Job summary
The Human Resources Officer will provide
high-quality operational HR support and advice to managers and staff across the
organisation. The role supports the delivery of effective HR services across
the full employee lifecycle including recruitment, employee relations,
workforce administration, payroll coordination and policy implementation.
Working closely with the HR Manager, the
postholder will contribute to organisational workforce priorities and support
the delivery of operational and strategic HR initiatives.
The HR Officer will act as a key point
of contact for HR advice and guidance, ensuring HR processes are delivered
efficiently, consistently and in line with employment legislation, NHS-related
frameworks and organisational policies.
Please be aware that we may close the advert earlier than stipulated, depending on interest received for the role.
Main duties of the job
HR Advisory and Employee Relations
Recruitment and Workforce Administration
Workforce Information, Compliance and
Reporting
Payroll and Pensions Administration
Workforce Planning and Operational HR
Support
HR Policy, Change and Organisational
Development
About us
YMG is a large inner-city GP practice and our own Primary Care Network, serving a population of 45,000 across seven sites. We care for our people so they can care for our patients. We are forward-thinking, innovative and supportive organisation, committed to delivering high-quality patient care through qualified and motivated colleagues. Our diverse workforce spans all roles including GPs, ANPs, UCPs, Pharmacists, Pharmacy Technicians, Nurses, Assistant Practitioners, Health Care Assistants, Care Coordinators, Link Workers, Mental Health Workers, Administrative, Digital, operational, financial and managerial.
Job description
Job responsibilities
HR Advisory and Employee Relations
- Provide timely and professional HR advice to managers and staff on a range of workforce matters including terms and conditions of employment, policies, procedures and employment legislation.
- Support managers in the management of employee relations matters including disciplinary, grievance, capability and sickness absence processes including informal stage and up to formal stage 1 - 2.
- Assist in the preparation of case documentation including investigation reports, outcome letters and management statements of case.
- Support managers with attendance management processes including monitoring and advising on absence levels and appropriate interventions.
- Promote positive employee relations and support managers to resolve issues effectively and in line with organisational policy.
Recruitment and Workforce Administration
- Oversee recruitment and onboarding activity ensuring a positive candidate experience and efficient recruitment processes.
- Provide guidance to managers on recruitment best practice and participate in interview panels when required.
- Ensure job descriptions and person specifications are regularly reviewed and recruitment advertising attracts appropriate candidates.
- Maintain accurate workforce records within the HR Management System ensuring all staff data is current and compliant.
- Provide operational support to HR Assistant where required.
Workforce Information, Compliance and Reporting
- Oversee workforce reporting requirements including completion and submission of the Workforce Census.
- Ensure workforce data is maintained accurately to support workforce planning and reporting requirements.
- Undertake benchmarking exercises including salary and benefits analysis to inform workforce decisions.
- Ensure compliance with employment legislation and organisational policies.
Payroll and Pensions Administration
- Support and oversee payroll administration processes ensuring accurate reporting of overtime, sickness absence, unpaid leave and contractual changes.
- Ensure changes to staff employment details are communicated effectively to payroll and reflected accurately.
- Administer NHS Pension Scheme processes including retire and return requests, pension benefit statements and annual returns.
Workforce Planning and Operational HR Support
- Manage MDDUS indemnity arrangements for clinical staff ensuring appropriate levels of cover are maintained.
- Coordinate locum cover arrangements for long-term absence including maternity, paternity and sickness leave, ensuring claims are submitted appropriately.
- Support workforce planning activities and work collaboratively with managers to maintain safe staffing levels.
HR Policy, Change and Organisational Development
- Contribute to the review and development of HR policies and procedures ensuring alignment with current employment legislation and best practice.
- Support managers with the implementation of organisational change initiatives and workforce developments.
- Assist with the delivery of HR training and guidance sessions for managers on HR policies, procedures and workforce management.
General Responsibilities
- Act as a first point of contact for HR enquiries from staff and managers.
- Provide administrative and operational support to the HR Manager and HR Assistant as required
- Maintain accurate HR records and documentation in line with data protection requirements.
- Prioritise workload effectively to meet organisational demands.
- Promote equality, diversity and inclusion across all aspects of people management.
- Undertake any other duties commensurate with the role.
Job description
Job responsibilities
HR Advisory and Employee Relations
- Provide timely and professional HR advice to managers and staff on a range of workforce matters including terms and conditions of employment, policies, procedures and employment legislation.
- Support managers in the management of employee relations matters including disciplinary, grievance, capability and sickness absence processes including informal stage and up to formal stage 1 - 2.
- Assist in the preparation of case documentation including investigation reports, outcome letters and management statements of case.
- Support managers with attendance management processes including monitoring and advising on absence levels and appropriate interventions.
- Promote positive employee relations and support managers to resolve issues effectively and in line with organisational policy.
Recruitment and Workforce Administration
- Oversee recruitment and onboarding activity ensuring a positive candidate experience and efficient recruitment processes.
- Provide guidance to managers on recruitment best practice and participate in interview panels when required.
- Ensure job descriptions and person specifications are regularly reviewed and recruitment advertising attracts appropriate candidates.
- Maintain accurate workforce records within the HR Management System ensuring all staff data is current and compliant.
- Provide operational support to HR Assistant where required.
Workforce Information, Compliance and Reporting
- Oversee workforce reporting requirements including completion and submission of the Workforce Census.
- Ensure workforce data is maintained accurately to support workforce planning and reporting requirements.
- Undertake benchmarking exercises including salary and benefits analysis to inform workforce decisions.
- Ensure compliance with employment legislation and organisational policies.
Payroll and Pensions Administration
- Support and oversee payroll administration processes ensuring accurate reporting of overtime, sickness absence, unpaid leave and contractual changes.
- Ensure changes to staff employment details are communicated effectively to payroll and reflected accurately.
- Administer NHS Pension Scheme processes including retire and return requests, pension benefit statements and annual returns.
Workforce Planning and Operational HR Support
- Manage MDDUS indemnity arrangements for clinical staff ensuring appropriate levels of cover are maintained.
- Coordinate locum cover arrangements for long-term absence including maternity, paternity and sickness leave, ensuring claims are submitted appropriately.
- Support workforce planning activities and work collaboratively with managers to maintain safe staffing levels.
HR Policy, Change and Organisational Development
- Contribute to the review and development of HR policies and procedures ensuring alignment with current employment legislation and best practice.
- Support managers with the implementation of organisational change initiatives and workforce developments.
- Assist with the delivery of HR training and guidance sessions for managers on HR policies, procedures and workforce management.
General Responsibilities
- Act as a first point of contact for HR enquiries from staff and managers.
- Provide administrative and operational support to the HR Manager and HR Assistant as required
- Maintain accurate HR records and documentation in line with data protection requirements.
- Prioritise workload effectively to meet organisational demands.
- Promote equality, diversity and inclusion across all aspects of people management.
- Undertake any other duties commensurate with the role.
Person Specification
Skills and Competencies
Essential
- Strong interpersonal and communication skills with the ability to build effective working relationships.
- Ability to provide clear and pragmatic HR advice to managers.
- Excellent organisational and time management skills with the ability to prioritise competing demands.
- Strong attention to detail and ability to maintain accurate records.
- Ability to handle confidential information sensitively and professionally.
Desirable
- Experience delivering HR training or briefings to managers.
Personal Attributes
Essential
- Professional, approachable and trustworthy.
- Proactive and solution-focused.
- Able to work independently as well as collaboratively within a team.
- Committed to equality, diversity and inclusion.
Knowledge
Essential
- Knowledge of UK employment legislation and HR best practice.
- Understanding of employee relations processes and case management.
- Understanding of HR systems and workforce data management.
Desirable
- Knowledge of NHS terms and conditions or NHS workforce frameworks.
- Understanding of workforce planning within healthcare environments.
Qualifications
Essential
- CIPD Level 5 qualification in Human Resource Management (or working towards).
- Educated to degree level or equivalent level of professional qualification or experience.
Desirable
- Evidence of continuing professional development in HR practice.
Experience
Essential
- A minimum of 3 years experience working within a Human Resources function.
- A minimum of 3 years experience of providing HR advice and guidance to managers on employee relations matters.
- Experience within Primary and or Secondary Care healthcare environments.
- Experience supporting recruitment, workforce administration and HR processes across the employee lifecycle.
- Experience supporting absence management and disciplinary or grievance processes.
- Experience of supporting payroll administration
Desirable
- Experience working within an NHS or NHS-aligned organisation.
- Experience of supporting NHS Pension processes.
Person Specification
Skills and Competencies
Essential
- Strong interpersonal and communication skills with the ability to build effective working relationships.
- Ability to provide clear and pragmatic HR advice to managers.
- Excellent organisational and time management skills with the ability to prioritise competing demands.
- Strong attention to detail and ability to maintain accurate records.
- Ability to handle confidential information sensitively and professionally.
Desirable
- Experience delivering HR training or briefings to managers.
Personal Attributes
Essential
- Professional, approachable and trustworthy.
- Proactive and solution-focused.
- Able to work independently as well as collaboratively within a team.
- Committed to equality, diversity and inclusion.
Knowledge
Essential
- Knowledge of UK employment legislation and HR best practice.
- Understanding of employee relations processes and case management.
- Understanding of HR systems and workforce data management.
Desirable
- Knowledge of NHS terms and conditions or NHS workforce frameworks.
- Understanding of workforce planning within healthcare environments.
Qualifications
Essential
- CIPD Level 5 qualification in Human Resource Management (or working towards).
- Educated to degree level or equivalent level of professional qualification or experience.
Desirable
- Evidence of continuing professional development in HR practice.
Experience
Essential
- A minimum of 3 years experience working within a Human Resources function.
- A minimum of 3 years experience of providing HR advice and guidance to managers on employee relations matters.
- Experience within Primary and or Secondary Care healthcare environments.
- Experience supporting recruitment, workforce administration and HR processes across the employee lifecycle.
- Experience supporting absence management and disciplinary or grievance processes.
- Experience of supporting payroll administration
Desirable
- Experience working within an NHS or NHS-aligned organisation.
- Experience of supporting NHS Pension processes.
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.
