Job summary
Secondment or FTC Until 31-Dec-2025
To provide designated services within the Health Board with a high quality and proactive operational Peopleservice (HR/OD).
Develop and maintain regular contact with line managers and other stakeholders to build an in-depth understanding of the workforce needs and future challenges sufficient to influence decision making on peoplemanagement matters.
To provide advice to line managers in all aspects of workforce policies and procedures to achieve the successful conclusion of informal case management. The post holder will also be involved in changemanagement consultations. The post holder will also exercise judgment to help managers make early and timely interventions, where appropriate, when employee relations incidences occur to resolve the concernand prevent escalation to formal investigation.
To coach managers in their development and education to improve the people management practice of their teams to ensure well-being and support of employees.
Work alongside managers and clinicians to develop and implement HR service strategies, operational structures and policies to meet service needs, in line with legislation, national HR policy and best practice.To play a role in the continuous development of the Health Board as a member of the workforce team.
Main duties of the job
You will support on complex HR matters and queries arising from employees and managers. To improve the Portfolio's performance, and reduce ER case numbers you will be proactive in your approach, resolving informally where appropriate.
You will primarily be responsible for supporting managers with a variety of complex ER cases such as Sickness and Attendance Management, Disciplinary, Performance and Conflict Resolution. You will attend formal meetings, providing advice and options to resolve cases.
For formal cases, you will support managers during hearings, providing HR support. Additionally, you will be required to co-deliver in house training on topics such as Conflict Resolution, Performance Management and Attendance at Work to managers and colleagues within the portfolio as well as coach managers in their development and education to improve the people management practice of their teams to ensure well-being and support of employees.
You will also be involved in change management consultations and work alongside managers and clinicians to develop and implement HR service strategies, operational structures and policies to meet service needs, in line with legislation, national HR policy and best practice.
We are looking for someone with proven HR experience who is already CIPD Level 5 qualified.
The ability to speak Welsh is desirable for this role; Welsh and/or English speakers are equally welcome to apply.
About us
If you relish a challenge, have a passion to help others or simply fancy a fresh start, then Betsi Cadwaladr University Health Board (BCUHB) North Wales, has all the right ingredients. The largest health organisation in Wales, providing a full range of primary, community, mental health, acute and elective hospital services for a population of around 700,000, across North Wales . Join our team and get the support you need, in line with our Organisational Values and 'Proud to Lead' competence framework.
Enjoy being part of working with engaged leadership at all levels, and be assured we are committed to promoting equality and diversity, and are proud to welcome applicants under the "Disability Confident Employer" scheme.
Please check your email account regularly. Successful applicants will receive all recruitment related correspondence via the email account registered on the application form.
Applications may be submitted in Welsh. Applications submitted in Welsh will not be treated less favourably than an application submitted in English.
Job description
Job responsibilities
You will be able to find a full Job description and Person Specification attached within the supporting documents or please click Apply now to view in Trac.
Job description
Job responsibilities
You will be able to find a full Job description and Person Specification attached within the supporting documents or please click Apply now to view in Trac.
Person Specification
Qualifications
Essential
- Associate CIPD qualified with evidence of on-going Continuous Professional Development (CPD) Post graduate level of study, or experience equivalent to study at this level
Desirable
- MCIPD Bachelors, Degree, Coaching qualification
Experience
Essential
- Experience sufficient to provide advice and support to managers and staff on all aspects of the role without day-to-day supervision or direction, Experience of advising managers through investigations and at disciplinary hearings, Up to date knowledge of employment law and good employment practice, Extensive experience of advising managers on how to handle complex, contentious and highly sensitive employee relations issues including writing management statements of case and advising at disciplinary hearings and other formal hearings; Experience of devising & delivering training to managers on range of ER topics; Experience of policy review and development; Knowledge of the current HR Agenda in the NHS; Experience of working successfully in a complex, busy and large scale business; Commitment to partnership working
Desirable
- Experience of attending employment tribunals; NHS experience; Knowledge of TUPE; Experience of undertaking job evaluations; Experience of managing organisational change including redundancy and TUPE; Line management experience
Skills, Knowledge & Attributes
Essential
- Able to contribute immediately to the work of the department and establishing professional credibility; Able to advise managers up to senior level on complex ER issues including formal hearings; Able to support workforce colleagues, acting as a role model and able to professionally and personally develop team members; Able to build positive relationships with managers, colleagues and Trade Union representatives; Able to interpret and apply employment law for use in employment cases, developing and reviewing Trust employment policies; Able to convey ideas and advice clearly, concisely, with conviction and in a persuasive manner often in the face of opposition or hostility when advice is challenged; Able to understand the HR issues arising from operational management issues and advise managers appropriately and persuasively on the action they should take; Demonstrate commitment to the use of good HRM practices in the business and be able to coach managers on how to apply HRM practices appropriately; Good analytical skills; Able to analyse reports and data and act on these appropriately; Able to take accurate records of disciplinary hearing, appeals hearings for use in subsequent Employment Tribunal hearings; High standard of verbal and written communication skills/able to generate own correspondence and reports; Able to explain and persuade others through written and oral argument, and gain acceptance for issues that may be unwelcome or new; Able to promote and act as an advocate for the HR department and represent the service at meetings; Adaptable, flexible and innovative approach to work; Ability to prioritise/organise work load; Ability to work as part of a team; Value diversity and difference, operates with integrity and openness; Works across boundaries, looks for collective success, listens, involves, respects and learns from the contribution of others
Desirable
Person Specification
Qualifications
Essential
- Associate CIPD qualified with evidence of on-going Continuous Professional Development (CPD) Post graduate level of study, or experience equivalent to study at this level
Desirable
- MCIPD Bachelors, Degree, Coaching qualification
Experience
Essential
- Experience sufficient to provide advice and support to managers and staff on all aspects of the role without day-to-day supervision or direction, Experience of advising managers through investigations and at disciplinary hearings, Up to date knowledge of employment law and good employment practice, Extensive experience of advising managers on how to handle complex, contentious and highly sensitive employee relations issues including writing management statements of case and advising at disciplinary hearings and other formal hearings; Experience of devising & delivering training to managers on range of ER topics; Experience of policy review and development; Knowledge of the current HR Agenda in the NHS; Experience of working successfully in a complex, busy and large scale business; Commitment to partnership working
Desirable
- Experience of attending employment tribunals; NHS experience; Knowledge of TUPE; Experience of undertaking job evaluations; Experience of managing organisational change including redundancy and TUPE; Line management experience
Skills, Knowledge & Attributes
Essential
- Able to contribute immediately to the work of the department and establishing professional credibility; Able to advise managers up to senior level on complex ER issues including formal hearings; Able to support workforce colleagues, acting as a role model and able to professionally and personally develop team members; Able to build positive relationships with managers, colleagues and Trade Union representatives; Able to interpret and apply employment law for use in employment cases, developing and reviewing Trust employment policies; Able to convey ideas and advice clearly, concisely, with conviction and in a persuasive manner often in the face of opposition or hostility when advice is challenged; Able to understand the HR issues arising from operational management issues and advise managers appropriately and persuasively on the action they should take; Demonstrate commitment to the use of good HRM practices in the business and be able to coach managers on how to apply HRM practices appropriately; Good analytical skills; Able to analyse reports and data and act on these appropriately; Able to take accurate records of disciplinary hearing, appeals hearings for use in subsequent Employment Tribunal hearings; High standard of verbal and written communication skills/able to generate own correspondence and reports; Able to explain and persuade others through written and oral argument, and gain acceptance for issues that may be unwelcome or new; Able to promote and act as an advocate for the HR department and represent the service at meetings; Adaptable, flexible and innovative approach to work; Ability to prioritise/organise work load; Ability to work as part of a team; Value diversity and difference, operates with integrity and openness; Works across boundaries, looks for collective success, listens, involves, respects and learns from the contribution of others
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).
UK Registration
Applicants must have current UK professional registration. For further information please see
NHS Careers website (opens in a new window).
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).
UK Registration
Applicants must have current UK professional registration. For further information please see
NHS Careers website (opens in a new window).
