Hr Assistant jobs in United Kingdom

HR Business Partner, Community Mental Health & Adult Learning Disability Directorates

An exciting opportunity to join the well-respected People team (ER & HRBP team) at Oxleas as an HRBP providing support to our Community Mental Health and Adult Learning DisabilityServices. You will be passionate about making Oxleas a great place to work - an engaging & caring leader committed to tackling inequalities & supporting the delivery of excellent care to our patients & our local communities.

Fully CIPD qualified & a current CIPD Member, you will bring considerable HR experience & a demonstrable commitment to delivering a high-quality & solution-focused approach. You need strong knowledge of employment law & ER casework experience alongside acting as an advocate for change in support of the Trust's strategies. You will act as a full business partner to your Directorate management team with the ability to gain credibility at an early stage.

The successful candidate will be based at Trust HQ Pinewood House, near Bexley, Kent, with some flexibility for agile (home) working but the role will involve travel to our services across the boroughs of Bexley, Bromley & Greenwich. You may be asked to travel to other Oxleas sites across the Trust as & when required.

Informal discussions are welcomed by Debbie Clifford, Head of Employee Relations & Business Partnering debbie.clifford1@nhs.net/02038715621 or kim.gilbey@nhs.net

Job Summary

To contribute to the development and implementation of the Trust's strategic aims and HR strategy as a proactive member of both the HR and local Directorate management team.

Responsible for provision of a specialist advisory service to managers on all aspects of Human Resource matters.

To act as an advocate of change and modernisation in support of the Trust Business and HR strategies.

To work extensively in partnership with external stakeholders, which include local authorities, commissioners and trade unions to name a few, all of which need exceptional communication, negotiation and influencing skills to support delivery of the directorates' people agenda

To line manage the HR Advisor for Community Mental Health & Adult Learning Disability Services to ensure the provision of a comprehensive and high quality HR service to all staff within a designated area.

To promote best practice in human resource management through the effective use of performance management systems including appraisal and personal development planning

Operate in a multi-unionised and multi-professional employee relations environment.

To deputise for the Head of ER and Business Partnering.

To provide specialist knowledge in areas including agenda for change, TUPE and organisational change.

To undertake ad-hoc projects as and when required by the Head of ER & Business Partnering.

Oxleas offers a wide range of NHS healthcare services to people in community and secure environment settings. Our services include community health care such as district nursing and speech and language therapy, care for people with learning disabilities and mental health care such as psychiatry, nursing and therapies. Our multidisciplinary teams look after people of all ages and we work in close partnership with other parts of the NHS, local councils and the voluntary sector and through our new provider collaboratives. Our 4,300 members of staff work in many different settings including hospitals, clinics, prisons, secure hospitals, children's centres, schools and people's homes.

We have over 125 sites in a variety of locations in the South of England. In London we operate within the Boroughs of Bexley, Bromley Greenwich and into Kent. We manage hospital sites including Queen Mary's Hospital, Sidcup and Memorial Hospital, Woolwich, as well as the Bracton Centre, our medium secure unit for people with mental health needs. We are the largest NHS provider of prison health services providing healthcare to prisons within Devon, Dorset, Bristol, Wiltshire and Gloucestershire, Kent and South London. We are proud of the care we provide and our people.

Our purpose is to improve lives by providing the best possible care to our patients and their families. This is strengthened by our new values:

• We're Kind
• We Listen
• We Care

To manage the directorate HR team to ensure the provision of a comprehensive and high quality HR service to all staff within a designated area.

To promote best practice in human resource management through the effective use of performance management systems including appraisal and personal development planning

Operate in a multi-unionised and multi-professional employee relations environment.

To deputise for the Head of ER and Business Partnering.

To provide specialist knowledge in areas including agenda for change, TUPE and organisational change.

To undertake ad-hoc projects as and when required by the Head of ER and Business Partnering.

Planning and Strategy

To lead and develop an HR team establishing quality standards for the provision of services and contribute to the HR Directorates development plans.

To contribute towards the development and delivery of the HR strategy.

To contribute to the annual business planning process with particular emphasis on the development of directorate, departmental, and individual HRM objectives, highlighting trends, areas of concern, achievements and challenges in delivering the National Service Framework targets, clinical governance and service delivery plans.

To support the ongoing development of directorate workforce plans. Contribute to the annual business planning process with emphasis on HR objectives.

To lead on the development of Workforce information and work with directorate management teams to positively influence strategy and outcomes.

Organisational Change

To actively participate in the planning and implementation of modernisation and change programmes across the Trust. To facilitate a constructive framework of partnership working with trade union and professional representatives.

To support the directorates with bids for new services as well as defensive tender processes.

To manage staff change activities for closures and/or acquisition of services, in line with TUPE (Transfer of an Undertaking Protection of Employment Regulations) legislation.

To facilitate and manage change in line with service modernisation and redesign.

Employee Relations

To assist with maintaining a climate of employee relations that develops feelings of mutuality, encourages co-operation and minimises the causes and effects of conflict.

To facilitate good employee relations and advise managers and staff accordingly on good practice. To support managers in effective implementation of the Trusts HR policies, up to and including formal hearings, appeals and attendance at Employment Tribunal.

To advise managers on highly complex and highly sensitive issues, identifying key issues and risks from the information provided. This includes conflict resolution through persuasion, negotiation and mediation, in accordance with formal procedures.

Respond to hostile and crisis situations as required.

To address complaints from members of staff and patients in a timely and effective manner.

To draft policies and lead on policy implementation, research and review.

To draft employment tribunal papers and produce and advise on management cases for formal hearings.

To interpret employment legislation and case law, providing authoritative advice on all HR related issues, including capability, conduct, discrimination and maternity.

To monitor employee relations trends and highlight patterns for managers. To ensure that all managers are adequately trained and supported in dealing with employee relations issues.

To ensure that sickness/absence levels are monitored and problem areas identified. To ensure that appropriate sickness level targets are developed in conjunction with managers ensuring that information provided is used effectively to assist in the reduction of sickness levels.

Team Management

To contribute to the leadership of the Operational HR teams, and provide specific leadership to own HR team, ensuring the engagement of the team in delivering a high quality service.

To maintain consistently high professional standards and act in accordance with the CIPD Code of Professional Conduct and to be a role model for the other members of the team.

To oversee the performance management of the HR team through PDR and supervision, which includes setting clear performance targets and providing regular feedback in order to ensure a high performing, efficient, engaged and highly motivated workforce.

Staff Engagement

To lead on the development of a climate of active staff engagement in support of the objectives of the Trust.

To support the local implementation of the Trusts health and wellbeing agenda including development of action plans to address staff survey results.

To use the national staff survey and local surveys to develop innovative ways of tracking and reporting on staff experience, to develop interventions to enhance engagement.

Proactively work with managers and staffside representatives to develop and promote a culture of positive employee relations and effective partnership working.

Training and Development

To provide Trust-wide training (formal/informal) to line managers on policy and procedures to support good HR management across the Trust, ensuring line managers are trained and supported in dealing with staff management issues.

To draft and update training programmes as and when needed, developing bespoke organisational development and training initiatives as required.

To champion the continuous development of leadership by contributing to the directorates talent management process.

To assist with promoting a positive learning & personal development culture throughout the Trust.

Recruitment and Retention/Pay and Reward

To have overall responsibility for recruitment of staff to the directorate ensuring an effective link with line managers and the central recruitment function.

To advise managers about the design of job roles, structure and the Agenda for Change job evaluation process and take an active part in the job evaluation process.

To represent the Trust at the appropriate workforce groups.

To influence the development of departmental and management structures and ensure that decisions on the banding of posts are made in line with Trust protocols. To advise on job profiling.

To check recruitment requests for the directorate and ensure that the principles of the Trusts Equality and Human Rights Policy are adhered to.

To work closely with the central recruitment team in analysing the effectiveness of recruitment and retention initiatives.

To support and advise on development of clear, flexible career pathways including competency frameworks.

Workforce Information and performance

To contribute to the development and review of workforce information and productivity measures, and ensure their use in all aspects of HR management. Be responsible for its monitoring, analysis and implementation within the directorate.

To actively contribute to the development of directorate strategies for resource management, clinical governance and service delivery. In conjunction with Corporate HR and managers, prepare and analyse staff profile reports; these will include regular information on staff headcount, starters, leavers, bank and agency usage, sickness and turnover, age, disability and ethnicity. Be familiar with the Trusts computerised and integrated HR information system to input, retrieve, analyse and report information as and when necessary.

To support the development and use of the E-roster system in the Directorate.

• CIPD Qualified MCIPD
• Active CIPD membership

• HR experience 4 year's, generalist - Employee Relations casework, Change Management, TUPE and Workforce Planning
• HR Management/Business Partnering skills, performance management, negotiating/influencing/problem solving skills

• Ability to understand, manipulate and analyse electronic HR data/reports and present

• Ability to travel across multiple sites
• UK driving licence and access to car

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.