P&C HR Manager
- HR Manager
- Band 7
- Full time - 37.5 hours per week
- £38,890 - £44,503 per annum plus HCAS (depending on location)
- 29/07/2021 23:59
London Ambulance Service covers an area of 620 sq. miles, serves one of the world’s most dynamic and diverse cities and is the busiest ambulance service in the UK. We handle over 1.9 million emergency calls from across the capital and attend more than 1.2 million incidents every single year as well as delivering a 24 hour NHS 111 Integrated Urgent Care Service in South East and North East London that we estimate will respond to around 1.4million urgent care calls by the end of the year.
We employ over 8,000 people who work or volunteer across London to respond to the health needs of over eight million people who live, work and travel in the capital. We work closely with our NHS partners and are commissioned by 32 clinical commissioning groups spread across 5 sustainability and transformation partnerships (STPs) and NHS England for our specialist services. We work alongside London’s hospital, mental health and specialist trusts, as well as the five STPs across Greater London.
In addition we work in partnership with the other emergency services, London’s Air Ambulance and London’s Resilience Forums to make sure we are ready and prepared to respond to major incidents and ensure we keep Londoners safe. As the only pan-London NHS provider we have a unique opportunity to play a leading role in integrating access to emergency and urgent care right across London.
By 2023 we will improve outcomes and experiences for all our patients by providing the right care to patients at the right time, and in the most cost effective way. This will mean up to 122,000 fewer patients being taken to emergency departments when their needs could be better met in a different way, and we will deliver significant efficiencies in avoided costs to the urgent and emergency care sector.
We are seeking 2 dynamic HR professionals looking to make their next career move. Working in a large complex environment, our HR Managers provide robust HR and employee relations advice across a full and varied spectrum of issues. Successful candidates will hold a CIPD level 7 qualification with extensive experience and be comfortable working with a high level of autonomy in a busy setting.
This is an exciting time to join as we embed our Resolution framework, a milestone to achieving a fair & just workplace culture. You will be key in developing our manager’s capabilities to ensure a timely, supportive and proactive approach ensuring colleagues are treated with kindness.
Working with our 111 Service in Croydon & Barking or our Ambulance Services South East London sector based in Deptford, working across Bromley and Greenwich you will need to be able to travel to visit your customers and some occasional travel to our other London sites will be expected.
Main duties of the job
You will be a central point of specialist HR advice and support to the management team within a dedicated business unit.
Ensuring that the highest professional standards of employment practice are maintained in line with Trust policy and employment legislation, you will undertake a range of employee relations casework.
You will proactively advising managers and establish plans to manage and reduce sickness absence ensuring the correct and consistent application of the Trust’s absence management policy in a supportive and compassionate way for our staff.
You will interpret, review, develop and implement HR policies, procedures and practices. You will take a lead role on key HR projects/initiatives as required, design and deliver specialist staff development and training courses and support job evaluation activities with training.
Working for our organisation
London Ambulance Service covers an area of 620 sq. miles, serves one of the world’s most dynamic and diverse cities and is the busiest ambulance service in the UK. We handle over 1.9 million emergency calls from across the capital and attend more than 1.2 million incidents every single year as well as delivering a 24 hour NHS 111 Integrated Urgent Care Service in South East and North East London.
We employ over 8,000 people who work or volunteer across London to respond to the health needs of over eight million people who live, work and travel in the capital. As the only pan-London NHS provider we have a unique opportunity to play a leading role in integrating access to emergency and urgent care right across London.
Detailed job description and main responsibilities
Policy Procedure and Practice
- To provide both written and verbal advice, guidance and support to managers and staff on all aspects of HR including, terms and conditions, job evaluation, absence management, managing performance and capability, disciplinary and grievance issues, TUPE and employment law.
- Provide expert advice to the decision making process at discipline, grievance and capability hearings including dismissal.
- To review, develop and implement HR policies, procedures and practices and align them to corporate objectives, standards and behaviours.
- To support managers in the completion of complex disciplinary and grievance
Investigations and hearings, including preparation for and provision of advice on cases and hearing panels most of which are of a sensitive and complex nature i.e. harassment and bullying, cases of gross misconduct.
- To contribute to current and future arrangements for remuneration and job evaluation.
- To participate in cross organisational project groups to support the implementation of national and local initiatives as required.
- To actively contribute to the strategic and operational plans of the organisation.
- To support business areas in embedding standards and behaviours through effective policies and procedures and specific projects/initiatives as developed by the Trust and work in partnership with the Organisational Development and Senior Workforce Colleagues.
- Responsible for ensuring that the application of HR policy and practice is fair across the business areas and consistent with the Trust approach and takes account of the needs and diversity of the service and staff.
Recruitment and Selection
- To work in close association with the recruitment function to enable a quality cost effective service within the directorates, contributing to the development and implementation of Directorate and Trust wide recruitment strategies, and participating on interview panels as appropriate.
- To provide appropriate HR advice and support to recruiting managers at each stage of the recruitment and selection process including; authority to recruit, shortlisting, assessments and interviews, in accordance with LAS policy and best practice.
- Monitor staff retention rates within the area and, as and when required, undertake exit interviews for all staff who leave the Service or move to another post.
- Where appropriate, liaising with Recruitment Team in the co-ordination of recruitment initiatives
- Check and record documentation relating to Disclosure and Barring Service (DBS) disclosure forms, to ensure risks to the organisation are mitigated.
- To take an active role in proactively advising managers and establishing long-term plans to manage and reduce sickness absence within business areas to help achieve Trust targets by analysing reports, attending management meetings and supporting managers to address issues including taking part in individual meetings with managers/members of staff.
- Play a key role in ensuring the correct and consistent application of the Trust’s absence management policy. Conduct quarterly audits with operational management teams to ensure that appropriate absence management action is taken by individual managers.
- Supporting the progression and management of both short-term and long-term sickness absence in collaboration with Occupational Health, which may include making reasonable adjustments, redeployment to suitable alternative employment, applications for Ill health retirement or supporting decisions to terminate employment on the grounds of ill health.
- Provide expert advice to the decision making panel in capability hearings at Director level.
People Management and Team work
- To line manage the HR Advisors/Assistants within the team.
- Agree Personal Development Review (PDR) with Human Resources Advisors/Assistants.
- Appraise performance and provide feedback to ensure that individual objectives and Personal Development Plans are achieved.
- To work with other HR colleagues to ensure fairness and consistency, and best practice across the Trust.
- To work closely with other HR colleagues to support growth and development within the team.
- To establish effective working relationships with Trust managers, negotiating and influencing courses of action as appropriate regarding employee relation issues.
- To facilitate effective communication arrangements within the directorates to promote a culture of staff involvement and ensuring staff are involved in all decisions affecting them.
- Ensure a regular flow of two-way dialogue and information between managers and staff.
- To foster and promote positive working relationships with Trade Unions and staff representatives, and act as contact with the trade union officials and staff representatives ensuring a consistent approach.
- To provide a responsive advisory, guidance, highly specialist information and support service to directorates in respect of employee relations issues.
- To produce documentation that accurately reflects circumstances and/or legislation that may be relied upon as evidence in employment tribunals or similar.
- Provide accurate, timely and sound advice to managers and staff on all relevant employment issues within agreed service levels.
- Work with the Occupational Health Service to promote staff health, fitness and welfare and counselling services.
- To provide and receive highly complex communications whilst undertaking disciplinary, grievance, performance management, formal consultation/redundancy situations etc.
- To participate in and deliver accurate recording and maintenance of baseline HR information to enable the production of reports (e.g. exit questionnaires, disciplinaries, grievances, appraisals etc) for the use by others.
- To devise and deliver training across the full range of functions and policies/procedures to ensure consistency of application across the Trust.
- To lead workshops/training courses and to plan and market new projects and initiatives on HR related topics.
- Ensure consistency and equality of opportunity in the application of training policy across the Trust.
Monitor the application of the Trust appraisal system. Assist and support employees and managers with the application of Personal Development Review.
Qualifications, Accreditations, Education
- CIPD Level 7 (Masters degree level) or equivalent demonstrable level of occupational experience
- Good standard of general education
- Experience of managing or supervising staff
- Extensive experience in providing highly specialised HR advice and support to managers including, absence management, conduct, capability, disciplinary, grievance, management of change, TUPE and employment law
- Experience of working in partnership with staff side/trade unions
- Experience of devising and delivering training packages to a range of staff
- Experience of working in a multi-sited organisation
- Public sector experience
Knowledge and Skills
- Preparing and writing effective reports and official documentation.
- Up to date and extensive knowledge of employment law, interpreting and applying employment legislation
- Awareness and understanding of the Trust’s purpose and values and of the key objectives
- Excellent written and verbal communication skills
- Ability to analyse management information
- Ability to work effectively to tight deadlines
- Maintain a professional image
- Experience of Electronic Staff Records
- Demonstrable knowledge of Agenda for Change Terms and Conditions
- Adhere to the Trust values and behaviours
- Positive attitude towards learning and development, demonstrated by a record of continuing professional development
- Understanding of and demonstrable commitment to equality and diversity as an employee and as a provider of service to the public
- Client focussed approach
- Given the requirement to cover a geographical area, a significant element of the role requires travel, most of which is planned
You must have appropriate UK professional registration.
Applications from job seekers who require sponsorship to work in the United Kingdom (UK) are welcome and will be considered alongside all other applications. Please note that from January 2021, to work in the UK all candidates who are not UK or Republic of Ireland (RoI) nationals require sponsorship unless you have permission to work via another route. Non UK / RoI candidates wishing to apply can self-assess the likelihood of obtaining a Certificate of Sponsorship here. It is vital that you provide full and accurate details of your current immigration status on the application form. Overseas applicants applying for entry clearance into the UK must present a criminal record certificate from each country they have resided in continuously or cumulatively for 12 months or more in the past 10 years. Guidance can be found here. Not everyone needs a ‘Skilled Worker’ visa. If you are applying for a vacancy in health or adult social care, check if you’re eligible to apply for the Health and Care Worker visa instead. It’s cheaper to apply for and you do not need to pay the annual immigration health surcharge
Documents to download
Further details / informal visits contact
- Elizabeth Dighton
- Job title
- Head of Employee Relation
- Email address