Job summary
An exciting opportunity has
arisen for a HR Manager to join this established and respected medical practice.
Burney Street Practice is an
established GP Surgery with over 16,000 patients working across two sites, located
in the heart of Greenwich, with easy access to Historic Greenwich and Greenwich
Park.
Working Hours: 32 hours per week
Salary: £17.5 - £18 per hour
Contract type: Permanent
Main duties of the job
The HR Manager provides a comprehensive HR service to Burney
Street Practice, operating across both our Burney Street and Wallace Health
Centre sites. The role supports GP Partners and managers with all aspects of
employment and compliance, ensuring the practice meets its obligations to
staff, patients, and regulators including the CQC.
This is a hands-on, operational role with a strategic
dimension. The post-holder will manage day-to-day HR matters, lead on policy
development and employment documentation, and maintain the governance framework
that underpins safe, high-quality care. The role requires sound employment law
knowledge, meticulous attention to detail, and the confidence to advise senior
clinical stakeholders.
About us
Established for over 25 years,
Burney Street Practice is a two site, established and respected training
practice offering patient services to a growing list size of c.16,000.
Operating at scale, this 4 Partner teaching and training Practice is very well established and respected
and continues to explore and deliver comprehensive integrated healthcare to a
core demographic of a young university student population and young families.
Burney Street Practice works
collaboratively with Greenwich Peninsula, Plumbridge and Woodlands GP practices
which form the Greenwich West PCN, their Primary Care Network.
The practice is also a member of
the Greenwich Health GP Federation which is driven to provide flexible
healthcare. The Burney Street Practice is one of 4 centrally located GP hubs
which allow residents additional GP access 7 days a week.
The Practice has a clear vision
to deliver high quality care, with core values which were developed by the
whole health care team. The Partners are early adopters of NHS initiatives and
are innovative in their approach to developing patient care.
Whilst being
clinically driven, the Practice performs well financially and presents as a
strongly democratic and balanced team. There is a strong belief in investment
for non-clinical learning, development and training for all of the Practice
team.
Job description
Job responsibilities
Key Duties and Responsibilities
Employee
Relations
-
Manage employee relations matters including
disciplinary, grievance, absence management, capability, and, where necessary,
redundancy and retirement processes.
-
Conduct informal meetings, lead investigations, and
chair or support formal hearings as required.
-
Liaise with external HR advisors (currently Croner) to
ensure consistent, legally sound advice.
-
Maintain good communication and professional working
relationships across both practice sites.
Employment
Contracts and Policies
-
Maintain and update employment contracts for all staff
groups (non-clinical, salaried GP, and nursing), ensuring compliance with
current legislation including the Employment Rights Act.
-
Issue contract variation letters and new contracts as
required, working with GP Partners on key decisions.
-
Develop, review and implement HR policies and
procedures, maintaining the practice staff handbook on Practice Index.
-
Advise managers on terms and conditions of employment,
including contractual entitlements and statutory rights.
Recruitment
and Onboarding
-
Lead recruitment for non-clinical roles and support
clinical recruitment, including preparation of job advertisements, job
descriptions, person specifications, and interview materials.
-
Shortlist, interview, and appoint for non-clinical
roles; provide coordination support for clinical recruitment.
-
Manage pre-employment checks for all staff, including
right to work, DBS (including Update Service verification), GMC and Performers
List verification for clinical staff, immunisation records, and references.
-
Coordinate new starter inductions, including offer
letters, contracts of employment, introduction to key policies, and statutory
and mandatory training.
HR
Records and Compliance
-
Maintain accurate personnel files for all staff in line
with CQC Regulation 19, NHS Employment Check Standards, and UK GDPR
requirements.
-
Ensure DBS, revalidation, professional registration,
and right to work records are kept current and verified appropriately.
-
Manage absence records and support managers with
return-to-work processes.
-
Maintain an up-to-date HR calendar covering appraisals,
contract renewals, and recurring compliance deadlines.
Appraisals
and Performance
-
Develop and implement appraisal frameworks and
performance management policies.
-
Conduct appraisals for non-clinical practice staff and
support the management team and Partners in conducting appraisals for other
staff groups.
Training
and Development
-
Prepare and maintain a practice training plan aligned
with strategic objectives and CQC requirements.
-
Coordinate statutory and mandatory training,
maintaining records of completion for all staff.
-
Deliver or coordinate induction training for new
starters.
-
Support the identification of individual and
organisational development needs.
Governance
-
Support the practice's compliance with CQC
requirements, maintaining relevant documentation and evidence.
-
Contribute to audit, risk management, and quality
improvement processes where these intersect with HR and workforce matters.
-
Participate in the implementation of specific projects,
procedures, and guidelines to align the workforce with organisational goals.
-
Support change management processes as directed by the
GP Partners.
Staffing
and Rotas
-
Oversee staffing levels and business continuity
planning, with support from team leads and practice administrators.
-
Maintain oversight of the staff rota and annual leave
calendar.
This is not an exhaustive list of duties. The post-holder
may be required to undertake additional or alternative duties commensurate with
the level of skill and responsibility of the role, as directed by the GP
Partners.
Job description
Job responsibilities
Key Duties and Responsibilities
Employee
Relations
-
Manage employee relations matters including
disciplinary, grievance, absence management, capability, and, where necessary,
redundancy and retirement processes.
-
Conduct informal meetings, lead investigations, and
chair or support formal hearings as required.
-
Liaise with external HR advisors (currently Croner) to
ensure consistent, legally sound advice.
-
Maintain good communication and professional working
relationships across both practice sites.
Employment
Contracts and Policies
-
Maintain and update employment contracts for all staff
groups (non-clinical, salaried GP, and nursing), ensuring compliance with
current legislation including the Employment Rights Act.
-
Issue contract variation letters and new contracts as
required, working with GP Partners on key decisions.
-
Develop, review and implement HR policies and
procedures, maintaining the practice staff handbook on Practice Index.
-
Advise managers on terms and conditions of employment,
including contractual entitlements and statutory rights.
Recruitment
and Onboarding
-
Lead recruitment for non-clinical roles and support
clinical recruitment, including preparation of job advertisements, job
descriptions, person specifications, and interview materials.
-
Shortlist, interview, and appoint for non-clinical
roles; provide coordination support for clinical recruitment.
-
Manage pre-employment checks for all staff, including
right to work, DBS (including Update Service verification), GMC and Performers
List verification for clinical staff, immunisation records, and references.
-
Coordinate new starter inductions, including offer
letters, contracts of employment, introduction to key policies, and statutory
and mandatory training.
HR
Records and Compliance
-
Maintain accurate personnel files for all staff in line
with CQC Regulation 19, NHS Employment Check Standards, and UK GDPR
requirements.
-
Ensure DBS, revalidation, professional registration,
and right to work records are kept current and verified appropriately.
-
Manage absence records and support managers with
return-to-work processes.
-
Maintain an up-to-date HR calendar covering appraisals,
contract renewals, and recurring compliance deadlines.
Appraisals
and Performance
-
Develop and implement appraisal frameworks and
performance management policies.
-
Conduct appraisals for non-clinical practice staff and
support the management team and Partners in conducting appraisals for other
staff groups.
Training
and Development
-
Prepare and maintain a practice training plan aligned
with strategic objectives and CQC requirements.
-
Coordinate statutory and mandatory training,
maintaining records of completion for all staff.
-
Deliver or coordinate induction training for new
starters.
-
Support the identification of individual and
organisational development needs.
Governance
-
Support the practice's compliance with CQC
requirements, maintaining relevant documentation and evidence.
-
Contribute to audit, risk management, and quality
improvement processes where these intersect with HR and workforce matters.
-
Participate in the implementation of specific projects,
procedures, and guidelines to align the workforce with organisational goals.
-
Support change management processes as directed by the
GP Partners.
Staffing
and Rotas
-
Oversee staffing levels and business continuity
planning, with support from team leads and practice administrators.
-
Maintain oversight of the staff rota and annual leave
calendar.
This is not an exhaustive list of duties. The post-holder
may be required to undertake additional or alternative duties commensurate with
the level of skill and responsibility of the role, as directed by the GP
Partners.
Person Specification
Qualifications
Essential
- CIPD Level five or equivalent level of HR experience
- Fluent to a high standard in oral and written English
Other requirements
Essential
- Disclosure Barring Service (DBS) check
Skills
Essential
- Excellent communication skills (written and oral)
- Excellent interpersonal skills with a sympathetic and caring approach to the public
- Understanding the need for confidentiality & data awareness issues
- Excellent organisational skills
- Effective time management (planning and organising)
- Ability to work as a team member and autonomously
- Ability to prioritise workload and multitask
- Proactive and strategical thinker who is able to identify areas for improvement and development within the HR role and to take initiative for implementing change
- Ability to follow policy and procedure
Personal Qualities
Essential
- Polite and confident
- Professional appearance and conduct
- Friendly and approachable manner
- Flexible and cooperative
- Enthusiastic and self-motivated
Experience
Essential
- A minimum of two years' experience in a dedicated HR role, including HR Business Partner, HR Manager or
- HR Associate
- Line management experience
Desirable
- Experience of working within NHS care
Person Specification
Qualifications
Essential
- CIPD Level five or equivalent level of HR experience
- Fluent to a high standard in oral and written English
Other requirements
Essential
- Disclosure Barring Service (DBS) check
Skills
Essential
- Excellent communication skills (written and oral)
- Excellent interpersonal skills with a sympathetic and caring approach to the public
- Understanding the need for confidentiality & data awareness issues
- Excellent organisational skills
- Effective time management (planning and organising)
- Ability to work as a team member and autonomously
- Ability to prioritise workload and multitask
- Proactive and strategical thinker who is able to identify areas for improvement and development within the HR role and to take initiative for implementing change
- Ability to follow policy and procedure
Personal Qualities
Essential
- Polite and confident
- Professional appearance and conduct
- Friendly and approachable manner
- Flexible and cooperative
- Enthusiastic and self-motivated
Experience
Essential
- A minimum of two years' experience in a dedicated HR role, including HR Business Partner, HR Manager or
- HR Associate
- Line management experience
Desirable
- Experience of working within NHS care
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.