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Workforce Manager
| Dyddiad hysbysebu: | 25 Chwefror 2025 |
|---|---|
| Cyflog: | £37,338.00 i £44,962.00 bob blwyddyn |
| Gwybodaeth ychwanegol am y cyflog: | £37338.00 - £44962.00 a year |
| Oriau: | Llawn Amser |
| Dyddiad cau: | 16 Mawrth 2025 |
| Lleoliad: | Coalville, LE67 3FT |
| Cwmni: | NHS Jobs |
| Math o swydd: | Parhaol |
| Cyfeirnod swydd: | E0349-25-0003 |
Crynodeb
People Practice Management To maintain an understanding and awareness of legislative and case law developments and the practical implications that this will have now and in the future for our organisation To provide relevant and support to people managers on situations that require sensitive handling, expertise, and knowledge, (appropriately escalating to line manager), such as Supporting people managers with difficult conversations Performance management plans Management of change scenarios Redundancy TUPE To maintain the smooth running of standard day-to-day People Practice team functions, but not limited to Lead on all recruitment activities and responsibilities Conduct reviews of annual leave, absence management, mandatory learning, and onboarding activities with people managers Conduct reviews of performance against objectives with people managers for their teams Lead on the development and implementation of mechanisms for resolving conflicts, handling grievances, and ensuring compliance with employment laws, creating documentation, ensuring storage is compliant and consistency is achieved across people management team To provide a knowledge and provision of professional, high quality, People Practice advice, to support both internally and externally diverse needs of the workforce To support PCL with developing functions that can be replicated and expanded across multiple entities, through growth of the existing organisation or through sales to other organisations Workforce Planning and Development To support the Head of People Practice and Workforce Strategy and wider senior management team with the design and implementation of performance plans and frameworks which highlight support for staff whilst ensuring accountability for own development and performance To support effective organisational change, ensuring the workforce is responsive to changes within the company by managing organisational change effectively To lead on the research and scoping of systems that support with workforce, ensuring that new systems implemented will be fit for purpose for the medium to long term vision of the organisation To support the People Practice function in implementing systems that support with workforce, embracing changes and personal and organisational development. Including engagement with people managers and their teams prior to, during and post implementation. To foster a culture within PCL that enables staff to maximise their contribution to service objectives and to personal development and growth. Company Polices To lead on the storage and maintenance of all company policies, ensuring accessible to all areas of the organisation, relevant and compliant To lead on the delivery of People Practice policies and processes to manage employee relations effectively, ensuring high levels of staff engagement and morale To engage with relevant stakeholders and policy owners to achieve a demonstrable overview of current and future company position of company policy library To lead on the development and implementation of policies which protect and support areas such as the flexible needs of the workforce and services offered through utilisation of different contractual and payment mechanisms. Always ensuring that this is in line with employment law and linking in with colleagues around tax and other implications To support the creation and management of policies that protect the organisation whilst supporting individuals in changing circumstances. Ensuring that policies are kept up to date for these scenarios and that they reflect fairness and application of the organisation. Ensuring the need to be updated in line with current vision, values, and objectives Workforce Management and Rostering To oversee and maintain the workforce rostering function across the organisation, providing an independent and impartial view to satisfy conflicting operational team demands To lead on the maintenance of a strong understanding of workforce skills, capabilities, and development areas, identifying and creating solutions to satisfy the gaps within the operational teams, working closely with operational mangers across the organisation To develop and keep up to date and relevant policies which impact on flexible workers or minority groups such as lone working policies and zero hours policies Lead on the reporting for workforce gaps against operational requirements in a visual and effective way, utilising analytical reports in conjunction with the Business Intelligence team Employee Relations and Wellbeing Lead and support the promotion of employee wellbeing initiatives, providing a supportive environment that enhances staff health and work-life balance. To escalate where colleagues deviate from this with managers to foster the culture of support Lead on the engagement of the workforce for feedback to be given at every level, ensuring that people managers are as effective as possible and have identified development goals To lead on obtaining feedback on organisational culture through staff surveys and other activities to improve the quality of working life so that staff feel involved, motivated, and supported in their work Promote and provide visibility of all Wellbeing and colleague feedback initiatives, ensuring progress plans and actions are accessible to all employees where relevant Report to Head of People Practice and Workforce Strategy with identifiable trends, feedback, and progress Recruitment and Retention To maintain a strong governance process around recruitment for the organisation, ensuring consistency, building opportunities, and attracting talent, keeping the organisation safe and ensuring this is fair and equitable for all Work directly with people managers to identify the most appropriate platform for recruitment, ensuring this remains cost effective to the organisation To build stakeholder relations enabling the socialising of PCL job adverts are effective across healthcare systems to foster attraction and retention of talent To develop partnerships with local organisations, education sector and agencies to attract and retain talent Oversee the innovation of ensuring the organisation has an effective implementation of retention strategies, reducing turnover and building long-term workforce sustainability Data and Analytics To lead on the development and presentation of data on workforce at different levels of the organisation and group structure To develop a strong relationship with the Business Intelligence Team to provide quantitative and qualitative People Practice data for all areas of the organisation and stakeholders To support the use of trends and data analytics to drive changes within the organisation for performance, resource allocations, staff satisfaction and wellbeing and beyond Strategy Development Champion PCL's values, promoting inclusivity, diversity, and equality within the workforce.Support with the implementation of a forward-thinking People Practice strategy and development for the organisation, ensuring the People Practice Strategy is aligned with PCL goals and workforce challenges Contribute and support with the implementation of a forward-thinking People Practice strategy, inclusive of organizational workforce engagement, aligned with PCLs vision, values and strategic objectives Attend external events around workforce strategy with LLR ICB and beyond Engaging with professional bodies as required Personal Development: Deputising for the Head of People Practise and Workforce Strategy as required Be committed to continued professional development and learning new skills Attending webinars and events that may be internal or external to the business to better understand the People Practice industry and future planning Keep up to date with all new and mandatory training associated with the role Attending PCL Stakeholder events to broaden your network and build relationships Attending our bi-annual PCL staff development and engagement sessions