HR Manager
| Posting date: | 27 June 2025 |
|---|---|
| Salary: | £20.51 to £23.07 per hour |
| Additional salary information: | £20.51 - £23.07 an hour |
| Hours: | Full time |
| Closing date: | 17 July 2025 |
| Location: | Witney, OX29 4QB |
| Company: | NHS Jobs |
| Job type: | Permanent |
| Job reference: | A1894-25-0001 |
Summary
Key responsibilities Review existing HR systems, procedures and policies and introduce changes to increase efficiencies Develop the HR strategy with brief from the Practice Business Manager and Partners in line with the business development plan for the Practice, including a workforce development plan Lead the end-to-end recruitment process with responsibility for coaching, motivation and effective training when delegating this process Ensure Employment Law and GP contractual compliance Supporting and coaching Line Managers to ensure effectiveness in their roles Manage all employee relations issues Design and deliver coaching/development for HR related topics to enhance performance and best practice in managing people and to include workshops Develop HR KPI's, producing relevant data for the Partners and the Practice Business Manager to include absence, turnover and recruitment Design and deliver a KPI suite to enable the Practice Business Manager to measure performance Completion of HR systems, policies and procedures review with clear recommendations and implementation plan Following specification of the HR strategy brief, deliver strategy proposals and implementation plan Stay up to date with changes in employment legislation and HR best practices, ensuring compliance across all HR policies and procedures Duties to include: Job Description accuracy and preparation for new posts Review and updating the Employee Handbook Review of all HR and related policies Preparation of contractual documents for all Practice staff, including clinicians Ensuring new recruitment is compliant with Employment Law Ensuring exit interviews for all exiting staff members Managing conflict Assisting the Bookkeeper with payroll and pension data Facilitating the implementation of a paperless recording system for all Practice staff member records Providing an effective HR advisory service to all employees in relation to absence, health issues, well-being, conduct, capability, grievance, change and other employee relations matters. Managing all HR investigation, grievance and disciplinary matters and advising managers, the Practice Business Manager and GP Partners on the best course of action Attend all senior management meetings Development of the teams ethos through effective HR policies and procedures Responsibility for the recruitment and selection process of all non-clinical staff. Support and guidance for the recruitment and selection process for clinical staff Facilitate the development of an effective primary health care team Designing and implementing annual appraisals for non-clinical and clinical staff Working with the Senior Management Team to establish training and development budgets Identifying relevant, new and cost-effective methods of training and up skilling the practice, pharmacy Evaluating and engaging with respected external validation programmes, e.g. Investors in People Working with the Senior Management Team and Partners advise on risk assessments as they become relevant Strengthen and manage communications to the practice and pharmacy teams e.g. digital bulletins Assess annually, employee satisfaction Working with the Management Team to ensure mandatory training for the non-clinical and clinical teams, specifically the programme of monthly training events for the practice and pharmacy teams as a whole Ensure adequate protected time for learning in line with practice and pharmacy needs. Miscellaneous Other associated duties, which may be decided upon by the Practice Business Manager from time to time. Other This is not an exhaustive list and may be changed in light of ever-changing service need and national and local policy. Therefore, the job description will encompass any other duties deemed appropriate for the post holder within the scope of the post as determined by the Partners and Practice Business Manager. Any changes would be discussed fully with the post-holder.