HR Services Manager

at  St Josephs Hospice

Responsible to: Director of Human Resources Responsible for: The Assistant Business Partners. To work closely with and support both the Payroll Supervisor and HR Director. Basic function To work closely with managers and staff within the organisation in order to provide best practice, credible and timely people management advice and guidance whilst ensuring that HR policies, procedures and standards are applied in line with the hospices values fairly, reasonably and consistently. To manage the HR team to ensure HR operations meet the needs of the Hospice.
Work closely with the Director to identify service improvement and lead on projects. Organisational context St Josephs Hospice was founded in 1905 by the Religious Sisters of Charity who retain an interest in the oversight of the Hospice. The Hospice is working to achieve Vision 2024, which has five key strands: patients, enterprise, estates, funding and fundraising, and human resources. The Hospice seeks to be an outstanding provider of palliative and end of life care.
Each employee is critical to delivering and maintain those standards in accordance with the Hospices core values. Discretion to act The post holder has freedom to act in the delivery of their key accountabilities. Reference to the line manager should be for advice, guidance and for service development and improvement including policies and procedures. Scale and impact Management responsibility for 3 direct reports and supervision responsibility for no indirect reports Budget £x to support the HR Director in the careful stewardship of the HR Financial resources and to assist with budget building.
1. Service Delivery 1.1 To build effective working relationships with line managers across the Hospice by providing them with proactive, credible and timely advice on their people management- related issues and develop a good understanding of their business areas and the regulatory environment they operate within. 1.2 To manage employee relations activities ensuring that outcomes are proportionate, reasonable, timely and in in with legislation and the Hospices Policies. 1.3 Oversee all transactional and operational HR processes, including the HR Database to ensure that internal and external customers receive a prompt and professional service.
1.4 To oversee the work of the HR Coordinators and Senior Coordinator enabling them to provide advice on a wide range of people management issues. 1.5 To ensure the timely and accurate processing of the payroll. 1.6 Make and influence decision on a range of employee relations matters including dismissal taking into account potential legal challenges 1.7 Make decisions on recruitment related activity and occupational health referrals. 1.8 Accountable for compliance with employment law, good practice and the Hospices policies 1.9 The integrity of the HR information system and the provision of HR Management information 2.
People Management 2.1 Provide people management advice, support and coaching to line managers, to enable them to fully undertake their people management role and ensure they are fully aware of the risks/ implications associated with their decisions e.g. sickness absence management, recruitment, disciplinary issues, performance management, grievances flexible working etc. 2.2 Responsible for the full cycle of all recruitment and selection for relevant business areas across the Hospice, with the support of the Senior HR Coordinator include planning for recruitment activity, giving advice on and drafting Job descriptions and person specifications, selection tests and interview questions, undertaking job evaluation and participating on interview panels (for posts at the appropriate level). 2.3 Lead on employee relations cases referring sensitive and complex matters to the line manager.
This will include coaching managers through processes, preparing for and participating in investigations and hearings, supporting the decision-making processes and reviewing key documents (Letters, meeting notes, report) to ensure that the content is clear, and processes are in line with good practice, relevant employment legislation and the Hospices policies.. 2.4 Oversee the work of the Senior HR Coordinator and HR Coordinators setting high standards and supporting them to plan and organise their work. 2.5 Work with the HR Director on specific HR projects initiatives and processes to deliver the strategic plan. 2.6 Work with the learning and development team to design and deliver briefings and workshops to develop the capability and knowledge of staff and managers.
2.7 Support the HR Coordinators to manage the HR end of the payroll ensuring that communication with the outsourced payroll provider is clear and effective and dealing with any complex payroll or pension enquiries e.g. auto enrolment. Escalate any issues as required to the line manager. 2.8 Work with the line manager to ensure that all HR Policies, procedures and processes are in line with the Hospices values strategy and meet legislative requirements and are proportionate and effective.
Draft documents as needed. 2.9 Work in conjunction with the other Senior HR Coordinator to gather and analyse qualitative as well as quantitative HR Data to identify trends and provide monthly, quarterly and ad hoc management information for information and decision making purposes. Take corrective action where required for example the proactive management of sickness absence. 2.10 Work with the line manager and Senior HR Coordinator to ensure that the HR Database is utilised effectively and to its full capacity that staff have the appropriate access levels and that reporting and other functionality is adapted to meet the changes requirements of the Hospice.
3. Service development and project work 3.1 To work with the Line manager to develop the HR Service to the Hospice responding to the needs of the Hospice; its funders and regulators. 3.2 To work with the line manager to deliver the Gender pay gap report and the WRES report annually and any others that may be required. 3.3.
To work with the line manager to set the strategic implementation plan each year and then assist with the delivery of same 3.4 To ensure that key contracts such as OH and EAP are well advertised and useage information is trend analysed to inform contract management and wellbeing strategic plans 4. Line Management 4.1 Provide regular reliable line management for all direct reports sufficient to ensure that they remain motivated skilled and engaged and so that they can realise their potential 5. Personal development 5.1 Identify your own learning and development needs in order to meet the key requirements of the post. 5.2 Take responsibility for linking your own development needs with the Hospice appraisal and objective setting process.
5.3 Take responsibility for your own continuing development by undertaking specific areas of work/projects to develop new skills 5.4 Take responsibility for your own professional development, including keeping up-to-date with relevant professional and other developments in HR at local and national levels 5.5 Engage in supervision to support your personal and professional development

Please refer the Job description for details