HR Advisor

The HR Advisor will establish and maintain effective HR policies and systems across the organisation which will ensure that all employees are treated consistently, fairly and in an open and transparent manner, and, at all times, be compliant with legislation and best practice. Communication and liaison with staff will be critical to ensure a two-way dialogue between the organisation and the staff body. The role will also provide a high quality, comprehensive HR service to the Primary Care Networks.

Directors and other key staff to develop strategic plans for the

organisation, consistent with and supportive of the strategic direction of

key partners.Supporting the ongoing development of the HR function.

complex employment issues; providing professional advice in line with

employment case law and best employment practice, and seeking expert

advice in very complex scenarios.

HR System for staff, ensuring that the systems full reporting and

monitoring capacity is engaged for the benefit of the business;

conjunction with line managers, including recruitment, appraisal,

development and disciplinary concerns; providing HR advice and support in

achieving business change programmes including formal consultations on

changes to terms and conditions, staffing structures and TUPE transfers;Providing advice and support to managers and employees on sickness absence, performance management, disciplinary, grievance, capability and other employment-related matters. Seeking specialist employment law advice where required and supporting managers in implementing the appropriate recommendations.

improving the organisational culture of the Alliance;

to ensure the organisation identifies staff in an open and transparent

manner, appropriately qualified and with attitudes and behaviours

consistent with the Alliances values;

of person specifications, job descriptions and advertisements to attract

high quality staff to roles that accurately reflect the business

requirements; Providing HR advice and guidance throughout the recruitment and selection process, supporting PCNs and managers with recruitment requirements, employment checks, appointment decisions and compliance with organisational recruitment procedures.

ensure that all staff are appropriately qualified and the organisation is

compliant with all regulatory requirements, including those of the Care

Quality Commission, and to ensure that all personnel records and data

evidence regulatory compliance on an ongoing basis, including the

undertaking of revalidation and mandatory training requirements;

evaluation programme and, in partnership with the clinical directors.

performance appraisal programme that aligns staff 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;

development of training programmes that meet employee requirements;

multiple terms and conditions through, for example, TUPE legislation, lead

on any initiatives to harmonise terms and conditions in a fair and

equitable manner;

to include all adjustments for overtime, maternity/paternity pay, sick pay

or other deviations from standard salaries;

operational activities of the department, as well as flexibility to

support emerging business needs and the growth of the workforce.

initiatives to provide greater efficiencies in the delivery of health and

the organisation at system-wide meetings addressing workforce issues;

responses and initiatives to system-wide workforce issues, consulting

with member PCNs to understand their workforce requirements, and identifying

appropriate solutions;

other stakeholders, including Health Education England, the CCG, the

Training Hub and UCLAN, as well as other community providers;

meetings, and working to increase the number and quality of training

placements in primary care, the number of practices and other

organisations involved in training, and coordinating the continuing

workforce development training needs of the current workforce;

other agencies (both statutory and voluntary) and developing appropriate

links to further the work of the practice and East Lancs Alliance;

Take personal responsibility for maintaining up to date generalist HR

knowledge and expertise and good current knowledge of the business / primary

care environment.

Ensure that information and data governance relating to peoples data is

processed to all relevant standards such as General Data Protection

Regulations.

Fully participate in training and development, meeting any, and all,

requirements of any courses funded, or part-funded by the Alliance;

support and feedback to maximise the benefit of the training and

development plan;

outlined in this job description, the post-holder may have access to

confidential information relating to patients and their carers, staff and

other healthcare workers. They may

also have access to information relating to any part of the business

organisation. All such information

from any source is to be regarded as strictly confidential.

carers, colleagues, other healthcare workers or the business of the

Practice may only be divulged to authorized persons in accordance with

Alliance policies and procedures, and the protection of personal and

sensitive data.

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:

activities and undertaking such activities in a way that manages those

risks;

investigated, follow up action taken as necessary;

Maintain training

in line with local policies.

Equality and

The post-holder will support the equality,

diversity and rights of patients, carers and colleagues to include:

importance of peoples rights, interpreting them in a way that is

consistent with current legislation;

and beliefs of patients, carers and colleagues;

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 and risk;

accountability for own actions, either directly or under supervision;

team by reflecting on own and team activities and making suggestions on

ways to improve and enhanced the teams performance;

other agencies to meet patients needs;

and resources.

The post-holder should recognize the

importance of effective communication within the team and will strive to:

team members.

and carers.

alternative methods of communication and respond accordingly.

"This list of duties is not exhaustive and may be amended or developed over time to reflect the changing needs of the role and organisation."

An exciting opportunity has arisen to join The East Lancashire Alliance. The East Lancashire Alliance of PCNs is a registered Community Interest Company, a network of networks which is

composed of all nine East Lancashire Primary Care Networks (PCNs) in East

Lancashire.

It is made up of a CEO, Chairperson, and the ELA Board of Directors. The

CEO and Chairperson are accountable to the ELA Board of Directors which is made

up of the 9 Clinicals Directors of the East Lancashire Primary care Network.

MOTIVATION AND SKILLS

Qualifications

Essential: - Educated to MCIPD or relevant post graduate level qualification (or equivalent)

Experience

OTHER

Essential: - UK driving licence; - UK work permit (if required); - DBS check (as appropriate to the role); - Ability to travel between various East Lancs based locations