HR Manager
| Dyddiad hysbysebu: | 21 Awst 2025 |
|---|---|
| Cyflog: | £63,119.60 bob blwyddyn |
| Gwybodaeth ychwanegol am y cyflog: | £63119.60 a year |
| Oriau: | Llawn Amser |
| Dyddiad cau: | 04 Medi 2025 |
| Lleoliad: | Sunderland, SR5 2TA |
| Cwmni: | NHS Jobs |
| Math o swydd: | Parhaol |
| Cyfeirnod swydd: | U0012-25-0032 |
Crynodeb
Strategic & Operational Leadership Working with the Chief Executive, the Senior Management Team and other key stakeholders to develop strategic plans for the organisation, consistent with and supportive of the strategic direction of key partners. Taking a strategic approach to developing the HR function over the longer term. Develop and implement a people plan aligned to business goals to enable the delivery of people strategies in partnership with stakeholders. Support organisational transformation and projects such as TUPE and organisational design Promote a coaching-led approach to leadership development and performance enhancement. Utilise systems to deliver compliant data, analytics, and reporting. Take personal responsibility for maintaining up to date generalist HR knowledge and expertise and good current knowledge of the business environment. HR Service Delivery & Compliance Managing the HR Team in the day to day operational activities of the department whilst encouraging team development as well as flexibility to support emerging business needs and the growth of the workforce. Supporting the HR team to deliver the full employee life cycle including advice on employment issues, recruitment, appraisal, development and disciplinary concerns. Supporting senior and line managers in the management of complex employment issues; providing professional advice in line with employment case law and employment best practice and seeking expert advice in very complex scenarios. Developing and implementing HR policies and procedures compliant with statute, employment law and best practice. Developing contracts of employment to reflect emerging business needs. Where the organisation has inherited multiple terms and conditions through, for example, TUPE legislation, lead on any initiatives to harmonise terms and conditions in a fair and equitable manner. Ensure information and data governance relating to employee data is processed to all relevant standards such as General Data Protection Regulations. Reward and Benefits Develop and implement a job evaluation programme and in partnership with the Head of Finance, establishing a commensurate salary structure that ensures the organisations pay and compensation offer is fair and consistent to all employees. Ensuring the provision of a competitive employee benefits package to attract and retain talent Co-ordination of payroll submissions on a monthly basis to include all adjustments for maternity/paternity pay, sick pay or any other deviations from standard salaries. Culture and Engagement Developing the organisational culture in line with the Alliance aim of being an employer of choice through leading on a programme of employee engagement to ensure there is a two-way dialogue between the organisation and employees. Managing the employee engagement survey and output to include benchmarking to external schemes, such as The Sunday Times Best Places to Work. Promoting the Alliance as an employer of choice through appropriate channels such as recruitment events, conferences and social media platforms, for example, LinkedIn. Engage with developing system wide initiatives to provide greater efficiencies in the delivery of health and social care. This may involve representing the organisation at system-wide meetings addressing workforce issues; Develop responses and initiatives to system-wide workforce issues, consulting with member practices to understand their workforce requirements and identify appropriate solutions; Work with other stakeholders, including Health Education England, Sunderland ICB, and Sunderland University, as well as other community as appropriate Network with other agencies (both statutory and voluntary) and develop appropriate links to further the work of the practice and Sunderland GP Alliance. Wellbeing To design and deliver the employee wellbeing strategy which is to be assessed against external benchmarking standards such as Better Health at Work Award. To liaise with the Occupational Health provider as required. Learning and Development Manage the provision of learning platforms to meet business needs. Developing and leading on a comprehensive induction programme for all new employees. Design and implement career pathways to support succession planning. Developing and implementing a performance appraisal programme that aligns employee objectives with the organisations strategic direction; coach and develop managers to appraise against these objectives and develop action plans to meet objectives and personal development aims. Assessment of training needs and in conjunction with line managers, development of training programmes that meet employee requirements. Health & Safety Responsible for the organisations Health & Safety obligations, ensuring compliance with legislative requirements. Liaising with the Health and Safety provider to ensure all audits are complete. Training & Development Fully participates in training and development, meeting any, and all, requirements of any courses funded, or part-funded by the Alliance. Engages in a programme of ongoing support and feedback to maximise the benefit of the training and development plan. Confidentiality In the performance of the duties outlined in this job description, the post-holder may have access to confidential information relating to patients and their carers, Practice staff and other healthcare workers. All such information from any source is to be regarded as strictly confidential. Information relating to patients, carers, colleagues, other healthcare workers or the business of the Alliance may only be divulged to authorized persons in accordance with the Alliances policies and procedures relating to confidentiality, and the protection of personal and sensitive data. Health & Safety The post-holder will assist in promoting and maintaining their own and others health, safety and security as defined in the Alliances Health & Safety Policy to include: Identifying the risk involved in work activities and undertaking such activities in a way that manages those risks. Ensuring that all accidents or dangerous accidents are reported and investigated and follow up action taken where necessary. Equality and Diversity The post-holder will support the quality, diversity and rights of patients, carers and colleagues to include: Acting in a way that recognizes the importance of peoples rights, interpreting them in a way that is consistent with current legislation. Respecting the privacy, dignity, needs and beliefs of patients, carers and colleagues. Behaving in a manner which is welcoming to and of the individual, is non-judgemental and respects their circumstances, feelings, priorities and rights. Quality The post-holder will strive to maintain quality within the Alliance, and will: Alert other team members to issues of quality and risk. Assess own performance and take accountability for own actions, either directly or under supervision. Contribute to the effectiveness of the team by reflecting on own and team activities and making suggestions on ways to improve and enhanced the teams performance. Work effectively with individuals in other agencies to meet patients needs. Effectively manage own time, workload and resources. Communication The post-holder should recognize the importance of effective communication within the team and will strive to: Communicate effectively with other team members. Communicate effectively with patients and carers. Recognise peoples needs for alternative methods of communication and respond accordingly.