Human Resources Operational Manager

Job description

Job responsibilities

Detailed job description and main responsibilities

1. Lead Employee Relations provision within designated Division(s) providing advice and guidance to Assistant HR Operations Manager and HR Officer(s).

2. Provide expert specialist guidance and support managers on aspects of Human resource Management e.g., disciplinary, resolution - covering grievance and Bullying and Harassment, capability, redeployment.

3. Champion the resolution approach and encourage the resolution of employee relations issues wherever appropriate.

4. Manage Divisional Operational HR workload of Divisional HR Team and co-ordinate and disseminate work across the team, assessing the complexity of cases and resource availability to ensure service needs and HR standards are met in a timely way. Using resource from wider HR Operational Team as required.

5. Support Senior Managers with the commissioning of investigations within Division via HR policy, providing advice/guidance throughout, including supporting with the investigation decision-making process, drafting of the Terms of Reference and considerations for complex cases, including identifying/assessing potential suspension cases and escalating appropriately/actions short of suspension.

6. Delegate investigations appropriately within the Divisional Team

7. Act as HR support to the Panel chair in formal hearings (disciplinary, resolution - grievance and Bullying and Harassment capability), including supporting with the relevant outcome documents and recommendations.

8. Support MHPS/complex investigations directly, advising and coaching the Case Investigator to ensure that the investigation is completed in a reasonable timeframe and to an acceptable quality standard. If required, attend any resultant hearing, providing advice and support to the Case Investigator and acting as minute taker.

9. Act as the lead HR support for managers in the planning and implementation of organisational change

10. Support the Senior HRBP with TUPE transfers in and out of the organisation.

11. Monitor the implementation of the sickness absence policy within the Divisions and escalate issues to the Senior HR Business Partner as appropriate.

12. Where required, support the management of complex long term sickness cases, through advising and supporting managers and interacting with Occupational Health department. Including supporting the creation of a statement of case, and, if required, attendance at hearing.

13. Support the Senior HR Business Partner in the delivery of action plans to deliver workforce projects and initiatives, which could include:

Organisational development supporting culture change programmes which will enable an improvement in overall workforce KPIs within the Directorate. E.g., Behavioural Framework.

Workforce planning - assist with the design, review and monitoring of workforce plans to achieve service objectives and business plans in relation to specific projects.

Transformational change including the implementation of large-scale change programmes within Divisions.

14. Working alongside the Engagement Team and Divisional Management Team, to support the delivery of the Staff Survey and Big Conversations

15. Produce and deliver reports using multiple sources of information, for example Power BI, E-roster and Staff Survey, as standard practice or on an ad hoc basis. Tailoring the reports to target audience. Support with actions as a result of HR KPIs addressed in reports.

16. If required, attend Directorate meetings providing regular and detailed KPI and HR Update reports.

17. Deputise at Divisional Management Board as delegated from the Senior HRBP providing regular and detailed reporting of actions and achievements in line with established or new KPIs.

18. Attendance and participation at various Trust meetings where appropriate such as Policy Group, Joint Negotiating Consultative Committee and Employee Sponsor Group meetings.

19. Use advanced coaching skills to improve people management skills, working closely with the L&D team to develop programmes to strengthen leadership and management skills across the Trust.

20. Interpret and advise on employment legislation, case law, HR policies/procedures and terms and conditions of service and at all times interpret accurately in a legally sound manner to ensure professional advice is given, taking into account local precedents and those in employment law.

21. Promote good practice in all areas of human resources management ensuring managers are fully aware of their responsibilities in relations to Trust policies and statutory requirements.

22. Analyse workforce information and work with managers to develop plans to support improvement and efficiency.

23. Lead the development of specific HR policies and procedures which will impact across the organisation ensuring they are user friendly, legal compliant and have been properly consulted on.

24. Provide expert advice on job evaluation panels and assist in the redesign of jobs to ensure there are commensurate with service requirements are correctly banded.

25. Assist the Senior HR Business Partner to assess the viability of tribunal claims, and lead the preparation of our case management alongside legal support, including attendance at tribunal where appropriate.

26. Lead the response to subject access requests that are received Within Divisions, delegating the preparation of documentation as appropriate within the HR Operational Team.

27. Responsible for adding temporary staff hours worked within the Employee Relations team to the e-roster system and locking down as per e-rostering procedures. Ensuring when necessary that the divisional re-charges are also followed through.

28. Deputise for Senior HRBP as appropriate.

Person Specification

Qualifications

Essential

• Educated to a degree level/ or equivalent relevant work experience.
• CIPD Level 5

Desirable

• Willingness to work towards CIPD Level 7
• Chartered Member of the CIPD

Experience

Essential

• Experience of working with Trade Unions
• Experience of managing organisational change

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.

Certificate of Sponsorship

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).

Employer details

Employer name

East Lancashire Hospitals NHS Trust

Address

RBH

Haslingden Road

Blackburn

BB23HH

Employer's website

http://jobs.elht.nhs.uk/ (Opens in a new tab)