Job summary
We currently have a fantastic opportunity for a HR Advisor to join our
Human Resources Team at Greater Peterborough Network (GPN).
The successful applicant will have a really good, well rounded knowledge of HR processes and demonstrate a good
understanding of employment legislation, recruitment processes and staff
onboarding. Additionally, you will have experience in
handling a range of HR Case work and the successful delivery of Key Performance
Indicators.
You will
have a
passion to make a difference and ability to form good working relationships, providing
managers with focussed HR advice. There is a lot of processing within this role
so good IT skills would be beneficial.
Due to rapid growth of the services we provide, you will need to be able
to work efficiently and independently in a busy environment. You will also
possess good attention to detail, whilst being committed to delivering to the highest
of standards and able to communicate at all levels.
This role would suit a person who would like to learn and develop
further themselves, whilst providing ongoing support to the HR administrator
and teams within the organisation.
This role reports to the Human Resources and Organisational Development
Business Partner. Your direct divisional partners include finance and data
teams.
Greater Peterborough Network (GPN) is a not-for-profit
GP federation owned and run by the shareholding member practices.
Main duties of the job
Main
duties of the job
To work with other HR
colleagues to ensure an efficient and professional service is delivered to our
teams
Work with the whole organisation to
understand its recruitment needs
To oversee resource
planning, providing advice to managers on recruitment, appropriate selection
processes and onboarding
To be responsible for making sure our
vacancies are advertised and marketed in the most effective way, using a wide
range of forums for maximum impact
To ensure that all successful candidates
have the right skills and experience, and make sure they are the right fit for
the organisation
To ensure that the necessary clearances
are carried out to ensure we have a quality, safe workforce
Provide expert HR
advice in line with policies and procedures keeping in line with best practice
and employment legislation
To update information, record
information and produce information for accurate data collection, reporting purposes
and performance
To work with managers
to support the implementation of organisation change, workforce programmes and
policies to enable the organisation to achieve its strategic objectives and workforce productivity
Support the management
of attendance, short term and long term, phased return to work plans and workplace adjustments
Support the development
and implementation of robust systems and processes to enable effective
monitoring.
About us
Our vision: To provide the patients of Greater Peterborough with high quality, sustainable healthcare that supports them to stay well and at home for as long as possible.
We are an ambitious at scale primary care organisation with a passion for integration and innovation.
We provide:
- Enhanced evening and weekend access to General Practice.
- Deliver at scale services to improve the health and wellbeing of the populations we serve.
- Home visiting and community services
- Virtual ward services.
- Advice to ambulance crews to help patients remain at home or to see the most appropriate secondary care team.
- Recruitment, induction and support of workforce through a team dedicated to supporting Primary Care Networks and hosting of the Cambridgeshire & Peterborough Training Hub.
Our principles
- To attract innovation and investment into primary care.
- To be dynamic always seeking out new opportunities.
- To be the primary care provider at scale -supporting delivery of services at place level that benefits our patients and members.
- To engage our clinical community identifying local clinical leaders to drive service redesign and delivery across our place.
- To face challenges head on, working collaboratively to deliver solutions.
Job description
Job responsibilities
Job description
Main Responsibilities and Key Tasks
Recruitment and Selection
Carry out all the administrative tasks in the recruitment process
Advertise all vacancies, equal opportunities employer
Prepare recruitment documents, organise recruitment timetables
Log applications, ensuring all forms/CVs are stored as per process
Undertake all necessary employment checks including DBS checks and right to work, qualification and medical checks and references
Ensure all clinical references are reviewed and signed off by the clinical team and filed
- Design fair and equitable assessment approaches to achieve the perfect match between the organisation and its future employees
On-boarding and Induction:
Administer the process for new employees and workers, for example, prepare contracts, offer letters, and process all pre-employment checks
Conduct induction meetings with new employees and workers
Liaise with Line Managers to ensure they are aware of their responsibility relating to departmental induction processes
Administer and track probationary periods, ensuring Managers have confirmed objectives and know when review meetings need to take place and actioned accordingly
Leaver Administration
Ensure resignations are acknowledged in a timely manner
The Line Manager is aware of the process and any outstanding annual leave is calculated in accordance with the employees terms and conditions
Action exit interviews for all staff face to face wherever possible, or electronically/teams
Data from exit interviews is collated in a confidential format and fed into the culture strategy plan
Leaver payroll instructions being logged in time for the monthly payroll run
Administration
Carry out administrative procedures/requirements for the HR Department
Assist stakeholders in the resolution of contractual queries
Facilitate the monitoring of contractual matters, i.e compliance, pre-employment checks, contracts/contract variations, highlighting any areas of concern
Action audit processes within the HR Department, ensuring files and processes are compliant and actions identified are completed appropriately and in a timely manner
Ensure Risk Assessments are conducted, recorded and documentation filed and maintained
Operational Planning
- To contribute to the development of a capacity and engagement plan that is aligned to the service delivery objectives
- Facilitate the provision of workforce information to enable the development of workforce plans.
HR Service Delivery
- To support on a variety of key HR projects to enhance the employee experience and continually improve HR services
- Support managers with disciplinary and grievance investigations, and participate in formal hearings and appeals as required
- Facilitate the provision of timely and appropriate workforce information on all key performance indicators
- Maintain accurate and up to date absence monitoring and management information to support the optimisation of attendance
- Providing advice on long term sickness management
- Coordinating the sickness review meetings and appropriate support of Occupational Health
- Provide guidance to on the consultation process for the management of change
- Provide support by assisting with documentation, attending consultation meetings and one to one meetings as required
- Maintain accurate HR records and filing systems, and keep up to date the Employee Relations tracker/ case log
- Implement & monitor compliance in relation to data protection, equality and diversity and other HR related legislation
Policies & Procedures
- Comment on and contribute to the review and development of HR Policies and Procedures
- Ensure policies are reviewed and updated with employment law amendments/changes as required, and within the timescale of individual review periods
- Ensure compliance with HR Policies and highlighting risks to the HR/OD Business Partner
- Supporting managers with the end-to-end progression of the Attendance Management of Long-Term sickness cases
- Supporting managers with supporting and/or managing performance matter
- Support the Assistant HR Business Partner with the management of complex cases such as health, conduct, Respect and Dignity at Work
Service Improvement & Change Management
- Contribute to the improvement activity & new ways of working to improve the efficiency and effectiveness of the HR department
- Undertake and participate in projects as required
- To continually promote equality and diversity and undertake equality impact assessments when required
Communications, Partnership & Staff Involvement
- Develop & maintain effective internal and external communication networks to support the delivery of the HR Strategy
- Work closely with other HR Colleagues to ensure a seamless HR Service to divisions optimising opportunities for working collaboratively towards the provision of an integrated HR & OD service
- Work in collaboration with key stakeholders such as Health, Education England Pay & Staff Services, Health, Work and Wellbeing, Workforce Planning, Equality Lead and Learning & Development
Performance Management
- Contribute to the development and achievement of any HR targets or performance indicators
- Ensure the provision of accurate and timely information to designated area of responsibility
- Support stakeholders in the analysis of HR metrics/ statistics, highlighting any trends
- Support stakeholders in the development of action plans to address any areas which require improvement
- Coach and guide stakeholder on specific employment relations issues emphasising the importance of good record keeping and data protection
- Line management responsibilities ensuring regular one-two-ones and careers conversations take place
Teamwork & Development
- Be responsible for own development, including attendance at mandatory training and continually keep up to date with changes to employment legislation and best practice
- Support HR colleagues in their continuous professional development including the Assistant HR Advisor and Absence Support Team
Administrative Responsibilities
- Work in partnership with stakeholders to ensure the timely completion of HR documentation such as monthly school reports and absence dashboards
- Work in partnership with internal stakeholders to ensure accurate and timely processing of pay adjustments, incremental point changes, removal/ addition of protection on pay/hour of work
- Attend meetings and provide accurate minutes
Training Responsibilities
- Support the delivery of training sessions on HR policies and procedures
This is not an exhaustive list of duties and responsibilities, and the post holder may be required to undertake other duties, which fall within the grade of the job, in discussion with the line manager
This job description will be reviewed regularly in light of changing service requirements and any such changes will be discussed with the post holder
Job description
Job responsibilities
Job description
Main Responsibilities and Key Tasks
Recruitment and Selection
Carry out all the administrative tasks in the recruitment process
Advertise all vacancies, equal opportunities employer
Prepare recruitment documents, organise recruitment timetables
Log applications, ensuring all forms/CVs are stored as per process
Undertake all necessary employment checks including DBS checks and right to work, qualification and medical checks and references
Ensure all clinical references are reviewed and signed off by the clinical team and filed
- Design fair and equitable assessment approaches to achieve the perfect match between the organisation and its future employees
On-boarding and Induction:
Administer the process for new employees and workers, for example, prepare contracts, offer letters, and process all pre-employment checks
Conduct induction meetings with new employees and workers
Liaise with Line Managers to ensure they are aware of their responsibility relating to departmental induction processes
Administer and track probationary periods, ensuring Managers have confirmed objectives and know when review meetings need to take place and actioned accordingly
Leaver Administration
Ensure resignations are acknowledged in a timely manner
The Line Manager is aware of the process and any outstanding annual leave is calculated in accordance with the employees terms and conditions
Action exit interviews for all staff face to face wherever possible, or electronically/teams
Data from exit interviews is collated in a confidential format and fed into the culture strategy plan
Leaver payroll instructions being logged in time for the monthly payroll run
Administration
Carry out administrative procedures/requirements for the HR Department
Assist stakeholders in the resolution of contractual queries
Facilitate the monitoring of contractual matters, i.e compliance, pre-employment checks, contracts/contract variations, highlighting any areas of concern
Action audit processes within the HR Department, ensuring files and processes are compliant and actions identified are completed appropriately and in a timely manner
Ensure Risk Assessments are conducted, recorded and documentation filed and maintained
Operational Planning
- To contribute to the development of a capacity and engagement plan that is aligned to the service delivery objectives
- Facilitate the provision of workforce information to enable the development of workforce plans.
HR Service Delivery
- To support on a variety of key HR projects to enhance the employee experience and continually improve HR services
- Support managers with disciplinary and grievance investigations, and participate in formal hearings and appeals as required
- Facilitate the provision of timely and appropriate workforce information on all key performance indicators
- Maintain accurate and up to date absence monitoring and management information to support the optimisation of attendance
- Providing advice on long term sickness management
- Coordinating the sickness review meetings and appropriate support of Occupational Health
- Provide guidance to on the consultation process for the management of change
- Provide support by assisting with documentation, attending consultation meetings and one to one meetings as required
- Maintain accurate HR records and filing systems, and keep up to date the Employee Relations tracker/ case log
- Implement & monitor compliance in relation to data protection, equality and diversity and other HR related legislation
Policies & Procedures
- Comment on and contribute to the review and development of HR Policies and Procedures
- Ensure policies are reviewed and updated with employment law amendments/changes as required, and within the timescale of individual review periods
- Ensure compliance with HR Policies and highlighting risks to the HR/OD Business Partner
- Supporting managers with the end-to-end progression of the Attendance Management of Long-Term sickness cases
- Supporting managers with supporting and/or managing performance matter
- Support the Assistant HR Business Partner with the management of complex cases such as health, conduct, Respect and Dignity at Work
Service Improvement & Change Management
- Contribute to the improvement activity & new ways of working to improve the efficiency and effectiveness of the HR department
- Undertake and participate in projects as required
- To continually promote equality and diversity and undertake equality impact assessments when required
Communications, Partnership & Staff Involvement
- Develop & maintain effective internal and external communication networks to support the delivery of the HR Strategy
- Work closely with other HR Colleagues to ensure a seamless HR Service to divisions optimising opportunities for working collaboratively towards the provision of an integrated HR & OD service
- Work in collaboration with key stakeholders such as Health, Education England Pay & Staff Services, Health, Work and Wellbeing, Workforce Planning, Equality Lead and Learning & Development
Performance Management
- Contribute to the development and achievement of any HR targets or performance indicators
- Ensure the provision of accurate and timely information to designated area of responsibility
- Support stakeholders in the analysis of HR metrics/ statistics, highlighting any trends
- Support stakeholders in the development of action plans to address any areas which require improvement
- Coach and guide stakeholder on specific employment relations issues emphasising the importance of good record keeping and data protection
- Line management responsibilities ensuring regular one-two-ones and careers conversations take place
Teamwork & Development
- Be responsible for own development, including attendance at mandatory training and continually keep up to date with changes to employment legislation and best practice
- Support HR colleagues in their continuous professional development including the Assistant HR Advisor and Absence Support Team
Administrative Responsibilities
- Work in partnership with stakeholders to ensure the timely completion of HR documentation such as monthly school reports and absence dashboards
- Work in partnership with internal stakeholders to ensure accurate and timely processing of pay adjustments, incremental point changes, removal/ addition of protection on pay/hour of work
- Attend meetings and provide accurate minutes
Training Responsibilities
- Support the delivery of training sessions on HR policies and procedures
This is not an exhaustive list of duties and responsibilities, and the post holder may be required to undertake other duties, which fall within the grade of the job, in discussion with the line manager
This job description will be reviewed regularly in light of changing service requirements and any such changes will be discussed with the post holder
Person Specification
Experience
Essential
- Operational HR experience and HR best practice
- Experience and knowledge within employment law and pre-employment checks
- Understanding of terms and conditions of contracts of employment
Desirable
- Experience of working in a HR role within the NHS or public sector organisation
- Good understanding of the challenges within the sector
- Experience of HR across more than one area of expertise e.g., recruitment, employee relations, organisational, equality, diversity and inclusion
- Good understanding of workforce planning;
Qualifications
Essential
- CIPD Level 5 qualified or equivalent experience
- Evidence of continuing professional development
Desirable
Skills
Essential
- Highly organised and outcome focused
- Strong communication Skills
- Able to challenge thinking
- Excellent communication skills
- Well organised and ability to work under pressure
- Ability to analyse and interpret HR statistics
- Competent user of Information Technology
- Good interpersonal skills and ability to develop good working relationships with people at various levels
- Ability to plan effectively and work to tight deadlines
- Excellent attention to detail
- Achievement focused
- Ability to constructively challenge ways of working
- Successfully supporting and delivering multiple HR projects
Person Specification
Experience
Essential
- Operational HR experience and HR best practice
- Experience and knowledge within employment law and pre-employment checks
- Understanding of terms and conditions of contracts of employment
Desirable
- Experience of working in a HR role within the NHS or public sector organisation
- Good understanding of the challenges within the sector
- Experience of HR across more than one area of expertise e.g., recruitment, employee relations, organisational, equality, diversity and inclusion
- Good understanding of workforce planning;
Qualifications
Essential
- CIPD Level 5 qualified or equivalent experience
- Evidence of continuing professional development
Desirable
Skills
Essential
- Highly organised and outcome focused
- Strong communication Skills
- Able to challenge thinking
- Excellent communication skills
- Well organised and ability to work under pressure
- Ability to analyse and interpret HR statistics
- Competent user of Information Technology
- Good interpersonal skills and ability to develop good working relationships with people at various levels
- Ability to plan effectively and work to tight deadlines
- Excellent attention to detail
- Achievement focused
- Ability to constructively challenge ways of working
- Successfully supporting and delivering multiple HR projects
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.
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.
UK Registration
Applicants must have current UK professional registration. For further information please see
NHS Careers website (opens in a new window).
