Head of HR in Sheffield

At Primary Care Sheffield, we are seeking an experienced Head of HR. This senior leadership role is critical to ensuring we attract, develop, and retain a skilled, compassionate workforce while supporting safe, compliant, and high-quality patient care.

Main duties of the job:

• You will provide HR support to PCS Executive Team in all aspects of strategic and operational HR.
• You will be responsible for the provision of HR information submitted to the Board and Executive.
• You will be responsible for ensuring that the HR service is fit for purpose and develops in line with the organisation.
• You will lead the HR Team supporting services within the organisation in delivering day to day HR advice and information on all aspects of the employee lifecycle.
• Providing expertise on all employee relations and policy matters including grievance, disciplinary, sickness absence, recruitment and terms and conditions advice to Managers and all staff groups, including GPs, within PCS and any PCNs we work alongside.
• You will be a member of the Management Team for services delivered by PCS.
• You will ensure the development and implementation of a high-quality HR service providing consistent and timely best practice advice.

About us:

Primary Care Sheffield (PCS) is a GP-led organisation. Our shareholders are 79 GP practices in Sheffield covering over half a million patients. As well as providing a unified voice for general practice in the city, we play an active role both within our Accountable Care Partnership (ACP) and the wider South Yorkshire and Bassetlaw Integrated Care System (ICS).

Job responsibilities:

• Responsible for developing a comprehensive HR service across PCS which is reviewed on a regular basis to ensure fitness for purpose.
• To lead on the People Strategy in conjunction with the Finance Director and ensure PCS policies and procedures link into the strategic aims and values of the organisation.
• Work with the leadership team to develop a comprehensive workforce plan.
• Design a management competency framework and supporting information to link with the People Strategy and the development plan which links into this.
• Analyse and interpret complex HR data to inform workforce plans and skills review and provide relevant information to teams across the business.
• Provide leadership, both professional and operational, in support to the senior managers and their teams to deliver expert employee relations advice across the entire organization for both medical and non-medical staff.
• To lead on the development and review of HR policies, procedures and practice to ensure they are compliant with all relevant legislation, best practice and the Company values, for all staff groups.
• To interpret HR policy and legislation, providing guidance to managers and the operational HR Team on cases with unique characteristics, or where precedent has not yet been set.
• Lead the HR Team focussing on developing a positive employee relations climate, delivering consistent support and advice to management and employees on the interpretation and application of the full range of policies and procedures relating to general HR issues.
• Ensure the provision of management information reports to support managers in the application of the Attendance Management Policy.
• Ensure the team proactively monitors attendance data and in order to support and interventions are focussed to support improved levels of attendance.
• Set the objectives and the performance management framework for the team and, through regular monitoring, ensure objectives continue to deliver in line with the strategy of the Trust.
• To regularly prepare reports, analyses and position papers as required.
• Provide long-term strategic planning for the HR Team to incorporate links to the People Plan.
• Responsible for providing expert employee relations advice of highly complex and contentious cases to senior managers, executives and board members.
• Act as an expert resource on issues relating to employment legislation, employee relations, organisational change and complex case management including highly sensitive redeployment, redundancy, transfer, disciplinary and grievance issues.
• To delegate pieces of work in support of various projects.
• Commission and conduct research into specific areas of HR activity, including employment legislation, case law, benchmarking and good practice.
• To communicate highly complex information in a hostile, antagonistic or highly emotive atmosphere for example communicating service/staff issues at appeals and employment tribunals.
• To support and participate in the development and delivery of training to all staff groups in all areas of HR practice.

General:

• To manage budget in relation to the HR team, recruitment and oversight of the apprenticeship levy.
• To fully participate in the PCS performance appraisal review and personal development planning process on an annual basis.
• To undertake training as necessary in line with the development of the post and as agreed with the line manager as part of the personal development planning process.
• To achieve and demonstrate agreed standards of personal and professional development within agreed timescales.
• To contribute positively to the effectiveness and efficiency of the teams in which he/she works.
• Ensure confidentiality of all PCS information, following security procedures including individual passwords, referring to the PCS Confidentiality Policy where appropriate.
• To actively promote the PCS Equal Opportunities policy and procedures.
• To contribute to a healthy and safe working environment by adhering to health and safety regulations and PCS policies.
• Lead on the implementation and promotion of EDI projects such as EDI Champions & Mental Health First Aiders.
• Support with Gender Pay Gap Reporting with the Finance Manager.
• Attend and participate in HR and management meetings contributing information and actively discussing HR issues where appropriate.

Service Development:

• To lead the development of HR policies and procedures.
• To review the service provision in line with the Business Plan and the People Plan and ensure continued effectiveness of team delivery.

Job Description Review:

This is not an exhaustive list of duties and responsibilities and in discussion with the manager the postholder may be required to undertake other duties which fall within the grading of the post. The job description will be reviewed regularly in the light of changing service requirements and any such changes will be discussed with the postholder.

The post holder should be comfortable in the use of computer technology, have basic keyboard skills and have the ability to use email.

Equal Opportunities and Dignity at work Statement of Intent:

PCS is a major employer and provider of services. We are committed to building a workforce which reflects the diversity of and meets the needs of the local community. We oppose all forms of discrimination on legal and moral grounds, and recognise that discrimination creates barriers to achieving equality for everyone. PCS is committed to making equality of opportunity and fair treatment a reality whereby an individual can seek, obtain and continue employment without unfair discrimination. As an equal opportunities employer, we will ensure that all job applicants and employees receive fair and equal treatment and will not be disadvantaged by unjustified conditions or requirements. The PCS Equal Opportunities and Dignity at Work Policy underpins PCS commitment to achieve equality and fairness at work and to ensure that individuals or groups are not unfairly discriminated against.

Safeguarding Children and Adults:

PCS is committed to safeguarding and promoting the welfare of children, young people (anyone under the age of 18) and adults. It expects all staff, volunteers and contracted staff to share this commitment and act in such a way that safeguards and promotes the health and wellbeing of children, young people and adults. Staff must ensure that they are familiar with the signs and symptoms of abuse and know what to do if any such concerns are raised. Staff are expected to know about and follow the PCS safeguarding children and safeguarding adult policies which can be found on PCS Teamnet, and participate in related mandatory/statutory training. Staff should be aware of the principles of risk management and adopt appropriate practice to reduce the risk to themselves and others. In particular, staff should observe the PCS Risk Management Strategy, Risk, Incident & Serious Incident reporting and management policies, Health & Safety regulations and the risk management training requirements for all staff.

Person Specification:

• CIPD Level 7 qualified or above.
• Masters Degree in a HR related specialism or equivalent experience.
• Evidence of commitment to continuous professional development.
• Chartered CIPD membership.

• Experience of contributing to and delivering on a corporate HR work-stream as part of the HR strategy.
• Experience of leading across a range of highly complex employee relations up to and including Employment Tribunals.
• Experience of complex change management including TUPE.
• Demonstrable experience of workforce planning linking to business plans.
• Ability to manage conflict, difficult and sensitive issues.
• Experience of managing, developing and motivating a team.
• Demonstrable evidence of working autonomously at a senior level.

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.