Job summary
This
is an autonomous role for an existing Senior HR Advisor, or experienced HR
Advisor who is ready for the next step in their career within a fast paced,
outstanding, specialist NHS organisation.
The
role will have responsibility for the delivery of all aspects of a high-quality
senior HR advisory service to the Clinical Services division within the
organisation. The successful candidate will support clinicians/managers and
staff within Clinical Services, predominantly around employee relations,
including absence management, disciplinary, performance capability, grievance
and redeployment, in varying forms of complexity. There is also the opportunity
to undertake project work and work in partnership with other departments such
as Organisational Development.
The
successful candidate will work closely with the HR Managers, and support the HR
Business Partner for Clinical services, with the occasional requirement to
deputise in the HR Business Partners absence where appropriate. The role will
promote and ensure excellent employment practice across the division and
reinforce the implementation of the Trusts Workforce Strategy.
This
is a varied and exciting role which requires the candidate to have the
knowledge base behind them to be able to deliver an outstanding service to the
division.
Main duties of the job
- To deliver an outstanding senior HR advisory service to the Clinical Services Division
- To work closely with the wider HR team and people function
- To support clinicians/managers with employee relations case work, promoting a person centred approach while considering a Just & Learning Culture and evidence based decision making
- Ensure case files are kept up to date, and are robust and comprehensive
- To proactively train managers on fundamental policies and processes, either locally or within a classroom setting, where a requirement may be to build training in partnership
- To take a pragmatic and holistic approach when working with people, while considering the main framework of the Trusts policies and procedures
- Support queries around policies and terms and conditions
- Meet with clinicians/managers regularly to ensure best practice and supportive, reasonable and compassionate interventions
- Push forward the Workforce Strategy agenda
- Report into and deputise for the HR Business Partner within the division
- Promote the Be Civil, Be Kind charter throughout the Trust
- Work closely with the Equality, Diversity, Inclusion and Belonging Officer to support and promote Staff Networks and subsequent launches
- To keep up to date with any legislative changes and present these updates to the HR Business Partner, and in partnership initiate workstreams resulting from these changes
- To support organisational change initiatives
- To work closely with union colleagues, and create effective partnership working
About us
As the largest
single site specialist heart and chest hospital in the UK, we, at Liverpool
Heart and Chest Hospital, have a clear vision 'to
be the best cardiothoracic integrated healthcare organisation'.
We provide specialist
services in cardiothoracic surgery, cardiology, respiratory medicine both in
the hospital and out in the community.
We serve a
catchment area of 2.8 million people, spanning Merseyside, Cheshire, North
Wales and the Isle of Man, and increasingly we receive referrals from outside
these areas for highly specialised services such as aortics.
Our reputation for
strong performance is important in delivering the best
care for our patients and high quality clinical services. This is
underpinned by a culture of research and innovation, delivered in modern estate
and our encouragement of flexible working in a variety of forms.
Please visit our website - https://www.lhch.nhs.uk/
Please follow this link for a
tour of our site - https://bit.ly/36ylsoq
Job description
Job responsibilities
JOB SUMMARY
Responsible for the delivery of all aspects of a high-quality senior HR Advisor service to the Trust and for providing general senior HR advice and workforce information/analysis to managers and staff within designated areas. The role will support the HR Managers and Business Partners, and others in the wider HR and Education Team to contribute and reinforce the implementation of the Trusts Workforce Strategy.
The Senior HR Advisor will provide advice, guidance, and support to clinicians/managers across a range of HR activities and issues, including absence management, disciplinary, capability, grievance, and redeployment, seeking guidance and support where appropriate from the HRBP and HRM on more complex matters as appropriate.
The post holder will also support the HR Managers and Business Partners with regards to designated projects or lead specialities such as Medical Staffing and Training/OD
PRINCIPLE ACCOUNTABILITIES
The senior HRA role will be a pivotal autonomous role which will take the lead on key HR projects which may include (but not limited to) one or more of the following subject matters:
Training and Development
Responsibility for leading on a range of training to support managers to develop their skills and confidence in effective people management processes.
Be the lead and conduit for the Business HR Team to enhance collaboration and partnership with L&OD colleagues.
In partnership with L&OD colleagues, monitor and support the implementation of agreed HR/ OD projects/interventions, ensuring that solutions and interventions are delivered in line with expected timescales and associated KPIs. Adjusting plans and reorganising work to achieve this.
Work in conjunction with the LD/OD team to design, deliver and evaluate a range of high-quality HR, leadership and talent development programmes which help to fulfil workforce strategic priorities and are in line with organisational values.
Medical Staffing
- To support the delivery of a comprehensive high quality, responsive, and customer focused Medical HR service to senior clinicians/managers and medical staff within the Trust.
- Ensure the provision of comprehensive specialist information, advice and support regarding all employment issues for medical staff.
- Provide professional advice, support and guidance on the interpretation of Medical & Dental Terms and Conditions of Service, legal requirements, nationally agreed guidance/procedures and local Trust policies.
- Support the Medical HR Manager with the provision of advice and support to Directors, Case Managers, Case Investigators and Managers with regard to issues falling under Maintaining High professional Standards in the Modern NHS (MHPS)
- Work closely with the Resourcing Team in relation to the recruitment and onboarding of medical staff.
- Manage the implementation and application of medical workforce utilisation systems including job planning, e-rota, leave management, appraisal and revalidation, junior doctors rostering and ensure the provision of support to users of the systems.
- Provide medical HR advice to a range of internal and external stakeholders.
- Ensure effective communication and networking with other HR/Medical managers across Cheshire and Merseyside to ensure consistency in advice and practice.
- Deputise when required for the Medical HR Manager.
Health & Wellbeing and EDI
To lead on specific initiative projects, which supports delivery of the Culture and Wellbeing or EDIB strategy
Lead on the design and delivery of initiatives of specific wellbeing and diversity events as required
Work with the Strategic Culture and Wellbeing Lead to ensure there is awareness and education for employees across
Analyse workforce data and produce report which will measure the impact of wellbeing and EDIB delivery plans
Lead of the development of relevant policies in line with best practice and legislation.
General Business HR
- To lead on the management of casework in relation to sickness absence for the designated Division, including providing advice and guidance to managers, liaising with Occupational Health and supporting formal meetings.
- To provide professional advice and support to managers and the HR Business Partner on employee relations matters including disciplinary, capability and grievance case management. This will include the provision of advice in relation to investigations, supporting with the preparation of management statements of case and attendance at hearings as appropriate.
- To support the HR Manager/HR Business Partner with the review and development of policies and procedures to ensure that these reflect the needs of the Trust, good practice and employment law.
- To be responsible for the analysis of workforce performance reports and the preparation of feedback reports for managers and relevant committee meetings, covering a range of topics including sickness absence, turnover, mandatory training, appraisals and Staff Survey/Staff FFT. This will include an analysis and interpretation of trends.
- To assist managers and their teams with the utilisation of workforce information to inform decision making processes.
- Support HR Business Partners and Divisional managers with the development of workforce plans.
- To maintain the Employee Relations and sickness database.
- To provide advice to staff, managers and the wider HR and Education Team in relation to the application of Trust policies and employment legislation.
- To advise and support managers, under the direction of the HR Business Partner, in relation to the implementation of change management programmes, including engagement with affected staff and Trade Union representatives as appropriate.
- To support HR Business Partners in the delivery of the HR service in relation to their lead responsibilities.
- Where appropriate, to support with HR transactional processes such as staff change and termination forms
- To support the development and implementation of an exit process for staff leaving the Trust, undertaking confidential exit interviews as appropriate and providing feedback as appropriate to the HR Business Partner and service areas.
- To provide training to managers and staff as required
- To attend and undertake minutes at meetings as required.
- To undertake ad hoc projects as required.
- To be responsible for ensuring that professional standards of HR practice are maintained and developed, and to maintain a portfolio of continuous professional development.
- To keep up to date with developments in employment legislation and HR best practice.
- To undertake any additional appropriate tasks as required.
- Deputise when required for the HR Manager/HR Business Partner.
MANAGERIAL/LEADERSHIP
- To oversee and support the HR Advisor, monitoring activities and performance, dealing with day-to-day issues and reporting through to the HR Manager/HR Business Partner
Job description
Job responsibilities
JOB SUMMARY
Responsible for the delivery of all aspects of a high-quality senior HR Advisor service to the Trust and for providing general senior HR advice and workforce information/analysis to managers and staff within designated areas. The role will support the HR Managers and Business Partners, and others in the wider HR and Education Team to contribute and reinforce the implementation of the Trusts Workforce Strategy.
The Senior HR Advisor will provide advice, guidance, and support to clinicians/managers across a range of HR activities and issues, including absence management, disciplinary, capability, grievance, and redeployment, seeking guidance and support where appropriate from the HRBP and HRM on more complex matters as appropriate.
The post holder will also support the HR Managers and Business Partners with regards to designated projects or lead specialities such as Medical Staffing and Training/OD
PRINCIPLE ACCOUNTABILITIES
The senior HRA role will be a pivotal autonomous role which will take the lead on key HR projects which may include (but not limited to) one or more of the following subject matters:
Training and Development
Responsibility for leading on a range of training to support managers to develop their skills and confidence in effective people management processes.
Be the lead and conduit for the Business HR Team to enhance collaboration and partnership with L&OD colleagues.
In partnership with L&OD colleagues, monitor and support the implementation of agreed HR/ OD projects/interventions, ensuring that solutions and interventions are delivered in line with expected timescales and associated KPIs. Adjusting plans and reorganising work to achieve this.
Work in conjunction with the LD/OD team to design, deliver and evaluate a range of high-quality HR, leadership and talent development programmes which help to fulfil workforce strategic priorities and are in line with organisational values.
Medical Staffing
- To support the delivery of a comprehensive high quality, responsive, and customer focused Medical HR service to senior clinicians/managers and medical staff within the Trust.
- Ensure the provision of comprehensive specialist information, advice and support regarding all employment issues for medical staff.
- Provide professional advice, support and guidance on the interpretation of Medical & Dental Terms and Conditions of Service, legal requirements, nationally agreed guidance/procedures and local Trust policies.
- Support the Medical HR Manager with the provision of advice and support to Directors, Case Managers, Case Investigators and Managers with regard to issues falling under Maintaining High professional Standards in the Modern NHS (MHPS)
- Work closely with the Resourcing Team in relation to the recruitment and onboarding of medical staff.
- Manage the implementation and application of medical workforce utilisation systems including job planning, e-rota, leave management, appraisal and revalidation, junior doctors rostering and ensure the provision of support to users of the systems.
- Provide medical HR advice to a range of internal and external stakeholders.
- Ensure effective communication and networking with other HR/Medical managers across Cheshire and Merseyside to ensure consistency in advice and practice.
- Deputise when required for the Medical HR Manager.
Health & Wellbeing and EDI
To lead on specific initiative projects, which supports delivery of the Culture and Wellbeing or EDIB strategy
Lead on the design and delivery of initiatives of specific wellbeing and diversity events as required
Work with the Strategic Culture and Wellbeing Lead to ensure there is awareness and education for employees across
Analyse workforce data and produce report which will measure the impact of wellbeing and EDIB delivery plans
Lead of the development of relevant policies in line with best practice and legislation.
General Business HR
- To lead on the management of casework in relation to sickness absence for the designated Division, including providing advice and guidance to managers, liaising with Occupational Health and supporting formal meetings.
- To provide professional advice and support to managers and the HR Business Partner on employee relations matters including disciplinary, capability and grievance case management. This will include the provision of advice in relation to investigations, supporting with the preparation of management statements of case and attendance at hearings as appropriate.
- To support the HR Manager/HR Business Partner with the review and development of policies and procedures to ensure that these reflect the needs of the Trust, good practice and employment law.
- To be responsible for the analysis of workforce performance reports and the preparation of feedback reports for managers and relevant committee meetings, covering a range of topics including sickness absence, turnover, mandatory training, appraisals and Staff Survey/Staff FFT. This will include an analysis and interpretation of trends.
- To assist managers and their teams with the utilisation of workforce information to inform decision making processes.
- Support HR Business Partners and Divisional managers with the development of workforce plans.
- To maintain the Employee Relations and sickness database.
- To provide advice to staff, managers and the wider HR and Education Team in relation to the application of Trust policies and employment legislation.
- To advise and support managers, under the direction of the HR Business Partner, in relation to the implementation of change management programmes, including engagement with affected staff and Trade Union representatives as appropriate.
- To support HR Business Partners in the delivery of the HR service in relation to their lead responsibilities.
- Where appropriate, to support with HR transactional processes such as staff change and termination forms
- To support the development and implementation of an exit process for staff leaving the Trust, undertaking confidential exit interviews as appropriate and providing feedback as appropriate to the HR Business Partner and service areas.
- To provide training to managers and staff as required
- To attend and undertake minutes at meetings as required.
- To undertake ad hoc projects as required.
- To be responsible for ensuring that professional standards of HR practice are maintained and developed, and to maintain a portfolio of continuous professional development.
- To keep up to date with developments in employment legislation and HR best practice.
- To undertake any additional appropriate tasks as required.
- Deputise when required for the HR Manager/HR Business Partner.
MANAGERIAL/LEADERSHIP
- To oversee and support the HR Advisor, monitoring activities and performance, dealing with day-to-day issues and reporting through to the HR Manager/HR Business Partner
Person Specification
Experience
Essential
- Up to date knowledge of current employment legislation and HR/OD best practice
- Experience of providing a HR/OD advisory service within a multi-skilled professional and unionised environment
- Experience of advising and supporting managers on HR/OD matters
- Experience of analysing and interpreting HR/OD metrics
- Experience of interpreting and advising on terms and conditions, policies, procedures and employment law
- Experience of using database systems
- Experience of producing reports
- Good understanding of the importance of confidentiality, data protection and information governance
- Experience of supporting managers with change management
- Experience of developing HR/OD policies and procedures
- Experience of supporting managers at formal hearings
- Experience of line management
- Experience of delivering training/presentations to groups
Desirable
- Agenda for Change Job Evaluation trained & experience
Skills & Abilities
Essential
- Effective written and verbal communication skills the ability to listen, question and provide clear, concise information and advice
- Ability to communicate highly complex and sensitive information on a range of workforce issues e.g. redundancy, absence management, welfare issues
- Ability to develop effective working relationships with colleagues across all levels
- Good influencing and persuasion skills
- Good problem-solving skills
- Tact and diplomacy when dealing with sensitive issues and ability to maintain confidentiality
- Able to manage a diverse and busy workload, working to deadlines and paying attention to detail
- Self- motivated and proactive, able to act on own initiative
- Good record management
- Well-developed IT skills Microsoft Office packages and HR/OD IT systems and reporting tools
- Able to work flexibly as part of a team with a willingness to adapt
- Personal credibility and integrity
- Self-confident and emotionally resilient
Desirable
- Ability to use NHS HR/OD information systems such as ESR
- Driver with own transport (for attendance at meetings and events off site
Qualifications
Essential
- Educated to Degree level or equivalent experience
- CIPD Level 5qualification
- or equivalent relevant training and experience
Desirable
- CIPD Level 7 or working towards
Person Specification
Experience
Essential
- Up to date knowledge of current employment legislation and HR/OD best practice
- Experience of providing a HR/OD advisory service within a multi-skilled professional and unionised environment
- Experience of advising and supporting managers on HR/OD matters
- Experience of analysing and interpreting HR/OD metrics
- Experience of interpreting and advising on terms and conditions, policies, procedures and employment law
- Experience of using database systems
- Experience of producing reports
- Good understanding of the importance of confidentiality, data protection and information governance
- Experience of supporting managers with change management
- Experience of developing HR/OD policies and procedures
- Experience of supporting managers at formal hearings
- Experience of line management
- Experience of delivering training/presentations to groups
Desirable
- Agenda for Change Job Evaluation trained & experience
Skills & Abilities
Essential
- Effective written and verbal communication skills the ability to listen, question and provide clear, concise information and advice
- Ability to communicate highly complex and sensitive information on a range of workforce issues e.g. redundancy, absence management, welfare issues
- Ability to develop effective working relationships with colleagues across all levels
- Good influencing and persuasion skills
- Good problem-solving skills
- Tact and diplomacy when dealing with sensitive issues and ability to maintain confidentiality
- Able to manage a diverse and busy workload, working to deadlines and paying attention to detail
- Self- motivated and proactive, able to act on own initiative
- Good record management
- Well-developed IT skills Microsoft Office packages and HR/OD IT systems and reporting tools
- Able to work flexibly as part of a team with a willingness to adapt
- Personal credibility and integrity
- Self-confident and emotionally resilient
Desirable
- Ability to use NHS HR/OD information systems such as ESR
- Driver with own transport (for attendance at meetings and events off site
Qualifications
Essential
- Educated to Degree level or equivalent experience
- CIPD Level 5qualification
- or equivalent relevant training and experience
Desirable
- CIPD Level 7 or working towards
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).
