Job summary
Working under the direction of the People Partner to ensure the provision of excellent operational support across the full range of workforce issues. The high quality service will aim to facilitate high standards of patient care through sound employment practices via the people partner model and will be in line with the standards of professional practice and competence as determined by the Chartered Institute of Personnel and Development (CIPD). To promote at all times a positive image of people with mental health conditions and learning disabilities. To promote at all times a positive image of the People & Culture Department and the wider Trust.
Main duties of the job
To be aware of future changes to employment legislation and be involved in analysing and advising on any appropriate course of action with regard to employment legislation changes.
Act as a point of contact within the Operational HR team to respond to queries relating to employment legislation.
Respond to enquiries from managers and staff relating to a wide range of employment related issues requiring the consideration of a range of strands of information and the requirement to analyse data and consider all options.
To provide a full and comprehensive Operational HR advisory service to management and staff within designated localities to facilitate the effective recruitment, retention, deployment and development of staff.
To provide advice to managers and staff on the application and interpretation of all Trust Employment Policies and terms and conditions of employment.
To undertake sickness absence audits across designated localities, producing reports and recommendations to enable localities to develop action plans to effectively manage sickness absence, on an ongoing basis.
To contribute to the Agenda for Change job evaluation process by acting as a member of the job evaluation panel evaluating. Be willing to undertake relevant training if required.
Responsible for compiling/producing complicated correspondence relating to a range of HR issues, and providing advice to managers on content of letters following attendance at meetings.
About us
We are the Mental Health & Learning Disability NHS Trust for County Durham and Darlington, Teesside, North Yorkshire, York and Selby.
From education and prevention, to crisis and specialist care --our talented and compassionate teams work in partnership with our patients, communities and partners to help the people of our region feel safe, understood, believed in and cared for.
We nurture the recovery journey of anyone in need of our help. In Our Trust, everyone has a say in how they are supported and treated because we listen to every person in our care until they feel understood. Our patients, their families and carers work together with us towards better mental health.
We're committed to new thinking that improves the wellbeing of our region. We connect with our communities and partners to get mental health care right, in areas that really need it.
We won't rest until everyone in our region has the mental health care they need, to lead their best possible life.
Job description
Job responsibilities
To be aware of future changes to employment legislation and be involved in analysing and advising on any appropriate course of action with regard to employment legislation changes.
Act as a point of contact within the Operational HR team to respond to queries relating to employment legislation.
Respond to enquiries from managers and staff relating to a wide range of employment related issues requiring the consideration of a range of strands of information and the requirement to analyse data and consider all options.
To provide a full and comprehensive Operational HR advisory service to management and staff within designated localities to facilitate the effective recruitment, retention, deployment and development of staff.
To provide advice to managers and staff on the application and interpretation of all Trust Employment Policies and terms and conditions of employment.
To undertake sickness absence audits across designated localities, producing reports and recommendations to enable localities to develop action plans to effectively manage sickness absence, on an ongoing basis.
To contribute to the Agenda for Change job evaluation process by acting as a member of the job evaluation panel evaluating. Be willing to undertake relevant training if required.
Responsible for compiling/producing complicated correspondence relating to a range of HR issues, and providing advice to managers on content of letters following attendance at meetings.
Additional informal enquiries: Laura Remington, People Partner - laura.remington@nhs.net
Job description
Job responsibilities
To be aware of future changes to employment legislation and be involved in analysing and advising on any appropriate course of action with regard to employment legislation changes.
Act as a point of contact within the Operational HR team to respond to queries relating to employment legislation.
Respond to enquiries from managers and staff relating to a wide range of employment related issues requiring the consideration of a range of strands of information and the requirement to analyse data and consider all options.
To provide a full and comprehensive Operational HR advisory service to management and staff within designated localities to facilitate the effective recruitment, retention, deployment and development of staff.
To provide advice to managers and staff on the application and interpretation of all Trust Employment Policies and terms and conditions of employment.
To undertake sickness absence audits across designated localities, producing reports and recommendations to enable localities to develop action plans to effectively manage sickness absence, on an ongoing basis.
To contribute to the Agenda for Change job evaluation process by acting as a member of the job evaluation panel evaluating. Be willing to undertake relevant training if required.
Responsible for compiling/producing complicated correspondence relating to a range of HR issues, and providing advice to managers on content of letters following attendance at meetings.
Additional informal enquiries: Laura Remington, People Partner - laura.remington@nhs.net
Person Specification
Qualifications
Essential
- Knowledge of a range of Workforce related topics acquired through relevant degree or equivalent qualifications/experience (or working towards)
- Student or Associate membership of the Chartered Institute of Personnel and Development
Knowledge
Essential
- Workforce knowledge including current Employment legislation
Desirable
- Working knowledge of Agenda for Change
- Understanding of NHS National HR Agenda
Experience
Essential
- Up to date knowledge of Employment Law
- Experience of working effectively in a highly unionised environment
Skills
Essential
- Excellent written and verbal communication skills
- Analytical skills
- Report writing skills
- Ability to influence and mediate in conflict situations
- IT skills
Person Specification
Qualifications
Essential
- Knowledge of a range of Workforce related topics acquired through relevant degree or equivalent qualifications/experience (or working towards)
- Student or Associate membership of the Chartered Institute of Personnel and Development
Knowledge
Essential
- Workforce knowledge including current Employment legislation
Desirable
- Working knowledge of Agenda for Change
- Understanding of NHS National HR Agenda
Experience
Essential
- Up to date knowledge of Employment Law
- Experience of working effectively in a highly unionised environment
Skills
Essential
- Excellent written and verbal communication skills
- Analytical skills
- Report writing skills
- Ability to influence and mediate in conflict situations
- IT skills
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.
Applications from job seekers who require current Skilled worker sponsorship to work in the UK are welcome and will be considered alongside all other applications. For further information visit the UK Visas and Immigration website (Opens in a new tab).
From 6 April 2017, skilled worker applicants, applying for entry clearance into the UK, have had to present a criminal record certificate from each country they have resided continuously or cumulatively for 12 months or more in the past 10 years. Adult dependants (over 18 years old) are also subject to this requirement. Guidance can be found here Criminal records checks for overseas applicants (Opens in a new tab).
UK Registration
Applicants must have current UK professional registration. For further information please see
NHS Careers website (opens in a new window).
Additional information
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.
Applications from job seekers who require current Skilled worker sponsorship to work in the UK are welcome and will be considered alongside all other applications. For further information visit the UK Visas and Immigration website (Opens in a new tab).
From 6 April 2017, skilled worker applicants, applying for entry clearance into the UK, have had to present a criminal record certificate from each country they have resided continuously or cumulatively for 12 months or more in the past 10 years. Adult dependants (over 18 years old) are also subject to this requirement. Guidance can be found here Criminal records checks for overseas applicants (Opens in a new tab).
UK Registration
Applicants must have current UK professional registration. For further information please see
NHS Careers website (opens in a new window).
