Human Resources Manager - Maternity relief
This is a maternity relief role, which will last 12-13 months.
The successful individual will report to the Head of HR and manage the HR administrator.
We have 8 Bradford based sites and the HR manager is required to work across all 8 sites, travelling independently.
This is a full time role, working Monday to Friday.
Main duties of the job
The HR Manager operates as a first point of contact for HR queries in the team providing a HR support service for the organisation, managers and employees. They will be responsible for ensuring that high quality, consistent and comprehensive HR advice is given across the organisation on agreed policies and procedures and terms and conditions for all staff groups.
They will manage the HR administrator(s).
The postholder will have knowledge in employment law and advise on employee relations matters alongside the Head of HR.
Promote and actively support diversity and inclusivity, ensuring all of our people are treated with dignity and respect and challenging any form of inequality, discrimination, harassment or abuse.
Proactively support the health and well‑being of all of our people to enable them to achieve job fulfilment, improved performance and happiness in the workplace.
The payroll function is outsourced and the HR manager oversees the two‑way communication between the organisation and the payroll provider.
Benefits
5 weeks annual leave (pro rata for part time hours)
Birthday Holiday (pro rata for part time hours)
Well‑being day (pro rata for part time hours)
Access to Simply Health
Job responsibilities
Responsibilities
Support managers to prevent, monitor and resolve employment issues in accordance with HR policy and procedures.
To support managers on adopting good HR practice by offering effective HR advice through the interpretation of current employment & case law, best practice and relevant policies.
Provide professional advice and support to managers on matters relating to disciplinary, grievance, sickness absence, bullying and harassment and performance management and liaise with Trade Union Representatives as necessary.
Support line managers to effectively perform their people management responsibilities and proactively manage employment relation matters aligned to the organisations values.
Assess and recommend courses of action on the array of HR issues, analysing a range of options in line with relevant policies and procedures.
Provide timely, consistent, accurate and appropriate advice and support for managers in carrying out investigations in line with relevant policies and procedures.
Evaluate information received during an investigation and support managers in presenting findings within the appropriate investigation reporting format guidelines.
Act as the HR Representative, supporting managers in formal meetings and panels arranged under relevant policies and procedures.
Ensure the sickness absence management policy is consistently applied in cases of short and long‑term sickness absence issues; proactively prompting managers through the process, including attending sickness absence meetings with staff.
To provide advice, guidance and support to managers on all terms and conditions including employment law, contract queries, performance issues, absence management – and the application of all HR policies in line with best practice.
Provide support to managers at meetings relating to organisational change including redeployment.
Manage HR administrator(s)
Provide line management to the HR administrator including absence management, holiday coordination and wellbeing.
Delegate tasks and oversee completion of these areas including maintaining and updating spreadsheets.
Develop and train the administrator.
Support all employees in matters relating to their employment terms and conditions including ways of working and dignity at work:
Provide advice and support for our people in relation to grievances, cases of bullying and harassment, health concerns, return to work following mid to long term absences.
Provide advice for our people with any learning and development needs that will support and enable performance improvement and role satisfaction.
Payroll
Oversee the payroll process in terms of providing all the information and changes required on a monthly basis to the outsourced payroll provider.
Maintain the good standard of record keeping and provide accurate information.
Manage the employee facing payroll queries.
Upskill self and team on NHS pensions.
Support the Head of HR, COO and PSMs in employee management.
Support and advise managers on recruitment and selection activity enabling effective recruitment of the right people, with the right skills.
Progress the shortlisting and selection process, ensuring HR attendance during selection episodes and ensuring adherence to equal opportunities legislation and the organisations R&S Policy, up to and including the onboarding process.
Progress and maintain the systems for managing maternity and paternity in line with legislation, contractual entitlements and organisational policy, including supporting the employee and line managers appropriately.
Contribute to the development of HR policies and processes based on current legislation, best practice and operational needs of the organisation.
Support the Head of HR and COO with provision of appropriate data in respect of pay awards and benefits.
Ensure an up‑to‑date knowledge is shared throughout the Human Resources Team regarding changes in employment legislation, best practice.
Ensure the continuous development of the HR service, safeguarding standards and services to be applied consistently across all practices.
Support the organisation in the roll out of the appraisal process including training to line managers, support and advice on the appraisal process.
To undertake general HR tasks as required and appropriate to the grade.
Undertake projects as required, including but not limited to staff surveys, risk assessments.
Undertake mandatory training in line with Affinity Care policy, personal development and appraisals.
Be responsible for personal continuous professional development and knowledge of relevant policies and procedures.
Equality, Diversity and Inclusivity
Act in ways that recognise the importance of peoples rights, interpreting them in a way that is consistent with Affinity Care's values and procedures.
Respect the privacy, dignity and beliefs of employees and stakeholders. They must be treated equally, irrespective of gender, ethnic origin, age, disability, sexual orientation, religion, etc.
Safeguarding
Affinity Care is committed to safeguarding and promoting the welfare of children, young people and vulnerable adults and expects all staff and volunteers to share this commitment. Staff should ensure that they are aware of the organisations policy and procedures for safeguarding and discharge their responsibilities for safeguarding effectively. It is individual staff members responsibility to maintain competences with regards to levels of safeguarding training commensurate with individual roles. Staff should report any safeguarding concerns to appropriate agencies in line with the safeguarding policy.
Person Specification
Knowledge and skills
* Proficient in the use of Microsoft Office and the use of the internet, intranet and ability to update databases.
* Understanding of implementing and applying HR policies and procedures.
* Excellent organising and prioritising skills.
* Ability to deal with people tactfully and empathetically.
* Knowledge, understanding and application of equal opportunities.
* Excellent written skills with the ability to develop and write clear and concise reports and policies.
* Ability to use own judgement, resourcefulness and common sense.
* Strong phone, email, and in‑person communication skills.
* Ability to communicate information that requires tact and persuasive skills, or where there may be barriers to understanding; instill confidence in those being advised.
* Ability to work to scheduled timelines.
* Demonstrable ability to analyse and interpret data.
Qualifications
* Qualified to CIPD Level 5 or equivalent experience.
* Active Associate CIPD membership.
Experience
* Experience of working in HR, in an operational/ policy advice capacity.
* Generalist HR experience which involves advising managers on HR issues.
* Experience of using HR systems/databases e.g. IRIS HR, ESR.
* Experience of co‑ordinating payroll data.
Other requirements
* Must be willing and able to travel between sites.
* Flexible with ability to multi‑task and work in a fast‑paced environment.
* Ability to remain calm under pressure, exhibiting resilience.
* Enthusiastic, pro‑active and self‑motivated.
* Strong work ethic with a mature and professional approach to work.
Disclosure and Barring Service Check
This post is subject to the Rehabilitation of Offenders Act (Exceptions Order) 1975 and as such it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service (formerly known as CRB) to check for any previous criminal convictions.
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