HR Manager - Part time 30 hours a week

Job description

Job responsibilities

KEY RESPONSIBILITIES

1. Recruitment & Selection

Co-ordinate recruitment throughout the organisation through management of the appropriate processes.Build relationships with recruiters, draft briefs, develop interview processes and set up interviews where necessary.

Provide support to Management interviews as and when necessary ensuring that the highest calibre of applicant is attracted and selected for the post.

Ensure recruitment & selection processes, methods and procedures are carried out to the highest standards in regards to advertising, interviewing, selection testing, job/role descriptions and procedures.

In consultation with Operational Managers produce and update new job descriptions as and when required.

Maintain up to date Contracts of Employment that reflect legislation.

Support Trustee Board with recruitment for Board members and all Fit and Proper Persons Regulations.

Fully supports the Registered Manager with all aspects of Well-led requirements for Care Quality Commission.

2. Employee Relations

To provide advice and guidance to Operational Managers to ensure that the execution ofdisciplinary, capability and grievance issues are dealt with fairly and within the law. Consult with the EMT and employment lawyers where appropriate.Manage complex disciplinary & grievance cases as and when required

Provide operational manager guidance in the execution of the sickness absence policy and procedures. Support complex cases as appropriate.

Provide advice and guidance to members of staff in respect of human resource andemployment issues.

Meet with staff to agree arrangements for maternity, paternity and adoption leave, arranging risk assessments where appropriate. Provide support and guidance to operational managers in managing flexible working and parental leave requests.

Conduct exit interviews for Senior Managers where required and handle complex issues relating to leavers.

Keep EMT and Trustee Board informed of HR matters as they arise.

Undertake Occupational Health and Wellbeing and Staff Support referrals.Undertake requests for Medical reports to assist in decision making

3. Organisational Development

Scope and implement an annual agenda for HR strategy in line with the business plan. Ensuring HR plans support the needs of the business and are flexible to cope with changes in the organisation, as and when they occur.

Develop and support HR initiatives and deliver identified activities in line with the organisational and HR Business Improvement Plan.

Support the development and implementation of HR Policy and Procedures ensuring full compliance with CQC and Charity Commission requirements.

Involvement in all redundancy processes and consultations as appropriate

Develop processes and procedures in line with Staff.Care SMI system requirements.

Develop a professional and collaborative relationship with all Managers within the organisation.Provide leadership and project management for Human Resource projects as directed by the EMT

Regularly liaise with the Clinical Director discussing employee and business issues to assist in the effective running of the organisation

Lead the Staff Engagement Committee ensuring all organisational departments are fully represented.

Lead the Staff and Volunteer surveys for organisational improvements year of year

Ensure support for the Freedom to Speak up Guardian policy and procedures

4. Compliance

Attend Trusteee HR Group meetings where required to ensure compliance with HR related matters.

Ensure that employment policies and procedures comply with legal requirements and are implemented with all managers to a high standard. Ensure policies are reviewed and up to date.

Ensure probationary periods are managed in accordance with Hospice Policy

Ensure HR procedures and practices are effective, efficient, accurate, legally compliant and in line with best practice

Review the Disclosure and Barring Checks (DBS) process in line with organisational requirements

Ensure valid General Medical Council (GMC) and Medical Defence certification is in place as part of Practicing Privileges Policies and procedures

Ensure HR KPIs are completed within identified timescales. Undertake analysis and provide up to date information as required via HR Dashboard for the EMT and Board of Trustees

Provide support to the Finance Department to ensure the effective management and compliance of Pensions Auto Enrolment and that all payroll HR requirements are ratified with Finance Manager before each BACS payment is processed

Adhere to all HR Policies & Procedures; and in particular promoting good practice regarding (a)Confidentiality; (b) Health & Safety of self, colleagues and service users; and (c) equality of diversity and opportunity

Attend all appropriate networking groups and meetings ensuring shared best practice is given consideration by the EMT

5. TRAINING & DEVELOPMENT

In consultation with Clinical Director develop the Annual Training & Development plan and oversee the implementation, collation and monitoring of mandatory courses.

Source, develop and deliver relevant management training.

Develop the annual staff appraisal process and deliver relevant training to line managers, ensuring departments are compliant.

Attend all training courses required to carry out your job role and continued development within the organisation

6. REMUNERATION

In consultation with the Clinical Director review all staff salaries and make recommendations for pay rises in consultation with Operational Managers and Corporate Director.In conjunction with the EMT prepare for the annual pay review and produce a proposal for the HR Group.

7. HR SYSTEMS & REPORTING

Provide management reports and KPIs to the EMT and HR Group and make recommendations where appropriate via a dedicated HR Dashboard

Source HR and Learning Management Systems as appropriate to ensure organisational needs are met. Ensure the effective use of the HR Database and Hospice Web Site, reviewing requirements as and when necessary to ensure they meet the needs of the organisation

GENERAL

Be familiar with the Health and Safety Policy operated by the Hospice with regard toThe Health and Safety at Work Act 1974;Fire Safety Regulations;Manual Handling;Attend Statutory Fire training.

The post holder may occasionally be required to work flexible hours within reasonable bounds and support events for the Charity.

The post holder will act as a professional and knowledgeable ambassador for the charity at all times.

CONFIDENTIALITY

Within your position you will be expected to adhere to the Security of Information Policy that concerns your job role.You will be expected to attend security and confidentiality training as and when required.

DIVERSITY AND EQUALITY

All staff will be treated with respect by management, colleagues, patients and visitors and equally staff will treat management, colleagues, patients and visitors with the same level of respect.

Staff will be supported to challenge any discriminatory behaviour that may be based on differences in race, disability, language, culture, religion, sexuality, age, and gender or employment status.

SAFEGUARDING

The organisation has a zero tolerance approach to the abuse of children, young people and adults. All employees are required to promote and safeguard the welfare of children and young people and comply with the Local Safeguarding Children Board Procedures and the Children Act (1989, 2004).In accordance with the multiagency policy safeguarding, you will be required to ensure that the health and well-being of adults is appropriately safeguarded.

It is your duty to attend training appropriate to your role in safeguarding children and adults, which includes understanding and recognising the signs of abuseand knowing how to raise concerns when those signs of abuse are noticed in a person

Person Specification

Qualifications

Essential

• MCIPD Qualification or equivalent

Desirable

• Project / Change Management knowledge or qualification
• Knowledge or qualification in Data Protection

Experience

Essential

• A minimum of 2 years experience working in an HR environment, at least 1 year of which has been at HR Advisor or equivalent level.
• Extensive experience of successfully supporting managers in resolving employee relations issues in a consistent and fair manner. This includes guiding disciplinary and grievance procedures.
• Familiar with personnel management information systems
• Experienced MS Office user, particularly Word, Excel and Outlook

Desirable

• Working knowledge of an HR database and management system. Knowledge of the StaffCare SMI system would be particularly advantageous

Skills

Essential

• An up to date level of knowledge of employment legislation and its application with the ability to assimilate policy/terms and conditions and apply in a work setting
• Ability to communicate effectively verbally and in writing with individuals at all levels - employees, management and external agencies
• Excellent time management skills, methodical and organised with a strong ability to prioritise, using own initiative and meeting deadlines
• Ability to influence, persuade and negotiate at all levels
• Strong ICT and administrative skills
• Able to work accurately with excellent attention to detail
• Respect confidentiality at all times

Desirable

• Experience of supporting the development and implementation of new policies.
• Experience of delivering training
• Understanding of the charity sector and issues regarding working with volunteers

Attributes

Essential

• Able to cope well when under pressure from competing priorities, unpredictable requests and interruptions.
• Proactive, creative, and resourceful with an attention to detail
• Strong interpersonal skills demonstrating warmth, approachability and understanding to cope with diverse groups of people
• Self-motivated with a proven ability to work as part of a team
• Ability to build strong and effective working relationships
• Sense of humour, patience and flexibility
• Willingness to participate in any further training necessary to enhance skills and ensure the quality of the service provided.

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.

Employer details

Employer name

WILLOWBROOK HOSPICE

Address

PORTICO LANE

PRESCOT

L34 2QT

Employer's website

https://www.willowbrook.org.uk/ (Opens in a new tab)