QHS Human Resources Manager

Quay Health Solutions (QHS) is recruiting a Human Resources (HR) Manager. This exciting new role, fixed-term for 12 months, will play a key role in organisational development as we undergo a period of rapid change and growth. If you are proactive, positive, flexible and kind, we would love to hear from you to discuss joining our senior management team. Experience of general practice is not essential, but a good understanding of the opportunities and challenges facing primary care is desirable. We do expect an excellent understanding of NHS policies and current employment law.

Southwark is a diverse, vibrant and growing borough of over 350,000 GP registered population. Southwark is relatively young, more densely populated and more deprived borough when compared to the England average. In north Southwark there are over 200,000 registered patients across 14 member GP practices. Good HR helps to foster a strong culture, a motivated workforce, high performance and happy confident staff. We are looking for an HR professional who is comfortable with ambiguity, complexity and can manage competing priorities; and who brings experience of complex employee relations, organisational change and meaningful partnership working. CIPD Level 7 (or equivalent experience) is essential. Joining us means gaining access to complex, meaningful work that shapes excellent patient care.

Main duties of the job:

• All standard aspects of HR, including but not limited to, recruitment, on-boarding, induction, supporting managers to address performance issues and supporting staff development.
• Working in partnership to develop clinical and operational leaders and managers to discharge their responsibilities regarding staff management.
• Develop a deep understanding of services, including performance pressures, quality priorities and financial constraints.
• Translate service challenges into clear workforce and people priorities.
• Provide practical, proportionate and credible people advice to leaders at all levels.
• Advise and support organisational change programmes, including restructures, workforce design, consultation processes and TUPE transfers.
• Bring financial awareness, supporting services to manage their workforce within pay budgets and to make sustainable workforce decisions.
• Lead and advise on complex employee relations and employment matters, ensuring high standards of judgement, preparation and organisational assurance for formal capability and disciplinary hearings.
• Deliver initiatives such as improving staff survey response rates; advancing equality of opportunity; improving attendance; and supporting resourcing and retention plans.
• Helping make QHS an exciting and supportive place to work where staff develop to the best of their abilities and thrive.

About us:

Quay Health Solutions (QHS) is a Community Interest Company designed for the benefit of the north Southwark community. All profit made by QHS is directed back into delivering high-quality primary care services. QHS GP Federation is a membership organisation that brings together 14 GP practices in north Southwark. The Federation empowers and supports member healthcare organisations to improve population health, deliver high-quality care and reduce health inequalities. QHS also delivers primary care at scale through a number of contracts. QHS is a key member of the Southwark local care Integrator. Through partnering with Improving Health Limited, south Southwark's GP Federation, and Guys and St Thomas NHS Foundation Trust (GSTT), we are at the forefront of developing a neighbourhood health service. This is a key priority of the NHS 10-year plan for shifting care from hospital to community. This partnership will provide leadership and local accountability for planning, delivering and evaluating improved population health and reduced inequalities.

Job responsibilities:

The HR Manager will provide a professional HR service on behalf of QHS, ensuring up to date expert advice and support for all staff within the organisation, as well as leading on strategic development of the current and future workforce model for delivering primary care services locally and at scale. As well as leading on all standard aspects of HR, the HR Manager will support senior managers in developing and implementing service level workforce strategies. Working in partnership with managers and key stakeholders to develop and deliver HR and organisational development (OD) plans to enhance how QHS efficiently and effectively attracts, recruits, develops, retains and performance manages staff. This includes talent management, performance, resourcing, engagement, capability development and supporting managers to deliver enhanced and sustained HR and OD performance. The HR Manager will play a proactive and essential role in identifying and delivering interventions needed to support services to improve employee experience and service delivery in line with local strategic priorities.

Main duties of the role:

• End to end HR, i.e. managing the seven stages of the employee lifecycle: attraction, recruitment, induction, engagement, development, retention and exit & advocacy.
• Business strategy and objectives; working in partnership with the QHS Board and senior management team to develop and deliver local strategy to support the NHS 10-year plan shift from hospital to community.
• Improving people management capability, developing and delivering plans to improve people management skills.
• Workforce performance productivity, ensure accurate provision of workforce data and lead on development of workforce plans.
• Lead on the development of workforce development and succession planning.
• Support change management programmes to deliver the move to Integrated Neighbourhood Teams (INTs).
• General Employee Relations advice.
• Proactively work to identify and support services to maintain and develop workplace culture, including delivery of interventions such as facilitation, coaching and listening events.
• Working with payroll to deliver efficient remuneration packages.

Detailed job description and main responsibilities:

Business Strategy and Objectives:

• Work in partnership with the Senior Management Team (SMT) to deliver organisational strategy and objectives to ensure workforce is fully considered in business strategy development.
• Develop organisational workforce strategy in line with QHS vision and priorities. This will include supporting and driving; business planning, business critical posts, talent management, succession planning, effective and appropriate use of temporary workforce etc.
• Support the SMT in developing and implementing plans to improve service performance and productivity to deliver high-quality patient services, within efficient operational and financial management.

Workforce Performance and Productivity:

• Ensure the effective provision of accurate and timely workforce data and support managers to interpret and analyse data to enable productivity gains including leading on the development of local plans/strategies to target and improve performance.
• Actively develop strategies to improve motivation, engagement and attendance of staff working as part of the SMT.
• Lead on the development of annual workforce plans that are reflective of business evolution by working closely with the SMT and QHS Board.
• Monitor trends in relation to workforce resourcing and take appropriate action to ensure recruitment of a high quality and motivated workforce.

Cultural Transformation:

• Provide direct support to services to maintain and develop work culture and performance, that may include listening events and facilitation; and recommend interventions based on feedback to the Board.
• Proactively work to identify and support the QHS Board and senior management team to create action plans where interventions are needed to develop culture, values and behaviours; using various information sources such as staff survey results, patient experience feedback and staff absence rates.

Improving People Management Capability:

• Use measurements of performance, effectiveness and staff engagement to assess management capability within services.
• Lead and manage the HR interface with managers and staff in the organisation, providing expert advice and support on employee relations issues, providing terms and conditions advice and expert advice on complex HR cases to managers.
• Coach managers to develop skills and competencies for effective people management necessary for them to fulfil their operational roles.
• Work in collaboration with education and training providers to commission or design and deliver training and development programmes.
• Provide update sessions in matters of HR policy and practice at all levels in the organisation.

Change Management:

• When necessary, lead and deliver on the TUPE of services, coordinating all aspects of the programme, liaising with external and internal stakeholders where appropriate.
• Deliver key HR initiatives and change programmes ensuring that they are delivered in accordance with agreed requirements and in line with required best practice and associated legislative drivers.
• Act as an advocate of change and support managers in identifying and implementing workforce modernisation including identification of new ways of working, role redesign and improved performance measurement systems which are patient focused and improve service delivery.

Person Specification:

Experience:

• Significant operational HR knowledge and delivery.
• TUPE and change management processes.
• Excellent knowledge of up to date employment legislation.
• Sound knowledge of NHS Terms and Conditions of Employment.
• Experience of working in healthcare HR.
• Experience of job analysis & evaluation.
• Experience of business / workforce planning.

Qualifications:

• Educated to degree level, or equivalent experience.
• CIPD Member.
• Post-graduate Diploma in Human Resources Management (level 7).
• Coaching or conflict resolution, or commitment to undertake.

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.

£64,000 a year including high cost area supplements.