Job summary
An exciting opportunity for a full-time HR Advisor has arisen working across Bedfordshire Hospitals comprising of Bedford Hospital and Luton and Dunstable University Hospital.
The HR Advisor role is key in providing sound, risk based expert HR advice and support to line managers, in all aspects of employment.
The successful candidate will have proven experience of supporting line managers with a wide range of employee relations cases, to formal hearing stage and beyond.
You will also need to demonstrate proficient report writing skills, including manipulation of data in various formats, including Excel and Word in particular.
You will be expected to deal with issues in a proactive and consistent manner, communicating professionally and appropriately with people at all levels of the organisation and build effective working relationships with the managers that you support. You will have excellent inter-personal skills and the ability to effectively persuade and influence others.
The role requires a strong customer focus, excellent organisational skills, personal resilience and a positive attitude. If you are a motivated team player with the ability to successfully manage multiple priorities and would like to work as a key member of a busy and friendly team, then we would love to hear from you.
Interviews will be held face to face on 24th June 2024 on the Luton and Dunstable Hospital site
Main duties of the job
To support the Human Resources Business Partners in delivering the Human Resources service for the Trust.
To provide a professional, effective, business focussed Human Resources employee relations advisory service to managers within designated service lines throughout the Trust.
To apply creative solutions to people management issues to increase workforce productivity and performance to enhance patient care and safety.
To advise on terms and conditions of employment, employment law, HR policies / procedures and all matters relating to the employment of staff.
To provide support to line managers on HR policies; leading on the provision of advice in respect of operational HR issues, to develop effective working relationships as a trusted advisor.
To deliver training on a number of HR policies and procedures
Work flexibly and in partnership with the departments and clinical service lines to provide a comprehensive and developmental HR Business Partner service to support business development.
About us
Bedfordshire Hospitals NHS Foundation Trust provides hospital services to a growing population of around 700,000 people living across Bedfordshire and the surrounding areas across two busy hospital sites in Bedford and Luton. Both hospital sites offer key services such as A&E, Obstetrics-led Maternity and Paediatrics.
You will be joining a friendly, high performing Trust committed to ensuring the health and wellbeing of staff. As one of the largest NHS Trusts in our region you will have access to a programme of high quality training and development to help you grow your career.
We have state-of-the art facilities placing us at the heart of cutting edge health care. The Trust continues to be committed to delivering the best patient care using the best clinical knowledge and technology available.
Please note that vacancies may close prior to the advertised closing date when sufficient number of applications have been received. Please ensure that you make your application as soon as possible.
All new staff will be subject to a probationary period covering their first six months in post. Travel between hospital sites may be required.
Please review all documents attached to this advert to ensure you familiarize yourself with all requirements of the job.
Job description
Job responsibilities
Human Resources
To provide advice and support to ensure that the Trust is able to develop and deliver a Human Resources strategy that responds to identified service needs and responds to national and local performance targets.
To provide a high level comprehensive, proactive, professional and expert HR advisory service to managers including:
provision of expert advice and guidance on aspects of employment law and best practice;
interpretation and application of NHS terms and conditions;
enabling managers to understand their duties and to make informed decisions in respect of employment and HR issues;
advising on management of change proposals, including providing HR support to consultations (including consultation 1-1 meetings);
advising on HR policies and procedures.
To support managers to undertake formal investigations in line with Trust policy, including the preparation of management investigation reports, preparation of witnesses and presentation of cases at formal hearings.
To advise managers on the management of attendance, working with them in taking action as appropriate, ensuring a consistent approach across other areas of Trust to assist in reducing levels of absenteeism and thereby maximising workforce productivity.
To participate in the job evaluation process including evaluating roles and presenting at job evaluation panels (under the guidance of a HR Business Partner).
People Management
To monitor and initiate action to ensure that HR practices within the Trust are high quality and in line with agreed policies, procedures and guidelines.
To provide advice and support to line managers on the management of complex individual sickness absence cases. Working in partnership with trade union representatives to reduce sickness absence levels by developing and agreeing sickness absence management strategies.
To provide advice and support to line managers in managing individual cases relating to performance, conduct, grievance and bullying and harassment issues, ensuring that the agreed Trust procedures are properly observed and adhered to. To attend meetings and provide HR support in the conduct of investigations in relation to such cases as appropriate.
To provide mentoring and support to the Trusts investigating officers (in relation to HR case work), including advice in relation to preparation of management reports and documentation or presentation at formal meetings and hearings.
To provide advice and support to line managers on potential grievance and bullying and harassment cases to resolve cases informally where possible.
To provide advice and guidance to line managers on flexible working applications, supporting the line manager at appeal hearings where required.
To manage the HR aspects of organisational change proposals, including providing HR support in respect of formal consultation with staff. Working in partnership with trade union representatives to ensure effective implementation of organisational changes in line with agreed Trust policies and procedures and best practice.
To promote an effective people management culture by establishing best human resources practices that produce an environment of trust, co-operation, partnership and involvement.
Policy and Procedure Development
To support the development and implementation of HR policies, procedures, standard documentation and guidelines to meet the needs and values of the Trust, and the requirements of employment legislation, NHS Employers guidance and best practice.
To influence the HR team and other colleagues in the development of HR knowledge and practice. Participate, as required, in working groups, presentations and training programmes.
Training and Development
To support the development of HR Fundamentals training, including delivery of identified training courses for line managers.
Team Development
To support the Human Resources Business Partners to ensure there is an effective and efficient HR team based on the Business Partner principles, as well as supporting the work of the Trainee HR Adviser and HR Administrator.
To support the development of the HR team in conjunction with the national and local priorities.
To participate in regular 1:1s and feedback with the HR Business Partner and agree through annual appraisal a personal development plan.
To attend appropriate training and seminars to ensure continued professional development.
To participate in team reviews of various HR work in order to constantly monitor performance, be responsive to needs and enhance decision making as appropriate.
Job description
Job responsibilities
Human Resources
To provide advice and support to ensure that the Trust is able to develop and deliver a Human Resources strategy that responds to identified service needs and responds to national and local performance targets.
To provide a high level comprehensive, proactive, professional and expert HR advisory service to managers including:
provision of expert advice and guidance on aspects of employment law and best practice;
interpretation and application of NHS terms and conditions;
enabling managers to understand their duties and to make informed decisions in respect of employment and HR issues;
advising on management of change proposals, including providing HR support to consultations (including consultation 1-1 meetings);
advising on HR policies and procedures.
To support managers to undertake formal investigations in line with Trust policy, including the preparation of management investigation reports, preparation of witnesses and presentation of cases at formal hearings.
To advise managers on the management of attendance, working with them in taking action as appropriate, ensuring a consistent approach across other areas of Trust to assist in reducing levels of absenteeism and thereby maximising workforce productivity.
To participate in the job evaluation process including evaluating roles and presenting at job evaluation panels (under the guidance of a HR Business Partner).
People Management
To monitor and initiate action to ensure that HR practices within the Trust are high quality and in line with agreed policies, procedures and guidelines.
To provide advice and support to line managers on the management of complex individual sickness absence cases. Working in partnership with trade union representatives to reduce sickness absence levels by developing and agreeing sickness absence management strategies.
To provide advice and support to line managers in managing individual cases relating to performance, conduct, grievance and bullying and harassment issues, ensuring that the agreed Trust procedures are properly observed and adhered to. To attend meetings and provide HR support in the conduct of investigations in relation to such cases as appropriate.
To provide mentoring and support to the Trusts investigating officers (in relation to HR case work), including advice in relation to preparation of management reports and documentation or presentation at formal meetings and hearings.
To provide advice and support to line managers on potential grievance and bullying and harassment cases to resolve cases informally where possible.
To provide advice and guidance to line managers on flexible working applications, supporting the line manager at appeal hearings where required.
To manage the HR aspects of organisational change proposals, including providing HR support in respect of formal consultation with staff. Working in partnership with trade union representatives to ensure effective implementation of organisational changes in line with agreed Trust policies and procedures and best practice.
To promote an effective people management culture by establishing best human resources practices that produce an environment of trust, co-operation, partnership and involvement.
Policy and Procedure Development
To support the development and implementation of HR policies, procedures, standard documentation and guidelines to meet the needs and values of the Trust, and the requirements of employment legislation, NHS Employers guidance and best practice.
To influence the HR team and other colleagues in the development of HR knowledge and practice. Participate, as required, in working groups, presentations and training programmes.
Training and Development
To support the development of HR Fundamentals training, including delivery of identified training courses for line managers.
Team Development
To support the Human Resources Business Partners to ensure there is an effective and efficient HR team based on the Business Partner principles, as well as supporting the work of the Trainee HR Adviser and HR Administrator.
To support the development of the HR team in conjunction with the national and local priorities.
To participate in regular 1:1s and feedback with the HR Business Partner and agree through annual appraisal a personal development plan.
To attend appropriate training and seminars to ensure continued professional development.
To participate in team reviews of various HR work in order to constantly monitor performance, be responsive to needs and enhance decision making as appropriate.
Person Specification
Qualifications
Essential
- Level 5 CIPD or equivalent experience
- Educated to degree level or equivalent experience
Skills
Essential
- Refined attention to detail to identify inaccuracies and missing information
Experience
Essential
- Experience supporting managers with investigations for disciplinary, grievance and bullying and harassment issues
- Experience of working in partnership with trade unions
- Experience supporting managers with the change management process
Desirable
- Working within HR in the healthcare sector
- NHS Job Evaluation trained
Knowledge
Essential
- Knowledge of key NHS issues
Desirable
Person Specification
Qualifications
Essential
- Level 5 CIPD or equivalent experience
- Educated to degree level or equivalent experience
Skills
Essential
- Refined attention to detail to identify inaccuracies and missing information
Experience
Essential
- Experience supporting managers with investigations for disciplinary, grievance and bullying and harassment issues
- Experience of working in partnership with trade unions
- Experience supporting managers with the change management process
Desirable
- Working within HR in the healthcare sector
- NHS Job Evaluation trained
Knowledge
Essential
- Knowledge of key NHS issues
Desirable
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).
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).
