Band 5 HR Advisor (FTC 9 months)

Posting date:	24 July 2025
Salary:	£29,970.00 to £36,483.00 per year
Additional salary information:	£29970.00 - £36483.00 a year
Hours:	Full time
Closing date:	12 August 2025
Location:	Yeovil, BA22 8HR
Company:	NHS Jobs
Job type:	Contract
Job reference:	D9462-SOMICB021-25

Summary

The HR Adviser will act as a first point of contact for all HR queries for their People Team, including complex recruitment issues, employee relations, Agenda for Change terms and conditions and ICB HR Policies and Procedures The role will ensure the efficient delivery of HR services, contributing to workforce initiatives that align with the NHS People Plan and the strategic objectives of the ICB. The post-holder will act as a key point of contact for HR and OD queries, maintain accurate records, support project delivery, and coordinate activities to ensure the smooth running of HR and OD functions Provide HR advice on a range of HR related issues, to managers and staff, maintaining an empathetic and reassuring approach when dealing with particularly complex or sensitive information. Provide advice on employment matters with particular regard to effective and timely resolution of discipline, grievance, sickness, capability and bullying and harassment casework often involving complex and sensitive issues requiring tact and diplomacy. They will proactively take action to modernise processes and procedures to improve efficiency and effectiveness. KEY RESPONSIBILTIES OF THE ROLE: Administrative Support Provide comprehensive administrative support for HR and OD activities, including recruitment, onboarding, training, and organisational development initiatives. Maintain accurate and up-to-date HR records and databases, ensuring compliance with data protection and confidentiality requirements. Prepare reports, presentations, and correspondence as required by the HR and OD teams. To act as a first point of contact for all HR queries for their delegated area, redirecting and escalating queries appropriately where necessary within the HR Team. Offer day to day advice on contractual issues including Agenda for Change terms and conditions, general employment law and Human Resource best practice including advice on the best way through a situation, which can be complex and sensitive, giving options and escalating to the HRBP, or HR Manager as appropriate. Establish and maintain effective working relationships with Line Manager in providing support and advice to managers and staff members in relation to employee relation matters. Recruitment and Onboarding Support the end-to-end recruitment process, including advertising vacancies, coordinating interviews, and issuing offer letters and contracts. Ensure new starters are onboarded effectively, providing relevant documentation and coordinating induction activities. Monitor pre-employment checks (e.g., DBS, references) and ensure compliance with NHS employment standards. To provide advice and support to the relevant Management Teams on the recruitment process and related documentation, including supporting managers in the creation of job descriptions and person specifications. Organisational Development Support Assist in the coordination and delivery of OD initiatives, including training sessions, workshops and engagement activities using a coaching style. Maintain training records and assist in evaluating the impact of OD programmes. Support the implementation of equality, diversity, and inclusion initiatives. Employee Relations and Policy Support Support the administration of employee relations processes, including notetaking at meetings and maintaining records. Assist in the development, review, and dissemination of HR and OD policies and procedures. Data Management and Reporting Manage and maintain HR systems, ensuring accurate data entry and records management. Using one or more information system. Prepare regular and ad hoc workforce reports, including absence, turnover, and training compliance metrics, excel & ESR. Ensure compliance with GDPR and NHS data protection policies in all record-keeping and reporting activities. Project Coordination Provide administrative support for HR and OD projects, including scheduling meetings, tracking actions, and coordinating stakeholder communication. Assist in the delivery of workforce initiatives, such as staff surveys and engagement activities. Maintain project documentation and monitor progress against timelines. Stakeholder Engagement Build and maintain effective relationships with internal and external stakeholders, including managers, staff, and external partners. Liaise with external providers, such as training providers and recruitment agencies, to ensure the effective delivery of services. Human Resources Provides advice on a range of HR policies and procedures and terms and conditions of employment to managers, staff and local trade union representatives. Required to work with managers and staff to resolve queries within their level of knowledge and experience, taking advice from the HRBP as and when required. To liaise closely with Staff side in order to bring cases to conclusion quickly whilst ensuring that standards are upheld. To liaise with experts/line managers in respect of disciplinary and grievance matters to ensure that cases are undertaken quickly and in line with policy and best practice Provide managers with support and advice during formal sickness interviews Deliver HR skills training sessions as required on employment policies and other corporate HR initiatives focused on local needs and objectives. Act as a point of contact for information and advice on employment policies and procedures including employment legislation, NHS terms and conditions, pay and equality and diversity. Attend meetings as designated to provide information and advice on the employment processes and updates to Line Managers. Ensure all documentation is compliant and advise managers on required changes as necessary. Organise own workload and provide support to the HR & OD team. Freedom to Act-AutonomyPlans own working day and works on own using initiative. Financial & Physical Resources Whilst there is no budget responsibility the post holder must be financially aware of the importance of ensuring paperwork is complete and accurate, before sending to Payroll. This ensures that there are no financial implications - leavers are not overpaid, and any outstanding holiday pay is included. New starters are not inconvenienced and are paid according to when they commenced employment. Ensure all documentation is compliant and advise managers on required changes as necessary.To assist and advise employees on payroll and pension queriesMental EffortPeriods of intense concentration paying meticulous attention to detail when working on spreadsheets, reports and policiesInterruptions from staff and managers frequent Emotional Effort There will be occasion when dealing with individuals that are distressed.Deals with welfare issues The job description and person specification are an outline of the tasks, responsibilities and outcomes required of the role. The job holder will carry out any other duties as may reasonably be required by their line manager.