Senior HR Manager

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• Support

• Support

• Oversee

• Oversee

• Oversee

• Oversee

• Oversee

• Together with the Senior HR Advisor, develop and review all HR-related policies and procedures, ensuring that they meet current guidance.
• Together with the Senior HR Advisor, ensure that the necessary processes are in place to support the execution of statutory and Practice policy and requirements.
• Ensure staff subject to visa requirements are appropriately registered on the UK Visa & Immigration Sponsorship Management System and issued with the correct visa for their working requirements.
• Ensure apprentices are registered correctly on the Apprenticeship Portal and appropriate levies/funds are claimed as required.
• Provide support, advice, guidance and mediation (where required) to staff, managers and partners ensuring that employment law and company policies are adhered to.
• Provide 1-2-1 emotional and/or workplace support to staff as required, where appropriate directing to Line Managers, Directorate Leads or Senior HR Advisor.
• Conduct workplace investigation meetings as required and in relation to disciplinaries, capability hearings and grievances.
• Lead and act as first point of call for all disciplinaries, grievances and capability hearings, ensuring that policy and legislation is followed. Ensure all relevant paperwork is completed in a timely manner.
• Liaise with the employment solicitor as required for any staff related matters.
• Prepare and support the use of settlement agreements where appropriate, ensuring proper due diligence and non-disclosure is maintained.
• Work with the Senior HR Advisor monthly to review absence related data included Bradford Factor calculations. Liaise with managers, Senior HR Advisor and Staff Partners as required and where staff have reached a trigger point.
• Work with the Senior HR Advisor managers and employees to ensure that staff needs are met under the Equality Act including referral to Occupational Health and the agreement of reasonable adjustments if required.
• Work with the Senior HR Advisor, managers and employees to manage excessive authorised and all unauthorised absence as required, discussing with senior managers, Staff Partners and/or solicitor if needed.
• Provide support to the Senior HR Advisor with requests for compassionate leave and hospital appointment leave in accordance with practice policy.

• Support the Superintendent Pharmacist, Pharmacy Manager & Lead GP in the recruitment of new staff to ensure successful induction and integration of the individual.
• Management of the Simply Health policy including renewal and user management.
• Propose, agree and organise pay increments and cost of living rises with the Senior Management Team and Lead GP and communicate to staff via letter.
• Develop and review all HR-related policies and procedures, ensuring that they meet current guidance and processes are in place to support their execution.
• To ensure apprentices are registered correctly on the Apprenticeship Portal and appropriate levies/funds are claimed as required.
• Ensure all necessary HR requirements are met including GDPR and legal requirements.
• Provide support, advice, guidance and mediation (where required) to staff, managers and partners ensuring that employment law and company policies are adhered to.
• Conduct workplace investigation meetings as required and in relation to disciplinaries, capability hearings and grievances.
• Lead and act as first point of call for all disciplinaries, grievances and capability hearings, ensuring that policy and legislation is followed. Ensure all relevant paperwork is completed in a timely manner.
• Liaise with the employment solicitor as required for any staff related matters.
• Prepare and support the use of settlement agreements where appropriate, ensuring proper due diligence and non-disclosure is maintained.
• Work with managers and employees to ensure that staff needs are met under the Equality Act including referral to Occupational Health and the agreement of reasonable adjustments if required.
• Work with managers and employees to manage excessive authorised and all unauthorised absence as required, discussing with Staff Partners and/or solicitor if needed.
• Approve requests for compassionate leave and hospital appointment leave in accordance with pharmacy policy.

• To provide direct line management for the following: Senior HR Advisor
• To conduct annual PDPs for direct reports, obtaining 360 degrees feedback where appropriate. To also conduct at least one mid-term review with each person.
• To listen to any individual staff members concerns if approached, directing them appropriately after listening.
• Being involved in the recruitment of new staff, overseeing induction and successful integration of the individual.
• Ensuring all staff keep up to date with their training requirements.
• Ensuring accurate records of annual leave are kept through People HR.
• Passing all HR-related information to HR to be placed in central records.
• Informing HR of any staff absences.
• Promote a positive, collaborative, and supportive team culture with a focus on patient-centred care, safety and continuous improvement.
• Collate induction programmes for new staff.

• Together with the Senior HR Advisor, prepare and deliver training to the management team, and other employees where required, to ensure that policies are understood and implemented into practice.
• Maintain a refresher programme of training and development for all staff.

• Manage and drive forwards HR projects within the Practice, liaising with the Senior Management Team and Senior HR Advisor as required.
• Lead analysis, action and consultation to meet TUPE regulations during practice mergers or takeovers.

• Continual review of HR systems to ensure the needs of the Group, PCN and pharmacy are met.
• Create and maintain the People HR system including setup, building reports, developing workflows, troubleshooting issues, building Hotsheets/ API links and analysing/ developing new ways of working to meet the needs of a growing practice.
• Complete audits of the HR system as required to identify any issues to rectify.

• Management Meetings
• HR Meetings
• Strategic Development Group (Staff)

• HR Meetings

• This job description is not exhaustive and may be adjusted periodically after review and consultation.
• Work safely at all times in accordance with legislation requirement and Practice policy and Procedures.
• You will also be expected to carry out any reasonable duties which may be requested from time-to-time.

Essential

• Resilient and Assertive: Ability to stand your ground, be firm when necessary, and say the unpopular thing.
• Hands-on Leadership: Willing to muck in at an operational level while maintaining a strategic view.
• Judgement: Keen political acumen, knowing precisely when to assert formal authority (pull rank) and when to use soft influence.

Essential

• Please advise if AI contributed to any part of your application, indicating the extent of its use.
• Confirm you meet the visa requirements detailed in the attached 'Additional information for applicants' document.

Essential

• Conflict Resolution: Ability to manage complex conflict, employee grievances, and disciplinaries constructively.
• Strategic Horizon Scanning: Strong research skills to manage statutory, regulatory, and NHS changes, translating them into policy recommendations.
• Risk Management: Proven ability to assess organisational/legal risks and take decisive action.
• Excellent negotiation skills

Desirable

• Experience dealing with medical staff/Partner dynamics in primary care.
• Excellent analytical IT skills including the ability to develop complex spreadsheets, databases & API Hotsheets.

Essential

• Collaborative & Empathetic: Demonstrable history of team working, empowering others, and championing peer success.
• Calm & Reflective: A methodical, clear-headed approach with strict attention to detail under pressure.
• Pragmatism: Ability to cut through the noise, view the bigger picture, and help leadership teams make definitive choices.

Desirable

• Experience working within an NHS or healthcare setting (ideally Primary Care, PCNs or Integrated Care Systems).
• Experience managing employee relations under the NHS Agenda for Change framework and the Salaried GP Model Contract