HR Projects & Continuous Improvement Lead
Contribute to and review HR projects and procedures that improve organisational effectiveness and staff experience, including:
* Reviewing, updating and creating policies, accompanying letters, templates and guidance materials.
* Leading and supporting aspects of the ED&I workplan and wider ED&I projects and reporting.
* Reviewing recruitment and onboarding processes, identifying improvements to enhance fairness, inclusivity and efficiency.
* Reviewing and improving HR processes and workflows across the People team.
Also including contracts, terms and alignments.
* Reviewing staff benefits to ensure competitiveness, alignment to values, and consistency of approach.
* Other HR projects identified in conjunction with the Head of HR; conduct research into best practice and ensure policies and processes reflect current legislation and sector standards.
Produce project plans, timelines and progress updates for senior stakeholders.
Work with L&D and, when required, lead on training of HR policies. Provide support and guidance to the wider HR team, supporting cross‑team collaboration.
Contribute to a culture of continuous improvement, inclusivity and innovation within the HR team.
Employee Relations & Business Partnering
Build strong, effective relationships with internal stakeholders, acting as a trusted HR partner.
Provide advice, coaching and support to managers on a range of employee relations matters (including disciplinary, grievance, capability, and performance issues) giving clear and concise advice, escalating complex issues to the Head of HR Support and managing sickness and absence cases, and advising on appropriate return‑to‑work plans and escalation routes. Ensure all ER activity is underpinned by legislation compliance and regulatory frameworks, as well as the Hospices values, policies, and commitment to fairness and inclusion.
Prepare and support on case documentation, meeting notes, letters and outcome documentation.
Work with managers to identify trends and support preventative interventions, including manager capability development.
Maintain accurate records and ensure compliance with legal requirements and best practice.
Advising managers on recruitment and selection, including reviewing and updating job descriptions, discussing recruitment strategies and recruitment campaigns.
Coach managers to improve people management capability and confidence.
Support and provide advice on change management activities, such as restructures, TUPE and other organisational change situations, ensuring correct information and consultation processes are followed.
Provide guidance and advice to employees on people policies, pay and benefits and terms and conditions of employment. Create, analyse and report key HR MI data and insights in order to make informed, evidence‑based decisions.
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