Job summary
ABOUT THE
ROLE
This role is key to helping us become even more impactful and effective. The role will take a lead in
developing our engagement strategy, strengthening our systems, processes, and
ways of working; and helping create and maintain a culture that is empowering
and where all staff feel well supported and valued. We are looking for an
innovative, and values-led leader to lead the Workforce & Development
function, working collaboratively with the Managing Director and other members
of the Executive Team and other leaders in the organisation to help shape the
future of PICS.
As an
organisation providing NHS services, ideally, we are looking for someone with
experience of healthcare, either NHS or private but this is not essential. You must have experience in leading a HR
function with a strong track record of delivering transformation in a complex
organisation. You will bring expertise in people and workforce management and
we expect you to bring a sound understanding of employment law, experience of
handling complex employee relations issues and to have excellent communication
skills to build relationships and influence culture.
The
candidate will be CIPD level 7 (or equivalent) and Chartered (desirable). Applications will be particularly welcomed
from BME groups. In return you will work
for an organisation which genuinely cares for its staff and offers a
competitive salary, pension, and annual leave package. Full time or part time
hours negotiable.
Main duties of the job
KEY
RESPONSIBILITIES
-
Line
management of the HR team.
-
Overseeing
the HR systems and processes such as recruitment, talent management, workforce
development ensuring best practice and efficiency
-
Responsible
for overseeing the monthly payroll runs, expenses claims, resolving issues and
ensuring that HR data is up to date and GDPR compliant. Working with the Finance Team as appropriate.
-
Workforce
Reporting to the Board and external bodies responsible for the Workforce
plan, Gender Pay Audit, WRES surveys, Staff Surveys and HR Board reports and
other HR reports as required identifying data trends, good HR practice and
opportunities for improvements.
KEY
REQUIREMENTS
-
CIPD
level 7 (or equivalent)
-
Experience
of leading and managing a HR function
-
Knowledge
and experience of HR systems and process management
-
Able
to give professional advice that is legally compliant and business focused.
Interviews will be held on the 18th of December.
About us
PICS is the employer for this role. We collaborate with patients and partners to design and deliver clinically robust health and social care solution through Community Services, Out of Hospital Services, GP Practices, and Primary Care Networks. Find out more about us: http://picsnhs.org.uk/.
Benefits of working for PICS
We offer a comprehensive package which includes:
Job description
Job responsibilities
KEY
RESPONSIBILITIES
-
Line management of the HR team.
-
Overseeing the HR systems and processes such as
recruitment, talent management, workforce development ensuring best practice
and efficiency
-
Responsible for overseeing the monthly payroll runs,
expenses claims, resolving issues and ensuring that HR data is up to date and
GDPR compliant. Working with the Finance
Team as appropriate.
-
Workforce Reporting to the Board and external bodies
responsible for the Workforce plan, Gender Pay Audit, WRES surveys, Staff
Surveys and HR Board reports and other HR reports as required identifying
data trends, good HR practice and opportunities for improvements.
-
Managing Equality and Diversity within the
organisation identifying and improving opportunities for inclusion and
progression of under-represented groups in the workforce and training of staff
in equality issues.
-
Developing the Employee Voice identifying and
leading on employee engagement initiatives across the organisation
-
Developing opportunities to improve the working
experience and organisational culture for all employees.
-
Working on multi-disciplinary projects, including
TUPE and new bids
-
Overseeing and managing employee relations and
supporting managers in discipline, grievance, and capability casework;
evaluating data and promoting consistency and good practice.
-
Supporting compliance with organisation policies and
procedures, reviewing, and updating HR Policies, Procedures and contracts as
appropriate
-
Working with the Communications function regarding
the communication and engagement with internal and external stakeholders,
patient groups, and social media platforms.
-
Mentorship of the HR team members to achieve
professional qualifications.
-
Developing the organisational workforce plan in
consultation with staff and managers and makes best use of the Apprenticeship
Levy.
-
Developing effective employee engagement and
consultation forums, including equality and diversity working group.
-
Ensuring that organisational policies are clear,
legally compliant, well communicated and followed.
-
Developing opportunities to improve the working
experience for all employees using the Best Companies framework and
accreditation and staff surveys.
-
Supporting managers to effectively manage people
issues across the organisation, providing support, training, and mentorship
where necessary.
-
Working with managers and supervisors to support
their role in engaging with staff and setting the culture and desired
behaviours that fit company values.
-
Supporting acquisitions and transfers out of the
organisation using TUPE.
-
Collaborating with the IT and communications and
marketing function to manage change, growth and realise maximum benefit from
new technologies and ways of working.
- Any other
duties as required.
This
job description is intended to provide an outline of the key tasks and
responsibilities and is not exhaustive.
There may be other duties required of the post holder relevant to the
position.
Job description
Job responsibilities
KEY
RESPONSIBILITIES
-
Line management of the HR team.
-
Overseeing the HR systems and processes such as
recruitment, talent management, workforce development ensuring best practice
and efficiency
-
Responsible for overseeing the monthly payroll runs,
expenses claims, resolving issues and ensuring that HR data is up to date and
GDPR compliant. Working with the Finance
Team as appropriate.
-
Workforce Reporting to the Board and external bodies
responsible for the Workforce plan, Gender Pay Audit, WRES surveys, Staff
Surveys and HR Board reports and other HR reports as required identifying
data trends, good HR practice and opportunities for improvements.
-
Managing Equality and Diversity within the
organisation identifying and improving opportunities for inclusion and
progression of under-represented groups in the workforce and training of staff
in equality issues.
-
Developing the Employee Voice identifying and
leading on employee engagement initiatives across the organisation
-
Developing opportunities to improve the working
experience and organisational culture for all employees.
-
Working on multi-disciplinary projects, including
TUPE and new bids
-
Overseeing and managing employee relations and
supporting managers in discipline, grievance, and capability casework;
evaluating data and promoting consistency and good practice.
-
Supporting compliance with organisation policies and
procedures, reviewing, and updating HR Policies, Procedures and contracts as
appropriate
-
Working with the Communications function regarding
the communication and engagement with internal and external stakeholders,
patient groups, and social media platforms.
-
Mentorship of the HR team members to achieve
professional qualifications.
-
Developing the organisational workforce plan in
consultation with staff and managers and makes best use of the Apprenticeship
Levy.
-
Developing effective employee engagement and
consultation forums, including equality and diversity working group.
-
Ensuring that organisational policies are clear,
legally compliant, well communicated and followed.
-
Developing opportunities to improve the working
experience for all employees using the Best Companies framework and
accreditation and staff surveys.
-
Supporting managers to effectively manage people
issues across the organisation, providing support, training, and mentorship
where necessary.
-
Working with managers and supervisors to support
their role in engaging with staff and setting the culture and desired
behaviours that fit company values.
-
Supporting acquisitions and transfers out of the
organisation using TUPE.
-
Collaborating with the IT and communications and
marketing function to manage change, growth and realise maximum benefit from
new technologies and ways of working.
- Any other
duties as required.
This
job description is intended to provide an outline of the key tasks and
responsibilities and is not exhaustive.
There may be other duties required of the post holder relevant to the
position.
Person Specification
Qualifications
Essential
- Please provide details of your CPD, using examples where necessary.
- Please provide your registration number of your CIPD professional registration.
Experience
Essential
- Please provide detailed information of how you feel that your experience is suitable for this role; please provide examples to support your application referring to the job description and person specification for guidance.
Personal Qualities
Essential
- Please provide details for why you would be a great fit for this role and why you have decided to apply.
Knowledge and skills
Essential
- Please provide detailed information of how you feel that your knowledge and skills are suitable for this role; please provide examples to support your application referring to the job description and person specification for guidance.
Person Specification
Qualifications
Essential
- Please provide details of your CPD, using examples where necessary.
- Please provide your registration number of your CIPD professional registration.
Experience
Essential
- Please provide detailed information of how you feel that your experience is suitable for this role; please provide examples to support your application referring to the job description and person specification for guidance.
Personal Qualities
Essential
- Please provide details for why you would be a great fit for this role and why you have decided to apply.
Knowledge and skills
Essential
- Please provide detailed information of how you feel that your knowledge and skills are suitable for this role; please provide examples to support your application referring to the job description and person specification for guidance.
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.
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.
UK Registration
Applicants must have current UK professional registration. For further information please see
NHS Careers website (opens in a new window).
