Human Resources Officer in Bradford

Role Profile

Our priority at Assisted Lives is to ensure Service Users maintain control, choice and dignity over their care.

Feeling well supported and valued by reliable, sensitive polite and friendly staff is what defines this service.

JOB SUMMARY

Assisted Lives is an ambitious, progressive and growing company that puts the welfare of its staff team at the heart of our decision making.

To support us in continuing to ensure Assisted Lives is an attractive, vibrant employer of choice in our area, we are seeking to appoint an experienced Human Resource Officer who will support our staffing, recruitment and employment strategies.

The Human Resource Officer will maintain our company policies and procedures and work closely with the Director and Senior Managers on all staffing related issues, ensuring any staff-related concerns are handled appropriately and in full compliance with employment legislation.

This is an exciting role.

The care sector is heavily regulated and recruitment and staff retention are perennial challenges for all service providers, so the role will be demanding.

However, this is an exciting opportunity to work with a dynamic and innovative management team in developing and growing a company that values its staff and aims to deliver excellent quality of services to vulnerable adults.

• SPECIFIC DUTIES AND RESPONSIBILITIES
• Working with an independent HR company to incorporate the requirements below
• Ensuring the company is compliant at all times with all aspects of the care regulations relating staff recruitment and employment.
• Supporting managers on all Employee Relations issues, including performance management; sickness & absence; disciplinary & grievance procedures.
• Monitoring, updating and advising staff and managers on HR policies and procedures, ensuring they are adhered to and effectively communicated across the organisation.
• Reviewing and updating the equality and diversity strategy, making recommendations on best practice and legislation.
• Monitoring staff turnover and ensuring that exit interviews are carried out, analysing and reporting on findings.
• Providing advice and direction where needed to the Management Team on employment law and staff management issues.
• Managing regulation compliance in relation to recruitment and employment, including ensuring we align with professional standards, policies and procedures and legislation (including legislation on data protection, the Equality Act and health and safety).
• Managing the implementation of employment policies.
• Ensuring employment law, HR policy, best practice and workforce development are applied.
• Ensuring the staff onboarding process is handled in a professional manner to expedite the settling in period.
• Supporting staff to ensure that all relevant professional standards are met.
• Continuously improving engagement and welfare activities, maximising productivity, devolving HR responsibilities to line managers and building leadership capability.
• Identifying HR trends so that attention can be directed to key issues and resources.
• Identify staffing needs and manage the creation of job descriptions and handbooks.
• Controlling the performance review programme to deliver continuous employee development.
• Regularly coaching, mentoring, and supporting colleagues to identify individual strengths and development needs.
• Conducting annual staff satisfaction surveys and reviews.
• Supporting the Management Team to maintain the diversity, equality, and inclusion values and practices within the company.
• Ensuring the offboarding process is handled in a professional manner to ensure everyone is consistently treated fairly.
• Ensuring internal HR communications, including any issues, initiatives and programmes are well planned, coordinated, relevant, timely and adhere to the company’s values.
• Making sure that company values and approach are utilised to strengthen the organisational culture.
• Demonstrating the company values, championing the leadership behaviour framework.
• Demonstrating a high-performance ethic with a focus on successful outcomes.
• Developing and maintaining effective relationships to encourage retention and ensure the team perspective is fully represented in decision making.
• Being a point of contact for Assisted Lives branches across several regions.
• KEY SKILLS AND ATTRIBUTES
• Ability to develop a HR Strategy and to input into the development of Assisted Lives’ strategic vision and growth plans.
• Strong written skills with proven ability to draft policies, procedures and reports.
• Good coaching & mentoring skills.
• Delivery focused with the ability to prioritise and organise workload agreed within deadlines.
• Ability to resolve conflict situations and heavy workloads.
• Strong customer focus.
• Excellent “active-listening” skills.
• A proactive and can-do approach towards work tasks.
• Excellent presentation skills both formally and informally.
• Numerate and financially aware with the ability to produce reports and statistics as required.
• Open communication style, with ability to communicate at all levels in an organisation.
• Good ambassadorial and diplomatic skills.
• A persuasive negotiator.
• Good personal presentation and high level of professionalism.
• GENERAL DUTIES AND RESPONSIBILITIES
• POLICIES AND PROCEDURES

The post-holder is required to familiarise themselves with all organisational policies and procedures, and to comply with these at all times.

CONFIDENTIALITY, GENERAL DATA PROTECTION REGULATIONS, DATA PROTECTION

The post-holder must maintain the confidentiality of information about service users, staff and partner organisations and meet the requirements of the General Data Protection regulations, Data Protection Act at all times.

The post-holder must comply with all organisation Confidentiality, and Data Protection policies at all times.

HEALTH AND SAFETY

Employees must be aware of the responsibilities placed on them under the Health and Safety at Work Act (1974), any subsequent relevant legislation and must follow these in full, at all times.

This includes

• Ensuring that they act in line with all agreed policies and procedures in order to maintain a safe environment for service users, visitors and staff.
• Take reasonable care of the health and safety of themselves and all other persons who may be affected by their acts or omissions at work.
• Not intentionally or recklessly interfere with, or misuse, anything provided in the interests of health, safety, or welfare, in pursuance of any of the relevant statutory provisions.
• MANAGING STRESS

The organisation has an agreed policy and procedure which links with a range of services and arrangements for staff to manage stress.

All staff are required to familiarise themselves with the policy and services to best manage their own and their colleagues’ stress.

EQUALITY AND DIVERSITY

The organisation has an Equality and Diversity Policy covering all of its service users and staff.

It is the responsibility of all staff to comply with these requirements, at all times.

The key responsibilities for staff under this Policy are set out in the Code of Conduct for Employees.

FLEXIBILITY

This job description is intended to provide a broad outline of the main duties and responsibilities only.

The post-holder is required to be flexible in developing their role in agreement with their designated line manager.

ESSENTIAL

SKILLS & EXPERIENCE

• Excellent up to date knowledge of UK employment law legislation.
• Extensive knowledge of policies and procedures related to an HR Function.
• Strong competency interviewing and selection skills.
• Up to date knowledge or recruitment, staff retention methods.
• Experience in advising and managing grievance and disciplinary investigations.
• Previous background within a generalist HR Function.
• Experience in team leading and/or managing an HR Function.

DESIRABLE

SKILLS & EXPERIENCE

• Knowledge of the social care strategic and policy landscape and an ability to understand the impact of these on our service and workforce needs.
• Additional information
• Duties must be carried out in compliance with Assisted Lives’ Equality and Diversity Policy.
• This role profile contains the principal accountabilities relating to this post and does not describe in detail all the duties required to carry them out.

There will from time to time be a variation of duties depending on the needs of Service Users and needs of the service.

• This post is exempt from the Rehabilitation of Offenders Act 1974 and this means that any criminal conviction, including spent convictions, must be made known at the time of the application.
• Job Type: Full-time

Benefits

• Casual dress
• Free or subsidised travel
• Work Location: In person
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