Job summary
IF YOU ARE INTERESTED IN APPLYING FOR THE SECONDMENT POSITION, YOU MUST OBTAIN PERMISSION FROM YOUR CURRENT LINE MANAGER PRIOR TO APPLYING FOR THIS POST.
We are seeking to appoint a Senior People Officer to work within the Pan People Services Team. The successful candidate will predominantly support the Mental Health and Learning Disabilities Division.
This is secondment cover until 31/05/2026.
Main duties of the job
To provide designated services within the Health Board with a high quality and proactive operational People service (HR/OD).
Develop and maintain regular contact with line managers and other stakeholders to build an in-depth understanding of the workforce needs and future challenges.
To provide advice to line managers in all aspects of workforce policies and procedures to achieve the successful conclusion of informal case management. The post holder will also be involved in change management consultations.
To coach managers in their development and education.
Work alongside managers and clinicians to develop and implement HR service strategies, operational structures and policies to meet service needs.
To work closely and in partnership with staff side colleagues to support to positive changes in the workplace and the timely and reasonable undertaking of employee relations activity.
The post holder will provide a proactive and professional service to a specific client group including advice on informal stages of employee relations matters, recruitment and retention, workforce policies and procedures and NHS terms and conditions. The post holder will be, expected to act as a professional role model and first line support for work guidance as required.
The ability to speak Welsh is desirable for this post; Welsh and/or English speakers are equally welcome to apply.
About us
Betsi Cadwaladr University Health Board (BCUHB) is the largest health organisation in Wales, with a budget of £1.7 billion and a workforce of over 19,000 staff. The Health Board providesprimary, community, mental health and acute hospital services for the population of North Wales.
BCUHB provides a full range of primary, community, mental health, acute and specialist hospital services across 3 acute hospitals, 22 communityhospitals and a network of over 90 healthcentres, clinics, community health team bases and mental health units. BCUHB alsocoordinates or provides the work of 113 GP practices andthe NHS services provided by dentists, opticians and pharmacists across the region.
The Health Board is an integrated health system which strives to excellent compassionate care delivered in partnership with the public and other statutory and third sector organisations. BCUHB has a developed relationship with the universities in North Wales and with the University of Bangor is seeking medical school status and operates in a research-rich learning culture.
Job description
Job responsibilities
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
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
- Associate CIPD qualified with evidence of on-going Continuous Professional Development (CPD)
- Post graduate level of study, or experience equivalent to study at this level
Desirable
- MCIPD
- Bachelors Degree
- 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 devising & delivering training to managers on range of ER topics
- Experience of policy review and development
- Knowledge of the current HR Agenda in the NHS
- Experience of working successfully in a complex, busy and large scale business
- Commitment to partnership working
Desirable
- Experience of attending employment tribunals
- NHS experience
- Knowledge of TUPE
- Experience of undertaking job evaluations
- Experience of managing organisational change including redundancy and TUPE
- Line management experience
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 Trust 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.
- Able to take accurate records of disciplinary hearing, appeals hearings for use in subsequent Employment Tribunal hearings
- 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
- Associate CIPD qualified with evidence of on-going Continuous Professional Development (CPD)
- Post graduate level of study, or experience equivalent to study at this level
Desirable
- MCIPD
- Bachelors Degree
- 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 devising & delivering training to managers on range of ER topics
- Experience of policy review and development
- Knowledge of the current HR Agenda in the NHS
- Experience of working successfully in a complex, busy and large scale business
- Commitment to partnership working
Desirable
- Experience of attending employment tribunals
- NHS experience
- Knowledge of TUPE
- Experience of undertaking job evaluations
- Experience of managing organisational change including redundancy and TUPE
- Line management experience
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 Trust 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.
- Able to take accurate records of disciplinary hearing, appeals hearings for use in subsequent Employment Tribunal hearings
- 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).
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).
