legislation, pay, work life
balance initiatives available, conditions of service and contractual matters,
ensuring up-to-date knowledge of NHS terms and conditions and/or other changes
introduced in addition to existing terms. Ensuring good practice and supporting
a just and learning culture.
To
provide a high quality professional Human Resource service for all groups of
staff employed by The Mid Yorkshire Hospitals NHS Trust and liaise with the Assistant HR Business Partner/HR
Business Partner regarding any areas of concern.
Co-ordinate casework, support investigations, advising managers on performance management, absence, capability, grievance, organisational change and misconduct issues,
compiling data and recommending ways forward,
that may be complex/sensitive. Ensuring that appropriate timeframes are met in
accordance with the workforce KPIs. To ensure relevant Assistant HR Business
Partner/HR Business Partner are appraised on progress of each case.
Supporting
managers as an investigatory team, taking part in meetings, formal hearings and
producing notes, formal minutes and reports. Ensuring this is compliant with
law, policy and good practice.
To oversee the co-ordination of hearings and
participate in disciplinary, grievance, capability and appeal panels as
appropriate.
Provide support and advice to managers
dealing with long and short term absences including ill health retirement and
to support with the management of complex cases from a Human Resource
perspective including assisting with the preparation of investigations and
supporting managers in hearings (or to hear the case and assist in decision
making where appropriate).
Establish and maintain effective working
relationships with Occupational Health, to ensure that sickness absence is
managed appropriately, which includes, advising managers on referrals, use of
the appropriate management policies, receiving and acting on information as
appropriate and attending case management meetings from a Human Resource
perspective to advise on employment law and policy issues in order to establish
return to work/management programmes.
Ensure that sickness/absence levels are
monitored and problem areas identified.
To ensure that appropriate sickness level targets are developed in
conjunction with managers ensuring that information provided is used
effectively to assist in the reduction of sickness levels, liaising with the
Assistant HR Business Partner.
Develop a detailed understanding of Agenda
for Change job evaluation and terms and conditions of employment and regular
participation on Agenda for Change banding panel process. Advise managers on the development of new
Agenda for Change job roles and pay bands.
Advise managers of the banding review process and support managers to
provide accurate and complete information for the process and to undertake job
evaluation as necessary.
To
produce and monitor monthly HR related statistics, including disciplinary, grievance cases, absence data and interpret
information, produce reports, identify problem areas and work with managers to
address them.
To
supervise support staff as required.
Act as a point of contact for sensitive and
confidential issues such as bullying and harassment and being empathetic and
sensitive when advising on implementing an appropriate course of action.
Participate in Divisional groups, meetings
and forums as required.
To promote effective working relationships
with trade union/professional organisation representatives and assist in the
consultation processes as appropriate.
To develop and present and review training
presentations on Human Resource employment policies as required across the
Trust to small groups of managers.
To support the Human Resources service in
developing and progressing Trust wide initiatives designed to maintain and
develop MYHT as an outstanding employer.
To
write departmental and implement Trust wide/departmental policies, procedures,
and guidelines.
Undertake
any other duties commensurate with the job grade.
Job description
Job responsibilities
Key Responsibilities
Provide advice to managers and staff on
Agenda for Change and other NHS terms and conditions of employment, Human
Resource policies and procedures, employment legislation, pay, work life
balance initiatives available, conditions of service and contractual matters,
ensuring up-to-date knowledge of NHS terms and conditions and/or other changes
introduced in addition to existing terms. Ensuring good practice and supporting
a just and learning culture.
To
provide a high quality professional Human Resource service for all groups of
staff employed by The Mid Yorkshire Hospitals NHS Trust and liaise with the Assistant HR Business Partner/HR
Business Partner regarding any areas of concern.
Co-ordinate casework, support investigations, advising managers on performance management, absence, capability, grievance, organisational change and misconduct issues,
compiling data and recommending ways forward,
that may be complex/sensitive. Ensuring that appropriate timeframes are met in
accordance with the workforce KPIs. To ensure relevant Assistant HR Business
Partner/HR Business Partner are appraised on progress of each case.
Supporting
managers as an investigatory team, taking part in meetings, formal hearings and
producing notes, formal minutes and reports. Ensuring this is compliant with
law, policy and good practice.
To oversee the co-ordination of hearings and
participate in disciplinary, grievance, capability and appeal panels as
appropriate.
Provide support and advice to managers
dealing with long and short term absences including ill health retirement and
to support with the management of complex cases from a Human Resource
perspective including assisting with the preparation of investigations and
supporting managers in hearings (or to hear the case and assist in decision
making where appropriate).
Establish and maintain effective working
relationships with Occupational Health, to ensure that sickness absence is
managed appropriately, which includes, advising managers on referrals, use of
the appropriate management policies, receiving and acting on information as
appropriate and attending case management meetings from a Human Resource
perspective to advise on employment law and policy issues in order to establish
return to work/management programmes.
Ensure that sickness/absence levels are
monitored and problem areas identified.
To ensure that appropriate sickness level targets are developed in
conjunction with managers ensuring that information provided is used
effectively to assist in the reduction of sickness levels, liaising with the
Assistant HR Business Partner.
Develop a detailed understanding of Agenda
for Change job evaluation and terms and conditions of employment and regular
participation on Agenda for Change banding panel process. Advise managers on the development of new
Agenda for Change job roles and pay bands.
Advise managers of the banding review process and support managers to
provide accurate and complete information for the process and to undertake job
evaluation as necessary.
To
produce and monitor monthly HR related statistics, including disciplinary, grievance cases, absence data and interpret
information, produce reports, identify problem areas and work with managers to
address them.
To
supervise support staff as required.
Act as a point of contact for sensitive and
confidential issues such as bullying and harassment and being empathetic and
sensitive when advising on implementing an appropriate course of action.
Participate in Divisional groups, meetings
and forums as required.
To promote effective working relationships
with trade union/professional organisation representatives and assist in the
consultation processes as appropriate.
To develop and present and review training
presentations on Human Resource employment policies as required across the
Trust to small groups of managers.
To support the Human Resources service in
developing and progressing Trust wide initiatives designed to maintain and
develop MYHT as an outstanding employer.
To
write departmental and implement Trust wide/departmental policies, procedures,
and guidelines.
Undertake
any other duties commensurate with the job grade.
Person Specification
Qualifications
Essential
- Educated to degree level standard or equivalent relevant experience. Knowledge of specialist HR topics to postgraduate diploma level acquired through degree and professional HR qualification or equivalent level of training.
- CIPD registration.
Desirable
- Masters degree.
- Coaching and Mentoring Qualification.
Experience
Essential
- Significant experience of delivering advice, guidance and coaching to operational managers, advising on complex employee relations issues, supporting on change management projects and investigations. Supervisory experience. Delivering training and presentations to small groups. Experience of working in partnership with Trade unions.
- Experience of preparing, analysing and presenting reports. Experience of working on KPIs. Experience of working with a busy/demanding environment. Good knowledge of the full range of Human Resource policies and management procedures, statutory legislation and upcoming legislative changes. Understanding of and commitment to Equality and Diversity knowledge of relevant NHS policy and guidelines. Understanding of the NHS agenda. Understanding of need to maintain confidentiality
Desirable
Skills and knowledge
Essential
- Ability to work autonomously, providing a HR services to managers and staff. Ability to analyse data and instigate resolution where required. Excellent listening, communication and presentation skills. Excellent writing skills including the ability to summarise information and key issues skills. Demonstrate good verbal communication skills with team/clients/relatives, using tact when required. A highly organised approach with the ability to work under pressure and manage priorities and deadlines in a changing environment
Person Specification
Qualifications
Essential
- Educated to degree level standard or equivalent relevant experience. Knowledge of specialist HR topics to postgraduate diploma level acquired through degree and professional HR qualification or equivalent level of training.
- CIPD registration.
Desirable
- Masters degree.
- Coaching and Mentoring Qualification.
Experience
Essential
- Significant experience of delivering advice, guidance and coaching to operational managers, advising on complex employee relations issues, supporting on change management projects and investigations. Supervisory experience. Delivering training and presentations to small groups. Experience of working in partnership with Trade unions.
- Experience of preparing, analysing and presenting reports. Experience of working on KPIs. Experience of working with a busy/demanding environment. Good knowledge of the full range of Human Resource policies and management procedures, statutory legislation and upcoming legislative changes. Understanding of and commitment to Equality and Diversity knowledge of relevant NHS policy and guidelines. Understanding of the NHS agenda. Understanding of need to maintain confidentiality
Desirable
Skills and knowledge
Essential
- Ability to work autonomously, providing a HR services to managers and staff. Ability to analyse data and instigate resolution where required. Excellent listening, communication and presentation skills. Excellent writing skills including the ability to summarise information and key issues skills. Demonstrate good verbal communication skills with team/clients/relatives, using tact when required. A highly organised approach with the ability to work under pressure and manage priorities and deadlines in a changing environment
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).
UK Registration
Applicants must have current UK professional registration. For further information please see
NHS Careers website (opens in a new window).
