HR Manager (XN07)

Job responsibilities

JOB PURPOSE/SUMMARY

Provide an internal Human Resources consultancy and advisory service to a range of Clinical Service units within the Trust to support and promote consistent and effective people management thereby enabling the delivery of Trust objectives.

The post holder works when required, as an independent practitioner within broad policy guidelines and employment law, providing an HR consultancy service to line managers within given Clinical Service Units. Required to interpret policy and employment legislation in order to provide specialist advice and guidance, occasionally developing precedent for future best practice to meet the diverse range of situations presented. The post holders caseload will be a number of CSUs and similar management units, representing staff across a variety of occupational groups.

PRINCIPAL DUTIES & AREAS OF RESPONSIBILITY

i. As the internal HR expert, the post holder will provide specialist advice, guidance and appropriate training to line managers within their CSU and across the Trust on a range of employment issues, including:

Workforce planning.

The recruitment, engagement and deployment of staff.

Pay and conditions.

Terms and conditions as related to Medical staff (junior doctors & consultants).

Formulation, revision and development of Trust employment policies and procedures.

The interpretation and application of Trust employment policies and procedures.

Improving working lives initiatives

Employment legislation.

Diversity

The effective and active management of absence and attendance

Performance management, including conduct and capability

Grievances, disciplinary cases and appeals at Trust Board level.

Job role design/re-design

Change management projects and developments.

a. Lead the development or revision of Trust employment policies and procedures including the implementation of new policies which have a Trust wide impact.

b. Provide specialised guidance and lead role to line managers faced with complex people management and employee relations matters such as disciplinary, grievance, investigations, hearings and appeals as required as well as absence, capability, harassment etc.

c. Provide significant contribution to assist the implementation of national initiatives, e.g. Agenda for Change, Electronic Staff Record (ESR) and Improving Working Lives. Provide proactive advice to CSU Management Teams on these initiatives and offer creative ideas to achieve compliance.

d. Lead, undertake or support specific projects within the HR function.

e. Will be involved in the planning and organising of a range of complex activities such as change management, workforce planning for the CSUs including redeployment of staff, redundancy and transfers of staff covered by the legislation of the Transfer of Undertaking (Protection of Employment) Act (TUPE).

f. Actively support the training and development of other staff within the HR function.

g. Actively design, develop and support the training of other staff within the Trust utilising HR training packages and toolkits.

h. In collaboration with other members of the HR team, periodically audit and review the level of service provided to ensure expected standards of delivery are being met and continually improved.

i. Regular input and maintenance of HR Disciplinary & Grievance Database (Excel). Input details of cases within CSUs, production of monthly reports for monitoring and audit purposes.

THE LEEDS WAY VALUES

Our values are part of what make us different from other trusts, so we see this as a strength, as well as a responsibility. They have been developed by our staff and set out what they see as important to how we work. Our five values are -

Patient-centred

Collaborative

Fair

Accountable

Empowered

All our actions and endeavours will be guided and evaluated through these values

Additionally, the following are core values which relate specifically to this post:

Honesty and openness

Transparency in decision making

Drive to develop and empower others

Cultural awareness and a positive approach to diversity

Working in partnership with and supporting others

Tolerance, understanding, tact and diplomacy

A positive and proactive response to services users, based on a commitment to high standards of service and continuous improvement

WEST YORKSHIRE ASSOCIATION OF ACUTE TRUSTS (WYAAT)

Leeds Teaching Hospitals NHS Trust is part of the West Yorkshire Association of Acute Trusts (WYAAT), a collaborative of the NHS hospital trusts from across West Yorkshire and Harrogate working together to provide the best possible care for our patients.

By bringing together the wide range of skills and expertise across West Yorkshire and Harrogate we are working differently, innovating and driving forward change to deliver the highest quality care. By working for Leeds Teaching Hospitals NHS Trust this is your opportunity to be a part of that change.

WYAAT is the acute sector arm of the West Yorkshire and Harrogate Health and Care Partnership, one of the largest integrated care systems in the country. The Partnerships ambition is for everyone to have the best possible health and wellbeing, and the work of WYAAT, and each individual trust, supports that ambition.

EQUALITY AND DIVERSITY

The jobholder must comply with all policies and procedures designed to ensure equality of employment and that services are delivered in ways that meet the individual needs of patients and their families. No person whether they are staff, patient or visitor should receive less favourable treatment because of their gender, ethnic origin, age, disability, sexual orientation, religion etc.

TRAINING AND PERSONAL DEVELOPMENT CONTINUOUS PROFESSIONAL DEVELOPMENT

The jobholder must take responsibility in agreement with his/her line manager for his/her own personal development by ensuring that Continuous Professional Development remains a priority. The jobholder will undertake all mandatory training required for the role.

COMMUNICATION & WORKING RELATIONSHIPS

The post holder will work closely with other HR practitioners and a range of managers within the organisation. Principal working relationships will be with CSU Management teams and with colleagues in the HR team. Regular liaison will also be required with Clinical Directors, General Managers, Matrons and other colleagues in the medical and nursing directorates, payroll, finance, planning and information.

The post holder will encounter a wide range of staff in the course of their duties and of particular significance will be the need to develop and maintain effective working relationships with the representatives of staff side organisations.

The post holder provides complex and often sensitive information in a variety of circumstances both individually and collectively, for example; redundancy, Transfer of Undertakings (TUPE), centralisation of services, termination of employment and other employee relations issues. Will also be required to prepare cases and give evidence for disciplinary cases, and Trust Board Appeals. Regularly providing highly specialist advice on contentious subjects where there is significant resistance to change.

The HR Manager is required to facilitate meetings, provide mediation to individuals and groups and deliver presentations to audiences of varied professional groups and size.

SPECIAL WORKING CONDITIONS

Physical effort:

Use of computer requires sound keyboard skills, speed, accuracy and dexterity.

Combination of sitting, standing and walking.

Mental effort:

The HR function is a busy and demanding environment with a range of challenges. The nature of the workload is unpredictable. There is a regular requirement for sustained concentration during lengthy hearings, meetings and Trust Board Appeals. Required to read and absorb complex and legal documentation and to write papers, reports, analyse variety of complex information/data and write workshops and presentations.

The post holder will be required to regularly change task to deal with frequent interruptions with a large proportion of these requiring a response to an urgent situation.

Emotional effort:

Direct exposure to difficult and challenging employee issues. Regular (minimum of 3 times per week) involvement of handling conflict situations, involving uncooperative and resistant members of staff. May be required to undertake difficult home/hospital visits with staff in long term sickness cases and/or terminal illness situations.

Working conditions:

The post holder regularly (average 3 times per week) encounters challenging behaviours in the course of their work. Travel between sites is required.

Practical Skills

Essential

• Excellent written and verbal communication skills.
• Excellent analytical and problem-solving skills.
• Strong interpersonal and relationship building skills with a particular emphasis on influencing and negotiation skills.
• Ability to perform and deliver under pressure of deadlines/circumstances
• Ability to prioritise own and work of the team effectively.
• Creativity and innovation in the workplace.
• Ability to analyse problems and develop appropriate solutions.
• Ability to analyse trends and take appropriate action.
• Report writing skills for production of briefing papers, business cases, and other reports.
• Evidence of ability to deal appropriately with conflict and resistance to change.
• Excellent organisational skills
• Staff supervisory skills.

Desirable

• Policy development and revision.
• Change Management.
• Project Management

Behaviours and skills

Essential

• Honesty and integrity.
• Drive enthusiasm and a proactive approach to work.
• Commitment to working in partnership with and supporting others.
• Commitment to own personal development.
• Accepting of individual responsibility within a teamwork culture.
• Professional approach and attitude.
• Positive and proactive style.
• Flexible approach and embracing of change.
• Diplomacy.
• Respect and value diversity
• Encourage and value the contribution of others
• Resilience in a range of complex situations
• Highly developed interpersonal, negotiation and communications skills.
• Accept individual responsibility within a team-work culture. Use of initiative and creativity to identify solutions to variety of employee related problems.
• Personal honesty and integrity
• Self-awareness and commitment to personal development
• Positively seek and offer feedback
• Respond well to constructive criticism
• Sound organisational skills, ability to effectively prioritise workload and manage multiple tasks.

Behaviours and skills

Essential

• Honesty and integrity.
• Drive enthusiasm and a proactive approach to work.
• Commitment to working in partnership with and supporting others.
• Honesty and integrity.
• Drive enthusiasm and a proactive approach to work.
• Commitment to working in partnership with and supporting others.
• Commitment to own personal development.
• Accepting of individual responsibility within a teamwork culture.
• Professional approach and attitude.
• Positive and proactive style.
• Flexible approach and embracing of change.
• Diplomacy.
• Respect and value diversity
• Encourage and value the contribution of others
• Resilience in a range of complex situations
• Highly developed interpersonal, negotiation and communications skills.
• Accept individual responsibility within a team-work culture. Use of initiative and creativity to identify solutions to variety of employee related problems.
• Personal honesty and integrity
• Self-awareness and commitment to personal development
• Positively seek and offer feedback
• Respond well to constructive criticism
• Sound organisational skills, ability to effectively prioritise workload and manage multiple tasks.

Practical Skills

Essential

• Excellent written and verbal communication skills.
• Excellent analytical and problem-solving skills.
• Strong interpersonal and relationship building skills with a particular emphasis on influencing and negotiation skills.
• Ability to perform and deliver under pressure of deadlines/circumstances
• Ability to prioritise own and work of the team effectively.
• Creativity and innovation in the workplace.
• Ability to analyse problems and develop appropriate solutions.
• Ability to analyse trends and take appropriate action.
• Report writing skills for production of briefing papers, business cases, and other reports.
• Evidence of ability to deal appropriately with conflict and resistance to change.
• Excellent organisational skills
• Staff supervisory skills.

Desirable

• Policy development and revision.
• Change Management.
• Project Management

Qualifications

Essential

• Educated to degree level or equivalent.
• CIPD Level 7 Qualification
• Significant Operational HR experience
• Commitment to undertake training essential to the requirement of the job.

Desirable

• CIPD Chartered Membership

Experience

Essential

• This role is a specialist professional position and therefore requires a proven track record in operational HR, preferably in a busy and varied NHS setting. Key skills and knowledge are described in detail in the attached person specification but will include:
• A comprehensive understanding of NHS Pay, Terms & Conditions and Policy.
• In depth, thorough and up to date knowledge of rapidly changing employment legislation and case law.
• Specialist understanding of good practice and legislation with the ability to apply appropriately to operational situations.
• The ability to interpret and analyse complex facts, information and situations This role is a specialist professional position and therefore requires a proven track record in operational HR, preferably in a busy and varied NHS setting. Key skills and knowledge are described in detail in the attached person specification but will include:
• A comprehensive understanding of NHS Pay, Terms & Conditions and Policy.
• In depth, thorough and up to date knowledge of rapidly changing employment legislation and case law.
• Specialist understanding of good practice and legislation with the ability to apply appropriately to operational situations.
• The ability to interpret and analyse complex facts, information and situations regarding employment related matters.
• The ability to communicate and negotiate effectively and confidently to a wide range of audiences, using a variety of media.
• Strong interpersonal skills with a particular emphasis on influencing skills.
• Utilises own judgement to determine the most appropriate option from a variety of sources.
• Experience of supporting and leading change management projects.
• An excellent understanding of NHS pay, terms and conditions and related policy.
• In depth and up to date knowledge of employment legislation and case law.
• A sound understanding of good practice and legislation on diversity.
• Change management theory and practice.
• Good understanding of NHS policy with a particular emphasis on HR Strategy in the NHS.
• Experience of working with confidential and sensitive information.
• Data Protection and confidentiality.
• Experienced computer user, knowledge of Microsoft Word and Excel. Ability to use electronic mail system and Internet for research & law updates.

Desirable

• Experience of working as an internal HR Consultant
• HR experience in the NHS.
• Organisational Development theory and Practice.
• Practical understanding of how large complex organisations work.
• Experience working in a customer focused environment
• Knowledge of Microsoft Powerpoint and Access.