Job responsibilities
Responsible to: Director of Human Resources
Responsible for: The Assistant Business Partners. To
work closely with and support both the Payroll Supervisor and HR Director.
Basic function
To work closely with
managers and staff within the organisation in order to provide best practice,
credible and timely people management advice and guidance whilst ensuring that
HR policies, procedures and standards are applied in line with the hospices
values fairly, reasonably and consistently. To manage the HR team to ensure HR
operations meet the needs of the Hospice. Work closely with the Director to
identify service improvement and lead on projects.
Organisational context
St Josephs Hospice was founded in 1905 by the Religious Sisters of Charity
who retain an interest in the oversight of the Hospice. The Hospice is working to achieve Vision 2024,
which has five key strands: patients, enterprise, estates, funding and
fundraising, and human resources. The Hospice
seeks to be an outstanding provider of palliative and end of life care. Each employee is critical to delivering and
maintain those standards in accordance with the Hospices core values.
Discretion to act
The post holder has freedom to act in the delivery of their key
accountabilities. Reference to the line
manager should be for advice, guidance and for service development and
improvement including policies and procedures.
Scale and impact
Management responsibility for 3 direct reports and supervision
responsibility for no indirect reports
Budget £x to support the HR Director in the careful stewardship of the
HR Financial resources and to assist with budget building.
1.
Service Delivery
1.1 To build effective
working relationships with line managers across the Hospice by providing them
with proactive, credible and timely advice on their people management- related
issues and develop a good understanding of their business areas and the
regulatory environment they operate within.
1.2 To manage employee
relations activities ensuring that outcomes are proportionate, reasonable,
timely and in in with legislation and the Hospices Policies.
1.3 Oversee all transactional
and operational HR processes, including the HR Database to ensure that internal
and external customers receive a prompt and professional service.
1.4 To oversee the work of
the HR Coordinators and Senior Coordinator enabling them to provide advice on a
wide range of people management issues.
1.5 To ensure the timely and
accurate processing of the payroll.
1.6 Make and influence
decision on a range of employee relations matters including dismissal taking
into account potential legal challenges
1.7 Make decisions on
recruitment related activity and occupational health referrals.
1.8 Accountable for
compliance with employment law, good practice and the Hospices policies
1.9 The integrity of the HR
information system and the provision of HR Management information
2.
People Management
2.1 Provide people management
advice, support and coaching to line managers, to enable them to fully
undertake their people management role and ensure they are fully aware of the
risks/ implications associated with their decisions e.g. sickness absence
management, recruitment, disciplinary issues, performance management, grievances
flexible working etc.
2.2 Responsible for the full
cycle of all recruitment and selection for relevant business areas across the
Hospice, with the support of the Senior HR Coordinator include planning for
recruitment activity, giving advice on and drafting Job descriptions and person
specifications, selection tests and interview questions, undertaking job
evaluation and participating on interview panels (for posts at the appropriate
level).
2.3 Lead on employee
relations cases referring sensitive and complex matters to the line
manager. This will include coaching
managers through processes, preparing for and participating in investigations
and hearings, supporting the decision-making processes and reviewing key
documents (Letters, meeting notes, report) to ensure that the content is clear,
and processes are in line with good practice, relevant employment legislation
and the Hospices policies..
2.4 Oversee the work of the Senior
HR Coordinator and HR Coordinators setting high standards and supporting them
to plan and organise their work.
2.5 Work with the HR Director
on specific HR projects initiatives and processes to deliver the strategic plan.
2.6 Work with the learning
and development team to design and deliver briefings and workshops to develop
the capability and knowledge of staff and managers.
2.7 Support the HR Coordinators
to manage the HR end of the payroll ensuring that communication with the
outsourced payroll provider is clear and effective and dealing with any complex
payroll or pension enquiries e.g. auto enrolment. Escalate any issues as
required to the line manager.
2.8 Work with the line
manager to ensure that all HR Policies, procedures and processes are in line
with the Hospices values strategy and meet legislative requirements and are
proportionate and effective. Draft
documents as needed.
2.9 Work in conjunction with
the other Senior HR Coordinator to gather and analyse qualitative as well as
quantitative HR Data to identify trends and provide monthly, quarterly and ad
hoc management information for information and decision making purposes. Take corrective action where required for
example the proactive management of sickness absence.
2.10
Work
with the line manager and Senior HR Coordinator to ensure that the HR Database
is utilised effectively and to its full capacity that staff have the
appropriate access levels and that reporting and other functionality is adapted
to meet the changes requirements of the Hospice.
3.
Service development and
project work
3.1 To work with the Line manager to develop the HR
Service to the Hospice responding to the needs of the Hospice; its funders and
regulators.
3.2 To work with the line manager to deliver the
Gender pay gap report and the WRES report annually and any others that may be
required.
3.3. To work with the line manager to set the
strategic implementation plan each year and then assist with the delivery of
same
3.4 To ensure that key contracts such as OH
and EAP are well advertised and useage information is trend analysed to inform
contract management and wellbeing strategic plans
4. Line Management
4.1 Provide regular reliable line management
for all direct reports sufficient to ensure that they remain motivated skilled
and engaged and so that they can realise their potential
5.
Personal development
5.1
Identify your own learning and
development needs in order to meet the key requirements of the post.
5.2
Take responsibility for
linking your own development needs with the Hospice appraisal and objective
setting process.
5.3
Take responsibility for your
own continuing development by undertaking specific areas of work/projects to
develop new skills
5.4
Take responsibility for your
own professional development, including keeping up-to-date with relevant
professional and other developments in HR at local and national levels
5.5
Engage in supervision to
support your personal and professional development.
