Job summary
*This role is temporary to cover maternity leave for 10 months*
We are looking to appoint a suitably qualified Assistant HR Operations Manager to work within our HR Business Partnering Team covering the Surgery and Anaesthetic Division.
As an Assistant HR Operations Manager you will be responsible for the provision of a high quality HR service that is focused on supporting our customers to achieve successful outcomes in line with the vision and objectives of ELHT.
As a CIPD qualified HR professional you will have specialist knowledge in employment law allowing you to advise on complex employee relations matters. You will also have demonstrable experience of handling a range of HR and employment relations matters such as attendance, performance, resolution, disciplinary and management of change.
You will also assist the Senior HR Business Partner to develop and implement workforce systems and processes that support the achievement of business goals, including workforce planning and people management and development.
This is an Agile role and will be based at home with the requirement to travel to trust sites where necessary.
Main duties of the job
As an Assistant HR Operations Manager you will be responsible for advising, supporting and coaching managers on the full range of employee relations issues, leading the development of HR Policies and Procedures, supporting staff survey and engagement activities and developing interventions to support improvement and efficiency through analysing workforce information and building strong relationships within Division.
Advanced communication skills are essential for the role as the ethos of the team is based upon championing an early resolution approach to employee relations issues and improving management capability through the use of consultancy based coaching approaches and developing strong working relationships within Division. Excellent analytical and judgement skills are also essential to problem solving cases and in order to interpret and advise on HR policies/procedures, NHS terms and conditions and employment legislation.
About us
Our organisation is driven by our strategic objectives and organisational values and we look for people who are strongly aligned to them. In line with ELHT's People Strategy we recognise the value brought to the Trust by our staff, and the link that exists between an engaged, happy workforce, and the quality of care they are able to deliver to supporting patient care.
As a team we place a strong focus on working collaboratively and our values are based on open communication, mutual trust and team working with a collective commitment to providing a high quality, proactive HR service to ensure we support the delivery of safe, personal and effective care across the organisation.
Job description
Job responsibilities
JOB SUMMARY
The postholder will support the HR Operations of their nominated division as directed by the HR Operations Manager, providing HR advice, support and information on a range of operational HR issues, escalating complex issues where necessary to the HR Operations Manager / HR Business Partner/Senior HR Business Partner.
The Assistant HR Operational Manager role will also support the Human Resources Business Partner/Senior HR Business Partner as directed on strategic issues and implementation of interventions within the division.
MAIN DUTIES
- Advise and coach managers to effectively address employee relations issues, through the implementation of Trust policies and procedures, in a legally compliant manner.
- Champion the resolution approach, and encourage the resolution of employee relations issues wherever appropriate.
- Support investigations within the Trust which have been commissioned through a HR policy, and support the investigating manager to ensure that the investigation is completed in a reasonable timeframe and to an acceptable quality standard. Attend any resultant hearing, providing advice to the manager and acting as minute taker where required.
- Support the implementation of the sickness absence policy and procedure through telephone support, management of casework, advising managers, and monitoring triggers.
- Support the management of complex long term sickness cases, through advising and supporting managers and interacting with Occupational Health department. Including supporting the creation of a statement of case, and attendance at hearing.
- Work towards the delivery of divisional action plans, as directed by the HR Operations Manager, including:
- Organisational development supporting culture change programmes which will enable an improvement in overall workforce KPIs within the Directorate.
- Workforce planning - assist with the delivery of workforce plans to achieve service objectives and business plans in relation to specific projects.
- Transformational change including the implementation of large scale change programmes within Divisions.
- Support Staff Survey and engagement activities within Division.
- Use coaching to improve people management, particularly on operational HR related areas e.g. sickness absence, performance management, investigation skills etc.
- Interpret and advise on employment legislation, HR policies/procedures and terms and conditions of service and at all times interpret accurately in a legally sound manner to ensure professional advice is given, taking into account local precedents and those in employment law.
- Assist and advise managers in the planning and implementation of organisational change affecting staff across the trust consistent with corporate and divisional strategy, taking direction from the HR Operations Manager, HRBP/Senior HRBP as appropriate.
- Analyse workforce information and work with managers to develop plans to support improvement and efficiency.
- Ensure provision of regular reporting as directed by the HR Operations Manager/Senior HR Business Partner/HR Business Partner, working with HR Officer, inputting narrative/statistical explanations to ensure full understanding.
- Lead the development of specific HR policies and procedures which will impact across the organisation ensuring they are user friendly, legal compliant and have been properly consulted on.
- Provide expert advice on job evaluation panels and assist in the redesign of jobs to ensure there are commensurate with service requirements are correctly banded.
- Deputise for HR Operations Manager as appropriate.
COMMUNICATION
- Develop key relationships within the Division and within the wider HR Team.
- Communicate sensitive information to managers and staff in potentially contentious situations. This may be as part of dealing with an employee relations issue or during organisational change with a group of staff.
- Deliver training or core HR topics, as part of the People Management skills programme.
- Using a consultancy based coaching approach, to support managers to improve their people management skills.
- Consult with the trade union officials, local and full-time, to achieve satisfactory outcomes with regard to local issues.
ORGANISATIONAL RESPONSIBILITIES
- Ensure all Employee Relations casework is recorded on the Case Management System and ensure team keep it up to date.
- Monitor and track investigation timescales escalating any concerns to Senior HR Business Partner if appropriate.
- Ensure all casework that could have potential litigation risks are completed within a reasonable timescale and to an acceptable quality standard.
- Ensure all advice given is in accordance to Trust policy and procedure and where not, this is escalated to the HR Operations Manager.
- Operate in accordance to Trust values.
- Be responsible for own development and continually keep up to date with changes to employment legislation and best practice.
- Work closely with other HR Colleagues to ensure continuity and consistency of service delivery and advice
- Continually promote people management approaches that are inclusive and compassionate in nature.
Job description
Job responsibilities
JOB SUMMARY
The postholder will support the HR Operations of their nominated division as directed by the HR Operations Manager, providing HR advice, support and information on a range of operational HR issues, escalating complex issues where necessary to the HR Operations Manager / HR Business Partner/Senior HR Business Partner.
The Assistant HR Operational Manager role will also support the Human Resources Business Partner/Senior HR Business Partner as directed on strategic issues and implementation of interventions within the division.
MAIN DUTIES
- Advise and coach managers to effectively address employee relations issues, through the implementation of Trust policies and procedures, in a legally compliant manner.
- Champion the resolution approach, and encourage the resolution of employee relations issues wherever appropriate.
- Support investigations within the Trust which have been commissioned through a HR policy, and support the investigating manager to ensure that the investigation is completed in a reasonable timeframe and to an acceptable quality standard. Attend any resultant hearing, providing advice to the manager and acting as minute taker where required.
- Support the implementation of the sickness absence policy and procedure through telephone support, management of casework, advising managers, and monitoring triggers.
- Support the management of complex long term sickness cases, through advising and supporting managers and interacting with Occupational Health department. Including supporting the creation of a statement of case, and attendance at hearing.
- Work towards the delivery of divisional action plans, as directed by the HR Operations Manager, including:
- Organisational development supporting culture change programmes which will enable an improvement in overall workforce KPIs within the Directorate.
- Workforce planning - assist with the delivery of workforce plans to achieve service objectives and business plans in relation to specific projects.
- Transformational change including the implementation of large scale change programmes within Divisions.
- Support Staff Survey and engagement activities within Division.
- Use coaching to improve people management, particularly on operational HR related areas e.g. sickness absence, performance management, investigation skills etc.
- Interpret and advise on employment legislation, HR policies/procedures and terms and conditions of service and at all times interpret accurately in a legally sound manner to ensure professional advice is given, taking into account local precedents and those in employment law.
- Assist and advise managers in the planning and implementation of organisational change affecting staff across the trust consistent with corporate and divisional strategy, taking direction from the HR Operations Manager, HRBP/Senior HRBP as appropriate.
- Analyse workforce information and work with managers to develop plans to support improvement and efficiency.
- Ensure provision of regular reporting as directed by the HR Operations Manager/Senior HR Business Partner/HR Business Partner, working with HR Officer, inputting narrative/statistical explanations to ensure full understanding.
- Lead the development of specific HR policies and procedures which will impact across the organisation ensuring they are user friendly, legal compliant and have been properly consulted on.
- Provide expert advice on job evaluation panels and assist in the redesign of jobs to ensure there are commensurate with service requirements are correctly banded.
- Deputise for HR Operations Manager as appropriate.
COMMUNICATION
- Develop key relationships within the Division and within the wider HR Team.
- Communicate sensitive information to managers and staff in potentially contentious situations. This may be as part of dealing with an employee relations issue or during organisational change with a group of staff.
- Deliver training or core HR topics, as part of the People Management skills programme.
- Using a consultancy based coaching approach, to support managers to improve their people management skills.
- Consult with the trade union officials, local and full-time, to achieve satisfactory outcomes with regard to local issues.
ORGANISATIONAL RESPONSIBILITIES
- Ensure all Employee Relations casework is recorded on the Case Management System and ensure team keep it up to date.
- Monitor and track investigation timescales escalating any concerns to Senior HR Business Partner if appropriate.
- Ensure all casework that could have potential litigation risks are completed within a reasonable timescale and to an acceptable quality standard.
- Ensure all advice given is in accordance to Trust policy and procedure and where not, this is escalated to the HR Operations Manager.
- Operate in accordance to Trust values.
- Be responsible for own development and continually keep up to date with changes to employment legislation and best practice.
- Work closely with other HR Colleagues to ensure continuity and consistency of service delivery and advice
- Continually promote people management approaches that are inclusive and compassionate in nature.
Person Specification
Qualifications
Essential
- oEducated to a degree level/ or equivalent relevant work experience
- oCIPD Level 5 qualification or working towards level 5 qualification
- oEvidence of continuing professional development
Desirable
- oLevel 7 CIPD Qualification
Knowledge
Essential
- oExcellent oral and written communication skills
- oEffective influencer
- oWell organised and ability to work under pressure and to deadline.
- oSound knowledge of employment law and HR best practice
- oCompetent user of MS office packages
Desirable
- oKnowledge of NHS terms and conditions of employment
- oEffective Coach and mediator
- oDemonstrates an understanding of the external strategic environment
Other
Essential
- oAble to travel between Trust sites
Experience
Essential
- Operational HR experience
- Experience of working with Trade Unions
- Experience of analysing workforce information
- Experience of advising managers and building strong relationships
Desirable
- Experience in the NHS or Public Sector organisation
- Experience in supporting workforce change programmes
Person Specification
Qualifications
Essential
- oEducated to a degree level/ or equivalent relevant work experience
- oCIPD Level 5 qualification or working towards level 5 qualification
- oEvidence of continuing professional development
Desirable
- oLevel 7 CIPD Qualification
Knowledge
Essential
- oExcellent oral and written communication skills
- oEffective influencer
- oWell organised and ability to work under pressure and to deadline.
- oSound knowledge of employment law and HR best practice
- oCompetent user of MS office packages
Desirable
- oKnowledge of NHS terms and conditions of employment
- oEffective Coach and mediator
- oDemonstrates an understanding of the external strategic environment
Other
Essential
- oAble to travel between Trust sites
Experience
Essential
- Operational HR experience
- Experience of working with Trade Unions
- Experience of analysing workforce information
- Experience of advising managers and building strong relationships
Desirable
- Experience in the NHS or Public Sector organisation
- Experience in supporting workforce change programmes
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).
