Human Resources Manager

Job responsibilities

Job Purpose:

1. To work within the HR Team to provide professional Human Resources (HR) advice, guidance and support to ensure employees are managed in line with good management practice and employment legislation

2. To provide HR capability and expertise so that high quality patient care and service targets can be delivered

3. To contribute to business projects, business plans and service redesign with HR related implications working closely with Managers, Staff and Trade Unions

4. To support the Deputy Director, Head of HR and HR Business Partners to implement national and corporate HR Agendas and Performance Frameworks

Main Duties and Responsibilities:

Employee Relations/People Management

1. To provide support and advice to managers on Terms and Conditions of Service, Human Resources Policies, employment legislation and human resources management practice

2. Advise on courses of action open to managers and the implications thereof, and support them in deciding the most appropriate course of action

3. Advise and support managers in managing long and short-term sickness absence by providing data, and monitoring and reporting progress as necessary. Manage a caseload of staff, consulting with employees and their representatives. Advise on eligibility for ill health retirement, injury allowance and redeployment

4. Interpret employment legislation and case law providing advice and guidance on its application. Advise managers on specific cases and draft general written guidance and advice

5. Advise on and help with formal investigations concerning misconduct, poor performance and bullying and harassment, supporting investigating officers as a critical friend and attend investigation meetings as required.

6. When appropriate attend grievance, disciplinary and capability hearings to advise on due process, decisions and sanctions (including dismissal). Ensure proper records are maintained (taking formal notes when necessary) and help understanding of the issues through appropriate questioning and discussion

7. Assist in the preparation of grievance and disciplinary cases for appeal, including correspondence and bundle preparation.

8. Ensure that appropriate records are maintained in individual cases, which conform with legislation and minimise the risk of Employment Tribunal proceedings.

9. Work with managers to ensure that all employment policies are applied in a consistent and non-discriminatory manner.

10. Promote partnership working with the Trades Unions throughout the organisation

11. Consult with Trade Unions/Staff Side Organisations and local staff representatives in relation to changes and developments through:

Maintenance of good working relationships and partnership working on a day to day basis

Attending and contributing to committee meetings, working parties and meetings concerning organisational change, providing professional Human Resources advice to inform decision-making

Support managers in applying a fair and equitable process for the application of HR policy and procedure

Recruitment and Selection

1. Support managers and the development of recruitment and retention strategies and evaluate the effectiveness of new initiatives

2. Ensure that recruitment and selection activity is conducted in accordance with good equality and diversity principles, legislation and local policies and standards

3. Advise managers on selection techniques, offers of employment, contractual terms and employment clearances (references, health, disclosure and barring checks)

Training Education and Development

1. Provides and delivers training on HR policies and procedures

2. Contributes to staff development initiatives and supports through formal and informal learning and coaching.

3. Responsible for supporting the continuous development of self and others.

Corporate Role

1. Assist the Deputy Director, Head of HR and HR Business Partners with the overall strategic and operational management of the HR function throughout the Trust

2. To lead and/or co-ordinate specific HR projects, sharing good practice and new initiatives as agreed with the HR Business Partner and Head of HR.

3. Attend external meetings as required.

4. Provision of Directorate/Departmental reports and presentation of such as directed by the Head of HR and HR Business Partners

5. Initiate and/or contribute to the development of a range of HR policies which impact on other departments and in some cases other Trusts in the health community.

6. Actively assist in identifying potential risks to the Trust associated with HR and employment matters and bringing these to the attention of the HR Business Partners.

7. Deputise for the Head of HR and HR Business Partners as and when required.

Equality and Diversity

1. Support the increase of the profile of diversity and equality amongst managers and employees in the Trust to help develop a culture that promotes equality and diversity, ensuring staff are treated with dignity and respect

2. Assist in assessing the impact of equal opportunity legislation and government initiatives on the organisation, updating policies as directed

3. Promote flexible working to enable employees to achieve a work-life balance

Workforce Information

1. Work with the Workforce Information Team and HR Business Partners to provide timely, accurate and meaningful workforce data to line managers (including employee numbers, turnover and vacancy rates, absence rates)

2. Analyse and interpret data to inform management action plans for workforce development/service redesign

3. Provide knowledge and advice on sickness absence, turnover and staff information to operational and senior managers within the Trust

4. To liaise with the Workforce Information Team to ensure that data provided on the Trusts behalf meets with national and local requirements, assisting with the provision of information for national census, regional reports and local delivery plans

Standard Information to be included in all job specifications:

Information Governance

Employees of the Trust must comply with the provisions of the United Kingdom General Data Protection Regulation (UK GDPR) and the Data Protection Act 2018 (DPA).

The postholder must not; either during the course of their employment, or following termination of their employment, disclose any personal information relating to service users or employees, or of the lawful business practices, of the organisation.

The postholder must comply with Trust policies that protect the personal data of service users and employees from unauthorised disclosure, modification, destruction, inappropriate access or use and must pay due regard to the requirements of the NHS Confidentiality Code of Practice.

The postholder will be responsible for maintaining the clinical and or corporate records that fall within the remit of this role to the standards in the Trust records management policies, and data quality processes and standards.

Postholders with elevated access to IT systems are held accountable to the highest standards of use.

Health & Safety

Compliance with the Health & Safety at Work Act 1974 the post-holder is required to fulfil a proactive role towards the management of risk in all of their actions. This entails the risk assessment of all situations, the taking of appropriate actions and reporting of all incidents, near misses and hazards, and a statutory duty of care for their own personal safety and that of others who may be affected by their acts or omissions.

Mental Capacity Act 2005

The Mental Capacity Act 2005 applies to all Trust staff. It is the responsibility of every person to ensure that they keep up to date with the Act and that the delivery of patient care/services is conducted in line with local and national policy and the MCA Code of Practice.

Safeguarding is Everyones Business

The Trust has a responsibility to ensure that all children / young people and adults are adequately safeguarded and protected. As a consequence, all Trust employees are required to adhere to national and local safeguarding policies / procedures and to act upon any concerns in accordance with them.

Infection Control

It is Trust policy to reduce the risk of Healthcare Associated Infection by having in place Infection Prevention and Control Policies. These policies must be adhered to by all staff to ensure patients are cared for in a clean environment and receive the highest standards of clinical care.

Smoke Free NHS

The NHS is Smoke - Free. Smoking is not permitted on any of our premises or the surrounding land including car parking facilities.

Training

The post-holder must attend any training that is identified as mandatory to their role.

The range of duties and responsibilities outlined above are indicative only and are intended to give an overview of the range and type of duties that will be allocated. They are subject to modification in the light of changing service demands and the development requirements of the post-holder.

Equality and Diversity

It is the responsibility of every person to act in ways that support equality and diversity and work within the spirit and detail of legislation including the Equality Act 2010 and the Human Rights Act 1998.

The Trust is an Equal Opportunities Employer and aims to challenge discrimination, promote equality and respect human rights.

Qualifications

Essential

• Educated to degree level or equivalent.
• Evidence of continuing professional development.

Desirable

• CIPD qualified or studying towards qualification.
• Equivalent experience

Values & Behaviours

Essential

• Confident, willing and friendly approach when dealing with colleagues and employees.
• Self-motivated using insight and evidence for improvement
• Commitment to and focused on quality - promotes high standards in all they do.
• Actively develops themselves and supports others to do the same.
• Consistently thinks about how their work can help and support clinicians and frontline staff deliver better outcomes for patients.
• Values diversity and difference.
• Operates with integrity and openness.
• Works well with others and develops good working relationships - is positive and helpful, listens, involves, respects and learns from the contribution of others.
• Consistently looks to improve what they do, look for successful tried and tested ways of working, and also seeks out innovation.

Experience

Essential

• Experience of having worked in a generalist HR role / environment - including operational experience of having advised and actively supported in the following issues:
• Disciplinary
• Grievance
• Promoting Attendance
• Organisational Change
• Provision of general HR advice covering aspects such as annual leave, special leave, maternity leave, flexible working etc
• Recruitment
• Proven experience in implementing HR initiatives

Skills & Knowledge

Essential

• Good understanding of employment law and its application to the working environment.
• Up to date knowledge and understanding of best HR practice.
• Proven ability to analyse issues and recommend appropriate interventions and solutions to managers.
• Proven ability to communicate effectively and sensitively with a wide range of people and to gain customer confidence.
• Clear and effective presentation skills, both orally and in writing.
• Proven ability to manage and prioritise own workload and that of others in a fast-paced customer focused environment.
• Ability to use MS Office suite of packages including Teams, outlook, word, excel, powerpoint.

Desirable

• Knowledge of NHS Terms and Conditions of Employment
• Knowledge of NHS HR Information Systems, ESR and OLM.

Job Specific Requirements

Essential

• The ability to travel independently across the Trust footprint.
• Able to attend department offices when office based (Birchwood, Warrington).
• The ability to work flexibly in accordance with service needs.
• Do you have the right to stay and work in the UK without sponsorship (share-codes will be checked if applicable), please state this on your application form.

Desirable

• If you are related to a director or have a relationship with a director or employee of an appointing organisation, please state the relationship in your application form.