HR Manager

Job description

Job responsibilities

Key responsibilities

Review existing HR systems, procedures and policies and introduce changes to increase efficiencies

• Develop the HR strategy with brief from the Practice Business Manager and Partners in line with the business development plan for the Practice, including a workforce development plan
• Lead the end-to-end recruitment process with responsibility for coaching, motivation and effective training when delegating this process
• Ensure Employment Law and GP contractual compliance
• Supporting and coaching Line Managers to ensure effectiveness in their roles
• Manage all employee relations issues
• Design and deliver coaching/development for HR related topics to enhance performance and best practice in managing people and to include workshops
• Develop HR KPI's, producing relevant data for the Partners and the Practice Business Manager to include absence, turnover and recruitment
• Design and deliver a KPI suite to enable the Practice Business Manager to measure performance
• Completion of HR systems, policies and procedures review with clear recommendations and implementation plan
• Following specification of the HR strategy brief, deliver strategy proposals and implementation plan
• Stay up to date with changes in employment legislation and HR best practices, ensuring compliance across all HR policies and procedures

Duties to include:

Job Description accuracy and preparation for new posts

Review and updating the Employee Handbook

Review of all HR and related policies

Preparation of contractual documents for all Practice staff, including clinicians

Ensuring new recruitment is compliant with Employment Law

Ensuring exit interviews for all exiting staff members

Managing conflict

Assisting the Bookkeeper with payroll and pension data

Facilitating the implementation of a paperless recording system for all Practice staff member records

Providing an effective HR advisory service to all employees in relation to absence, health issues, well-being, conduct, capability, grievance, change and other employee relations matters.

Managing all HR investigation, grievance and disciplinary matters and advising managers, the Practice Business Manager and GP Partners on the best course of action

Attend all senior management meetings

Development of the teams ethos through effective HR policies and procedures

Responsibility for the recruitment and selection process of all non-clinical staff.

Support and guidance for the recruitment and selection process for clinical staff

Facilitate the development of an effective primary health care team

Designing and implementing annual appraisals for non-clinical and clinical staff

Working with the Senior Management Team to establish training and development budgets

Identifying relevant, new and cost-effective methods of training and up skilling the practice, pharmacy

Evaluating and engaging with respected external validation programmes, e.g. Investors in People

Working with the Senior Management Team and Partners advise on risk assessments as they become relevant

Strengthen and manage communications to the practice and pharmacy teams e.g. digital bulletins

Assess annually, employee satisfaction

Working with the Management Team to ensure mandatory training for the non-clinical and clinical teams, specifically the programme of monthly training events for the practice and pharmacy teams as a whole

Ensure adequate protected time for learning in line with practice and pharmacy needs.

Miscellaneous

Other associated duties, which may be decided upon by the Practice Business Manager from time to time.

Other

This is not an exhaustive list and may be changed in light of ever-changing service need and national and local policy. Therefore, the job description will encompass any other duties deemed appropriate for the post holder within the scope of the post as determined by the Partners and Practice Business Manager. Any changes would be discussed fully with the post-holder.

Person Specification

skills

Essential

• A solutions focused approach to problem solving
• Intelligent with a fast-learning ability
• Effective communication (oral and written) and excellent inter-personal skills
• Approachable with the ability to listen and empathise
• Change and project management experience
• Appropriate IT skills
• Demonstrable leadership, coaching and excellent people management skills
• Negotiating and managing conflict
• Commercial and financial awareness

Desirable

• Good time management
• Motivational

Qualifications

Essential

• Degree in HR management, Employment Law or equivalent through training
• Minimum 5 years HR management experience
• Evidence of commitment to continuing professional development

Desirable

• Relevant management/leadership qualification
• CIPD Level 7 or equivalent experience
• Business qualification MBA
• Professional qualification in a relevant subject

Experience

Essential

• 5 years experience and success with HR management and managing staff in SMEs or larger organisations in any sector
• Experience and success of team leadership; able to promote teamwork and employee satisfaction
• Managing conflict
• Working in a computer environment
• Employment Law updates
• End to end recruitment

Desirable

• Management experience in the NHS or in Practice management?
• Experience of working with regulatory bodies
• Experience of H&S policies and risk assessments

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

Eynsham Medical Group

Address

Conduit Lane

Eynsham

Witney

Oxfordshire

OX29 4QB

Employer's website

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