Job summary
The role of HR Manager will support Suffolk and North EastEssex to drive forward the SNEE ICBs philosophy, approach and commitment tovaluing people. The post holder willlead a range of HR based work programmes.The role will provide a professional strategic HR service, ensuring upto date expert, consistent advice, support and practice covering all staff.
Main duties of the job
To deliver a comprehensive HRservice (including Medical Staffing) within SNEE ICB in line with nationalpolicies and local needs.
To be responsible for thedevelopment, implementation and performance monitoring of the local HRstrategy.
To develop and implement a rangeof HR policies and terms and conditions that affect all levels of staff across SNEEICB.
Provide effective leadership andmanagement of the HR team ensuring continued personal and professionaldevelopment of HR staff and maintaining a high standard of professionalism.
Work in partnership with seniormanagers and staff side being accountable for delivery of the HR aspects of serviceplans.
Contribute to the development andimplementation of the strategy for organisational change, ensuring that changetakes place smoothly and as seamlessly as possible through the provision ofadvice and guidance to managers ensuring there is well-timed and effectivecommunication with staff and their representatives.
Fully participate and contributein formal Corporate Committee meetings requiring HR representation, Remuneration Committee, Joint Staff Forum
About us
The NHS Suffolk and North-East Essex Integrated Care Board(ICB) plans and buys healthcare services for our population. This function iscommonly referred to as commissioning. To do this, we work within a budget of around£ billion, which is set by NHS England, and work closely with localgovernment and the NHS providers in our area. Our performance is judged by howwell our local health and care system as a whole is working, including thehealth outcomes of our communities. The ICB has delegated some authority to the threehealth and wellbeing alliances that operate in Suffolk and North-East Essex toact on its behalf. This is to ensure that the needs of smaller, local areas areaddressed. The ICB remains accountable for all of its functions, includingthose it has delegated. Local residents have a big role to play in theoperation of the ICB. We rely on the experiences and perspectives of ourcommunities to help shape our decision-making.
Job description
Job responsibilities
HR Strategy andOrganisation:
To deliver a comprehensive HRservice (including Medical Staffing) within SNEE ICB in line with nationalpolicies and local needs.
To be responsible for thedevelopment, implementation and performance monitoring of the local HRstrategy.
To develop and implement a rangeof HR policies and terms and conditions that affect all levels of staff across SNEEICB.
Provide effective leadership andmanagement of the HR team ensuring continued personal and professionaldevelopment of HR staff and maintaining a high standard of professionalism.
Work in partnership with seniormanagers and staff side being accountable for delivery of the HR aspects of serviceplans.
Contribute to the development andimplementation of the strategy for organisational change, ensuring that changetakes place smoothly and as seamlessly as possible through the provision ofadvice and guidance to managers ensuring there is well-timed and effectivecommunication with staff and their representatives.
Fully participate and contributein formal Corporate Committee meetings requiring HR representation, eg.Remuneration Committee, Joint Staff Forum
WorkforcePlanning/ Resourcing
To develop in partnership withstaffside SNEE ICB policies and HR strategy to reduce sickness absence andimprove attendance, by supporting service managers.
To work in partnership withservice managers when workforce development issues are identified which mayhave implications on the preparation or development of workforce Plans.
Identify, lead and implementmanagement development programmes on specific Human Resources subjects to meetorganisational needs and objectives.
Proactively advise managers inachieving role re-design, change management, flexibility of staffing for thebenefit of service provision which may include monitoring establishments andreview of grade and skill mix.
HR ServiceDelivery
To manage the provision of professional, efficient and effectiverecruitment and selection services that support the ICB managers to recruit andretain suitable staff.
Provide timely professional advice and support in theinterpretation and application of employment legislation, terms and conditions,policies and procedures. Coach andeducate managers and team leaders in good employment practice.
Work with and advise managers indisciplinary, grievance, capability, bullying and harassment and other formalstaffing matters liaising with staffside representatives as appropriate. Ensure that decisions reached accord withgood practice and case law. Providesupport and advice to managers investigating cases and presenting managementcases. Be an active panel member in allcases and appeals.
Actively support the developmentand maintenance of good employee relations and communications with staff,professional bodies and unions (including participation in consultation,negotiation and staff involvement mechanisms).
Work in partnership withorganisations and other agencies to redeploy staff in redundancy / ill healthsituations.
Develop and implement staff rewardand recognition systems for the ICB. Manage the undertaking of the Staff Surveywithin the organisation and ensure outcomes are reported and acted upon.
Monitor and review the HR related SLAs to ensure contractualobligations are being met. To review theservice to ensure the contract meets the needs of staff and the ICB and managethe tendering process for any new contractual arrangement.
Take responsibility for the accurate data input onto acomputerised personnel / payroll system, ESR.
Write formal letters, reports strategic plans, policies andprocesses for a wide range of HR areas that impact across the ICB.
Person Specification
Qualifications
Essential
1. Postgraduate Diploma in Human Resources Management (or equivalent)
2. Evidence of ongoing continuous professional development
Desirable
3. Educated to Master degree level or equivalent level of experience
4. Chartered member of the CIPD (Chartered MCIPD) (desirable)
5. Project management qualifications (desirable)
Planning and Analytical
Essential
6. Problem solving skills and ability to respond to sudden unexpected demands
7. Ability to analyse complex facts and situations and develop a range of options
8. Takes decisions on difficult and contentious issues where there may be a number of courses of action.
9. Strategic thinking ability to anticipate and resolve problems before they arise
10. Demonstrated capability to plan over short, medium and long-term timeframes and adjust plans and resource requirements accordingly
Communication Skills
Essential
11. Must be able to provide and receive highly complex, sensitive or contentious information, negotiate with senior stakeholders on difficult and controversial issues, and present complex and sensitive information to large and influential groups
12. Negotiate on difficult and controversial issues including performance and change.
13. Facilitation skills / delivery of bespoke training
14. Presentation skills
15. Political awareness and sensitivity
Experience
Essential
16. Postgraduate Diploma in Human Resources Management (or equivalent)
17. Educated to Master degree level or equivalent level of experience
18. Chartered member of the CIPD (Chartered MCIPD) (desirable)
19. Project management qualifications (desirable)
20. Evidence of ongoing continuous professional development
21. Up-to-date knowledge of current NHS operational and workforce issues
22. Up-to-date knowledge of TUPE provisions and processes
23. Up-to-date knowledge, understanding and application of employment law and Equality legislation
24. Knowledge and understanding of strategic HR policies
25. In-depth knowledge and application of Human Resources best practice
26. Project management methodology
27. Knowledge of NHS Terms and Conditions (Agenda for Change and Medical and Dental terms and conditions of service)
28. Experience of working within a unionised environment
29. Experience of developing and writing policy and procedure documents
30. Experience of Change Management
Equality and Diversity
Essential
31. Needs to have a thorough understanding of and commitment to equality of opportunity and good working relationships both in terms of day-to-day working practices, but also in relation to management systems in the area