Job responsibilities
Job description
This is not an exhaustive list. The HR Manager may undertake
additional or alternative duties which are commensurate with the level of skill
and responsibility of the role.
Manage employee relations including dispute resolutions,
disciplinary, grievances, absence, capability issues, retirement and
redundancy. Conducting informal meetings. Carrying out investigations where
required. Chairing or supporting informal meetings as required.
Ensuring good communication and good relationships across the
Practice. Liaise with external agencies on matters of misconduct where
necessary.
Apply HR and business knowledge evidencing appropriate decision
making skills.
Advise managers on the terms and conditions of employment and
knowledge share best practice with them.
Develop HR policy and procedures to drive performance and
mitigate disputes.
Implement learning and development policy.
Provide first line advice on current and existing benefits for
employees and managers.
Provide advice on recruitment and selection strategies.
Recruitment - preparing job advertisements, job descriptions and
person specifications for all roles, short-listing and interviewing candidates
for non-clinical roles, and supporting in short-listing and interviewing
candidates for clinical roles.
Carry out new starter inductions including all administration
work surrounding new starters, including offer letters, contracts of
employment, reference and DBS checks, introduction to key policies and
procedures, and training where appropriate.
Manage talent and succession planning.
Drive alignment between HR strategy and business goals.
Continuously monitor and review HR policies and processes and implement
changes where necessary.
Participate in the implementation of specific projects,
procedures and guidelines to help align the workforce with the strategic goals
of the organisation.
Support change management processes.
Ensure personnel records are maintained for all staff, including
DBS checks, absenteeism and training records.
Appraisals and Performance - developing policies and training to
drive strong staff performance, conducting appraisals for practice staff.
Supporting the Management team and Partners in conducting appraisals.
Training
- prepare a coherent training plan for the Practice in line with Practice
strategic direction and CQC requirements, providing ongoing training for
administrative staff on all aspects of their role.
Contracts,
HR Policies and Procedures - keeping our contracts of employment, policies and
procedures up to date with regular reviews and ensuring that key terms are
communicated to staff, and appropriate training provided where necessary.
Staffing
Levels - ensuring business continuity through appropriate staffing levels,
responding to urgent issues as they arise. Overview and maintenance of staff
rota and holiday calendar, with support from Practice Administrators and team
leads.
Administration
- digitising and maintaining up to date individual staff files, ensuring
records kept of meetings, changes to hours, contract changes, etc. Creating and
updating a HR calendar for one off and recurring events. Organising staff
social events, with support from
Confidentiality:
In
the course of seeking treatment, patients entrust us with, or allow us to
gather, sensitive information in relation to their health and other matters.
They do so in confidence and have the right to expect that staff will respect
their privacy and act appropriately.
In the performance of the duties outlined in this job
description, the post holder may have access to confidential information
relating to patients and their carers, Practice staff and other healthcare
workers. They may also have access to information relating to the Practice as a
business organisation. All such information from any source is to be regarded
as strictly confidential.
Information relating to patients, carers, colleagues, other
healthcare workers or the business of the Practice may only be divulged to
authorised persons in accordance with the Practice policies and procedures
relating to confidentiality and the protection of personal and sensitive data.
Equality and Diversity:
The
post-holder will support the equality, diversity and rights of patients, carers
and colleagues, to include:
Acting in a way that recognises the importance of peoples
rights, interpreting them in a way that is consistent with Practice procedures
and policies, and current legislation.
Respecting the privacy, dignity, needs and beliefs of patients,
carers and colleagues.
Behaving in a manner which is welcoming to and of the
individual, is non-judgmental and respects their circumstances, feelings
priorities and rights.
Personal and Professional
Development:
The
post-holder will participate in any training programme implemented by the
Practice as part of this employment, such training to include:
Participation in an annual individual performance review,
including taking responsibility for maintaining a record of own personal and/or
professional development.
Taking responsibility for own development, learning and
performance and demonstrating skills and activities to others who are
undertaking similar work.
Quality:
The
post-holder will strive to maintain quality within the Practice, and will:
Alert other team members to issues of quality and risk.
Assess own performance and take accountability for own actions,
either directly or under supervision.
Contribute to the effectiveness of the team by reflecting on own
and team activities and making suggestions on ways to improve and enhance the
teams performance.
Work effectively with individuals in other agencies to meet
patients needs.
Effectively manage own time, workload and resources.
Communication:
The
post-holder should recognise the importance of effective communication within
the team and will strive to:
Communicate effectively with other team members.
Communicate effectively with patients and carers.
Recognise peoples needs for alternative methods of communication
and respond accordingly.
Contribution to the
Implementation of Services:
The
post-holder will:
Apply Practice policies, standards and guidance.
Discuss with other members of the team how the policies,
standards and guidelines will affect own work.
Participate in audit where appropriate.