Job summary
We are currently recruiting for HR Advisor on a temporary basis to join our friendly and busy Operational HR Team, based at Whiston Hospital. The successful candidate will play an integral role in the delivery of HR advice and support, along with supporting the HR Business Partner with key HR initiatives.
This is an exciting opportunity for an experienced HR Advisor who has a proven record of providing generalist HR advice including attendance management, conduct and capability matters. You will have a good understanding of terms and conditions and a good working knowledge of HR systems. You will also be able to demonstrate a sound knowledge of employment law and HR best practice with proven experience of attending stakeholder engagement events and presenting to a wide range of stakeholders.
You will have a 'can do' attitude and be able to demonstrate a flexible approach, commitment and resilience to ensure professional and efficient advice is provided at all times. You will be CIPD Level 5 qualified, working towards this or willing to work towards this. If you enjoy working in a fast paced and challenging environment and are comfortable prioritising a varied and demanding workload we would like to hear from you.
Interview date: TBC
Main duties of the job
The post holder will join a team of HR Business Partners, Assistant HR Business Partners and HR Advisors to support and lead on a number of key HR projects and defined pieces of work. The Post holder will also provide advice and guidance to managers within a designated area of responsibility.
Working alongside the HR Business Partners and Assistant HR Business Partners, play an integral role in supporting the delivery of HR project activity associated with key HR initiatives.
Through effective coaching and facilitation provide HR advice and guidance to managers within a designated area of responsibility. Provide expert HR advice to managers and staff, on the full range of HR policies, practices and procedures ensuring compliance with employment legislation. Assist managers in monitoring and managing performance against service delivery plans.
About us
The Secretary of State has approved the partnership between St Helens & Knowsley and Southport & Ormskirk Hospitals.
From 1st July we have come together as a single organisation under the name Mersey & West Lancashire Teaching Hospitals NHS Trust.
The Trust delivers acute hospital care, intermediate care, community, and primary care services to a population of over 600,000 people with a combined workforce of around 9000 dedicated and skilled staff from 17 locations including Whiston, Southport & Formby, St Helens, Ormskirk and Newton hospitals.
The Trust provides regional services for burns, plastic surgery and spinal injuries to more than 4 million people across Mersey and West Lancashire, Cheshire, the Isle of Man and North Wales.
Our Vision is to deliver 5 Star Patient Care:
- CAREthat is evidence based, high quality and compassionate
- SAFETY that is of the highest standards
- COMMUNICATION that is open, inclusive and respectful
- SYSTEMS that are efficient, patient centred and reliable
- PATHWAYS that are best practice and embedded, but also respect the individual needs of patients
Our achievements include:
- Trust rated Outstanding by CQC Inspection August 2018
- Top 100 places to work in the NHS (NHS Employers & Health Service Journal)
- Awarded National Preceptorship Accreditation (2023) for our Nursing & AHP Preceptorship Programme
Please see our Wellbeing & Benefits booklet for more information on our staff benefits. Accessible version available upon request.
Job description
Job responsibilities
KEY DUTIES
Operational Planning
- To contribute to the development of a HR plan that is aligned to the service delivery objectives and standards required by the Trust.
- Facilitate the provision of workforce information to enable the development of workforce plans.
HR Service Delivery
- To support and lead on a variety of key HR projects to enhance the employee experience and continually improve HR services.
- To Prepare and present project documentation
- Support managers with disciplinary, grievance and respect at work investigations, and participate in formal hearings and appeals as required
- Provide an Employment Advisory service on of terms and conditions of service, Trust Policies and procedures and HR best practice
- Support managers in the provision of advice to improve the capability and conduct of the workforce.
- Support the divisions in improving the health and wellbeing of their workforce by managing sickness absence in line with Trust policy by:
- Facilitate the provision of timely and appropriate workforce information to managers on attendance
- Maintain accurate and up to date absence monitoring and management information to support managers in optimising attendance
- Providing advice on short term and long-term sickness management issues
- Coordinating the sickness review meetings and capability hearings
- Advise on ill health retirement/medical terminations as appropriate
- Provide guidance to managers and staff on the consultation process for the management of change.
- Provide support by assisting with documentation, attending consultation meetings and one to one meeting as required.
- Identify staff requiring redeployment, and liaise with the recruitment team to ensure access to suitable alternative employment
- Maintain accurate HR records and filing systems, and keep up to date the Employee Relations tracker/ case log
- Implement & monitor compliance in relation to data protection, equality and diversity and other HR related legislation.
Policies & Procedures
- Comment on and contribute to the review and development of HR Policies and Procedures
- Provide advise the managers on the development of job descriptions and personal specifications in line with Agenda for Change job evaluation scheme.
- Advise on banding issues and the Agenda for Change Job matching and evaluation system, attend matching and evaluation panels as required
Service Improvement & Change Management
- Support designated area of responsibility in modernisation, new ways of working and continuous improvement of the service.
- Contribute to the improvement activity & new ways of working to improve the efficiency and effectiveness of the HR department.
- Seek customer service feedback from designated area of responsibility and make recommendations to the HR Business Partner.
- Support managers in the development of structures, roles and responsibilities that reflect the principles of good organisational design and are agreed within establishment plans.
- Undertake and participate in projects as required.
- To continually promote equality and diversity and undertake equality impact assessments when required
Communications, Partnership & Staff Involvement
- Develop & maintain effective internal and external communication networks to support the delivery of the HR Strategy.
- Work in partnership with Staff Side representatives and support managers in the implementation and monitoring of partnership working.
- Work closely with other HR Colleagues to ensure a seamless HR Service to divisions optimising opportunities for working collaboratively towards the provision of an integrated HR & OD service
- Work in collaboration with key stakeholders such as Pay & Staff Services, Health, Work and Wellbeing, Workforce Planning, Equality Lead and Learning & Development
Performance Management
- Contribute to the development and achievement of any HR targets or performance indicators
- Ensure the provision of accurate and timely information to designated area of responsibility
- Support managers in the analysis of HR metrics/ statistics, highlighting any trends.
- Support managers in the development of action plans to address any areas which require improvement
- Coach and guide managers on specific employment relations issues emphasising the importance of good record keeping and data protection.
Teamwork & Development
- Be responsible for own development, including attendance at mandatory training and continually keep up to date with changes to employment legislation and best practice.
- Support HR colleagues in their continuous professional development including the Employment Services Administration team within HR Directorate
PROFESSIONAL RESPONSIBILITIES
- Maintain Professional Registration
- Adhere to relevant Code of Practice of Professional body
ADMINISTRATIVE RESPONSIBILITIES
- Work in partnership with managers to ensure the timely completion of HR documentation.
- Work in partnership with managers and Pay & Staff Services to ensure accurate and timely processing of pay adjustments, incremental point changes, removal/ addition of protection on pay/ hour of work.
- Assist managers in the resolution of contractual queries
- Facilitate the monitoring of regular report on contractual matters, i.e., ETWD compliance, Employment Checks, Fixed terms contracts and Secondments, highlighting any areas of concern.
TEACHING & TRAINING RESPONSBILITIES
- Deliver training sessions on HR policies and procedures
Job description
Job responsibilities
KEY DUTIES
Operational Planning
- To contribute to the development of a HR plan that is aligned to the service delivery objectives and standards required by the Trust.
- Facilitate the provision of workforce information to enable the development of workforce plans.
HR Service Delivery
- To support and lead on a variety of key HR projects to enhance the employee experience and continually improve HR services.
- To Prepare and present project documentation
- Support managers with disciplinary, grievance and respect at work investigations, and participate in formal hearings and appeals as required
- Provide an Employment Advisory service on of terms and conditions of service, Trust Policies and procedures and HR best practice
- Support managers in the provision of advice to improve the capability and conduct of the workforce.
- Support the divisions in improving the health and wellbeing of their workforce by managing sickness absence in line with Trust policy by:
- Facilitate the provision of timely and appropriate workforce information to managers on attendance
- Maintain accurate and up to date absence monitoring and management information to support managers in optimising attendance
- Providing advice on short term and long-term sickness management issues
- Coordinating the sickness review meetings and capability hearings
- Advise on ill health retirement/medical terminations as appropriate
- Provide guidance to managers and staff on the consultation process for the management of change.
- Provide support by assisting with documentation, attending consultation meetings and one to one meeting as required.
- Identify staff requiring redeployment, and liaise with the recruitment team to ensure access to suitable alternative employment
- Maintain accurate HR records and filing systems, and keep up to date the Employee Relations tracker/ case log
- Implement & monitor compliance in relation to data protection, equality and diversity and other HR related legislation.
Policies & Procedures
- Comment on and contribute to the review and development of HR Policies and Procedures
- Provide advise the managers on the development of job descriptions and personal specifications in line with Agenda for Change job evaluation scheme.
- Advise on banding issues and the Agenda for Change Job matching and evaluation system, attend matching and evaluation panels as required
Service Improvement & Change Management
- Support designated area of responsibility in modernisation, new ways of working and continuous improvement of the service.
- Contribute to the improvement activity & new ways of working to improve the efficiency and effectiveness of the HR department.
- Seek customer service feedback from designated area of responsibility and make recommendations to the HR Business Partner.
- Support managers in the development of structures, roles and responsibilities that reflect the principles of good organisational design and are agreed within establishment plans.
- Undertake and participate in projects as required.
- To continually promote equality and diversity and undertake equality impact assessments when required
Communications, Partnership & Staff Involvement
- Develop & maintain effective internal and external communication networks to support the delivery of the HR Strategy.
- Work in partnership with Staff Side representatives and support managers in the implementation and monitoring of partnership working.
- Work closely with other HR Colleagues to ensure a seamless HR Service to divisions optimising opportunities for working collaboratively towards the provision of an integrated HR & OD service
- Work in collaboration with key stakeholders such as Pay & Staff Services, Health, Work and Wellbeing, Workforce Planning, Equality Lead and Learning & Development
Performance Management
- Contribute to the development and achievement of any HR targets or performance indicators
- Ensure the provision of accurate and timely information to designated area of responsibility
- Support managers in the analysis of HR metrics/ statistics, highlighting any trends.
- Support managers in the development of action plans to address any areas which require improvement
- Coach and guide managers on specific employment relations issues emphasising the importance of good record keeping and data protection.
Teamwork & Development
- Be responsible for own development, including attendance at mandatory training and continually keep up to date with changes to employment legislation and best practice.
- Support HR colleagues in their continuous professional development including the Employment Services Administration team within HR Directorate
PROFESSIONAL RESPONSIBILITIES
- Maintain Professional Registration
- Adhere to relevant Code of Practice of Professional body
ADMINISTRATIVE RESPONSIBILITIES
- Work in partnership with managers to ensure the timely completion of HR documentation.
- Work in partnership with managers and Pay & Staff Services to ensure accurate and timely processing of pay adjustments, incremental point changes, removal/ addition of protection on pay/ hour of work.
- Assist managers in the resolution of contractual queries
- Facilitate the monitoring of regular report on contractual matters, i.e., ETWD compliance, Employment Checks, Fixed terms contracts and Secondments, highlighting any areas of concern.
TEACHING & TRAINING RESPONSBILITIES
- Deliver training sessions on HR policies and procedures
Person Specification
Qualifications
Essential
- Educated to degree level and/or equivalent qualification and/or equivalent level of experience
- CIPD Level 5 qualified or willingness to work towards
- Evidence of continuing professional development or equivalent experience
Knowledge & Experience
Essential
- Operational HR experience gained within a unionised environment
Desirable
- Employee Relations Experience
- Experience of working in a HR role in the NHS or public sector organisation
- Experience of HR across more than one area of expertise e.g., employee relations, recruitment, organisational
Skills
Essential
- Excellent communication skills
- Well organised and ability to work under pressure
- Sound knowledge of employment law and HR best practice
- Employment relations - staff side partnership working
- Ability to analyse and interpret HR statistics
- Competent user of Information Technology
- Knowledge of NHS terms and conditions of employment
- Good understanding of the challenges affecting the NHS
- Good interpersonal skills and ability to develop good working relationships with people at various levels
- Ability to plan effectively and work to tight deadlines
- Excellent attention to detail
- Achievement focused
Desirable
- Knowledge of TUPE legislation
- Knowledge of capacity/resource planning; re-organisation/redundancy handling
- Negotiation skills
Other
Essential
- Flexible approach to work
- Ability to travel to attend meetings off site by own car/access to assisted driver
Person Specification
Qualifications
Essential
- Educated to degree level and/or equivalent qualification and/or equivalent level of experience
- CIPD Level 5 qualified or willingness to work towards
- Evidence of continuing professional development or equivalent experience
Knowledge & Experience
Essential
- Operational HR experience gained within a unionised environment
Desirable
- Employee Relations Experience
- Experience of working in a HR role in the NHS or public sector organisation
- Experience of HR across more than one area of expertise e.g., employee relations, recruitment, organisational
Skills
Essential
- Excellent communication skills
- Well organised and ability to work under pressure
- Sound knowledge of employment law and HR best practice
- Employment relations - staff side partnership working
- Ability to analyse and interpret HR statistics
- Competent user of Information Technology
- Knowledge of NHS terms and conditions of employment
- Good understanding of the challenges affecting the NHS
- Good interpersonal skills and ability to develop good working relationships with people at various levels
- Ability to plan effectively and work to tight deadlines
- Excellent attention to detail
- Achievement focused
Desirable
- Knowledge of TUPE legislation
- Knowledge of capacity/resource planning; re-organisation/redundancy handling
- Negotiation skills
Other
Essential
- Flexible approach to work
- Ability to travel to attend meetings off site by own car/access to assisted driver
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.
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.
UK Registration
Applicants must have current UK professional registration. For further information please see
NHS Careers website (opens in a new window).
