Job summary
We are seeking to appoint an enthusiastic and compassionate HR/People Officer to support our services within East Community, based at our Wrexham Maelor Hospital site.
You will work alongside the People Business Partner to provide HR advice to a variety of clinical and non-clinical managers in the Wrexham Maelor Hospital supporting Nursing, Medical and Administration functions within the portfolio.
You may be required to travel across Wrexham and Flintshire to attend meetings 2-3 times a month within this role.
Main duties of the job
You will be the first point of contact for all HR matters and queries arising from employees and managers. You will report to the Business Partner, who will provide overall ER case responsibility. To improve the Portfolio's performance, and reduce ER case numbers you will be proactive in your approach, resolving informally where appropriate.
You will primarily be responsible for supporting managers with a variety of ER cases such as Sickness and Attendance Management, Disciplinary, Performance and Conflict Resolution. You will attend formal meetings, providing advice and options to resolve cases.
For formal cases, you will support managers during hearings, providing HR support. Additionally, you will be required to co-deliver in house training on topics such as Conflict Resolution, Performance Management and Attendance at Work to managers and colleagues within the portfolio.
Ideally, we are looking for someone with proven HR experience who is already CIPD Level 5 qualified. If you do not already hold this qualification it is a requirement of the role that you are prepared to undertake the CIPD Level 5. We are able to support you to achieve this qualification through our local college links.
Please note, until completion of full CIPD Level 5 the successful applicant will be paid 75% of the Band 5 pay scale under Annex U - 21 of the Agenda for Change Terms and Conditions of Employment. When qualified there is an automatic advancement to full Band 5 pay.
About us
If you relish a challenge, have a passion to help others or simply fancy a fresh start, then Betsi Cadwaladr University Health Board (BCUHB) North Wales, has all the right ingredients. The largest health organisation in Wales, providing a full range of primary, community, mental health, acute and elective hospital services for a population of around 700,000, across North Wales . Join our team and get the support you need, in line with our Organisational Values and 'Proud to Lead' competence framework.
Enjoy being part of working with engaged leadership at all levels, and be assured we are committed to promoting equality and diversity, and are proud to welcome applicants under the "Disability Confident Employer" scheme.
Please check your email account regularly. Successful applicants will receive all recruitment related correspondence via the email account registered on the application form.
Applications may be submitted in Welsh. Applications submitted in Welsh will not be treated less favourably than an application submitted in English.
Job description
Job responsibilities
The ability to speak Welsh is desirable for this post; English and/or Welsh speakers are equally welcome to apply.
You will be able to find a full Job description and Person Specification attached within the supporting documents or please click Apply now to view in TRAC.
Job description
Job responsibilities
The ability to speak Welsh is desirable for this post; English and/or Welsh speakers are equally welcome to apply.
You will be able to find a full Job description and Person Specification attached within the supporting documents or please click Apply now to view in TRAC.
Person Specification
Qualifications
Essential
- Working towards Associate CIPD qualification with evidence of on-going Continuous Professional Development (CPD)
- Bachelors Degree or Equivalent Experience
Desirable
- Associate CIPD qualified
- Post graduate level of study
- Coaching qualification
Experience
Essential
- Experience sufficient to provide advice and support to managers and staff on all aspects of the role without day-to-day supervision or direction
- Experience of advising managers through investigations and at disciplinary hearings
- Up to date knowledge of employment law and good employment practice.
- Extensive experience of advising managers on how to handle complex, contentious and highly sensitive employee relations issues including writing management statements of case and advising at disciplinary hearings and other formal hearings.
- Experience of coordinating multiple workplace activities (such as ER case work for example)
- Commitment to partnership working
- Knowledge of the current HR Agenda in the NHS
- Experience of working successfully in a complex, busy, and large-scale business
Desirable
- NHS experience
- Experience of undertaking job evaluations
- Experience of managing organisational change including redundancy and TUPE
- Line management experience
- Experience of policy review and development
- Experience of developing and delivering training to managers on a range of ER topics
Skills, Knowledge and Attributes
Essential
- Able to contribute immediately to the work of the department and establishing professional credibility
- Able to advise managers up to senior level on complex ER issues including formal hearings
- Able to support workforce colleagues, acting as a role model and able to professionally and personally develop team members
- Able to build positive relationships with managers, colleagues and Trade Union representatives.
- Able to interpret and apply employment law for use in employment cases, developing and reviewing Health Board employment policies
- Able to convey ideas and advice clearly, concisely, with conviction and in a persuasive manner often in the face of opposition or hostility when advice is challenged.
- Able to understand the HR issues arising from operational management issues and advise managers appropriately and persuasively on the action they should take.
- Demonstrate commitment to the use of good HRM practices in the business and be able to coach managers on how to apply HRM practices appropriately
- Good analytical skills. Able to analyse reports and data and act on these appropriately.
- High standard of verbal and written communication skills/able to generate own correspondence and reports. Able to explain and persuade others through written and oral argument, and gain acceptance for issues that may be unwelcome or new
- Able to promote and act as an advocate for the HR department and represent the service at meetings
- Adaptable, flexible and innovative approach to work
- Ability to prioritise/organise work load
- Ability to work as part of a team
- Value diversity and difference, operates with integrity and openness
- Works across boundaries, looks for collective success, listens, involves, respects and learns from the contribution of others
Desirable
Person Specification
Qualifications
Essential
- Working towards Associate CIPD qualification with evidence of on-going Continuous Professional Development (CPD)
- Bachelors Degree or Equivalent Experience
Desirable
- Associate CIPD qualified
- Post graduate level of study
- Coaching qualification
Experience
Essential
- Experience sufficient to provide advice and support to managers and staff on all aspects of the role without day-to-day supervision or direction
- Experience of advising managers through investigations and at disciplinary hearings
- Up to date knowledge of employment law and good employment practice.
- Extensive experience of advising managers on how to handle complex, contentious and highly sensitive employee relations issues including writing management statements of case and advising at disciplinary hearings and other formal hearings.
- Experience of coordinating multiple workplace activities (such as ER case work for example)
- Commitment to partnership working
- Knowledge of the current HR Agenda in the NHS
- Experience of working successfully in a complex, busy, and large-scale business
Desirable
- NHS experience
- Experience of undertaking job evaluations
- Experience of managing organisational change including redundancy and TUPE
- Line management experience
- Experience of policy review and development
- Experience of developing and delivering training to managers on a range of ER topics
Skills, Knowledge and Attributes
Essential
- Able to contribute immediately to the work of the department and establishing professional credibility
- Able to advise managers up to senior level on complex ER issues including formal hearings
- Able to support workforce colleagues, acting as a role model and able to professionally and personally develop team members
- Able to build positive relationships with managers, colleagues and Trade Union representatives.
- Able to interpret and apply employment law for use in employment cases, developing and reviewing Health Board employment policies
- Able to convey ideas and advice clearly, concisely, with conviction and in a persuasive manner often in the face of opposition or hostility when advice is challenged.
- Able to understand the HR issues arising from operational management issues and advise managers appropriately and persuasively on the action they should take.
- Demonstrate commitment to the use of good HRM practices in the business and be able to coach managers on how to apply HRM practices appropriately
- Good analytical skills. Able to analyse reports and data and act on these appropriately.
- High standard of verbal and written communication skills/able to generate own correspondence and reports. Able to explain and persuade others through written and oral argument, and gain acceptance for issues that may be unwelcome or new
- Able to promote and act as an advocate for the HR department and represent the service at meetings
- Adaptable, flexible and innovative approach to work
- Ability to prioritise/organise work load
- Ability to work as part of a team
- Value diversity and difference, operates with integrity and openness
- Works across boundaries, looks for collective success, listens, involves, respects and learns from the contribution of others
Desirable
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).
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).
