People (HR) Advisor

Job summary

Following a period of growth at StElizabeth Hospice we have a new opportunity for a People Advisor to join ourPeople & Culture team.

The ideal candidate for this role will haveproven practical experience in the delivery of operational HR advice andprojects, including experience of advising managers and staff on a variety ofpeople issues with confidence, delivering training, and approaching situationsproactively. As well as excellentcommunication and coaching skills, you will be self-motivated, resilient andhave the ability to adapt to frequently changing priorities and demands

Main duties of the job

We provide a comprehensive peopleservice to all business areas of St Elizabeth Hospice and the Care Agency.Working with leaders and key stakeholders, we shape, develop and deliver peopleplans and solutions in line with the needs of the hospice.

You will partner, advise and guide managers andstaff in your key directorates on all aspects of people & culture. The rolewill also support a number of cross-functional people projects to enable anddevelop our people managers, which are instrumental in the delivery of ourpeople plan. There will be also opportunitiesto suggest and implement improvements to the way we work.

About us

Following a period of growth at StElizabeth Hospice we have a new opportunity for a People Advisor to join ourPeople & Culture team.

In addition to being part of a wonderful local charityand a friendly and collaborative team, the hospice offers a generous benefitpackage, including:

27 days annual leave entitlement

Pension scheme

Life Cover

Free Car Parking

Cycle to Work Scheme

Car Leasing Scheme

Health Service Discounts

Occupational Sick Pay

Subsidised refreshments

Blue Light Card

Employee Assistance Programme

Job description

Job responsibilities

JOB DESCRIPTION: PEOPLE ADVISOR

RESPONSIBLE TO: PEOPLE AND CULTURE MANAGER

BASED AT: ST ELIZABETH HOSPICE

JOB SUMMARY

The role will provide an effective, solution-focussed P&C business partnering and advice service; working in partnership with key stakeholders and P&C colleagues to deliver P&C plans and solutions in line with the needs and priorities of the hospice and St Elizabeth Care Agency. Act as apoint of contact within designated directorates and be responsible for the provision of advice, coaching and support to managers on all aspects of P&C.

RESPONSIBILITIES

P&C Service Delivery

Be accountable for designated business areas, identifying and delivering P&C projects and people solutions which meet defined strategic priorities;

Develop and maintain strong relationships with the management teams in the relevant business areas to identify where P&C adds value, and take opportunities to offer perspective and encourage best practice in the hospices approach to P&C;

Provide accurate information, advice and expertise to managers and staff on P&C matters at all stages of the employee lifecycle, enabling them to make informed, confident, risk-aware and appropriate people decisions when dealing with casework, restructures, succession planning, performance, resourcing and employee relations issues; utilise support from the People and Culture Manager, as appropriate.

Support the implementation of the hospice and care agency people plans by pro-actively working with staff and line managers to develop a culture of responsibility and accountability for dealing with P&C issues at the first opportunity and embed a performance culture;

Taking opportunities to contribute your own skills and experience to other directorates where required

Facilitate a range of effective P&C processes and conversations (such as those involving absence, capability, disciplinary and grievance hearings, investigations, consultations, appeals, flexible working meetings and family leave discussions) by providing knowledge, counsel and practical support, enabling productive dialogue and ensuring that managers are equipped to reach fair, consistent and well-considered outcomes for their staff.

P&C Projects

Support the implementation of continuous improvement initiatives to ensure that all P&C operational systems and processes are fit for purpose;

Identify and support the delivery of new P&C initiatives across the P&C spectrum, including workforce planning, restructuring, resourcing, talent management, pay and reward, employee relations, employee engagement and performance management;

Be involved in delivering cross functional people projects across the organisation within specific timeframes that support the delivery of P&C and business area strategies and objectives;

Participate in, and where appropriate, lead working parties to facilitate the delivery of P&C policies, projects and initiatives;

Pro-actively monitor sickness absence in designated business areas; giving managers the information and guidance they need to manage absence effectively and maintain a healthy and productive workforce

Management Information

Utilise people data and analytics to measure trends and patters to influence the effectiveness of people policies and plans to drive continuous improvements and increase performance;

Analyse and report P&C information to support with benchmarking and the development of P&C strategies and solutions. Ensure that all internal and external reporting requirements are satisfied through the provision of management information;

Ensure that manual and computerised data is managed within the requirements of the Data Protection Act and that P&C information is GDPR compliant at all times;

Engagement, Development and Retention

Work in collaboration with the P&C team to drive colleague experience and engagement;

Deliver training sessions and develop other resources which enable line managers to upskill and grow in confidence;

Support and guide managers on the recruitment process including the preparation of job descriptions, person specification, selection scoresheets and interview questions

Understand the current and future talent pipeline & ensure succession plans identify critical roles & successor gaps at all levels through the development of career pathways;

Support the implementation of the hospices pay and reward strategy;

Contribute to the delivery of a learning & development operating model.

Equality, Diversity & Inclusion

Actively promote equality, diversity and inclusion within the P&C business partnering model.

Self-Development

Suggest new, and assist in the development of, P&C policies, procedures and guidance in line with current legislation and keep abreast of modern P&C procedures and best practice, ensuring our policy and process suite is fit for purpose, and escalating recommendations for change as appropriate

Champion the hospice culture and values, partnering with the relevant management teams to help drive and build this into their business areas.

General

Where you are a member of a professional body you are required to conform to the professional standards set by that body. You are required to ensure your registration is current and practice continuous professional development;

Because of the special nature of the hospice and its work the post holder may on occasion be asked to undertake other duties to help maintain our high standard of care; to uphold the hospice values at all times.

THIS JOB DESCRIPTION IS NOT NECESSARILY EXHAUSTIVE AND MAY BE SUBJECT TO REVIEW BY THE LINE MANAGER IN CONJUNCTION WITH THE POSTHOLDER.

Person Specification

Qualities

Essential

Enthusiastic and self-motivated with a general interest in P&C Methodical and demonstrates good attention to detail Take ownership for completing tasks and understand when to escalate issues to others Prioritises tasks and organises own time effectively Personally resilient A strong team player with a can do attitude

Desirable

Understand the value drivers of the hospices, care agencies and similar environments Willingness to demonstrate flexibility to support the service

Experience

Essential

Has knowledge of theory and practical experience in the delivery of operational HR Experience of advising managers and staff on a variety of HR issues Experience of using computer based, P&C systems Experience of coaching and empowering managers as a trusted business partner to deliver positive business outcomes Experience of writing and/or delivering effective training and skills development projects

Desirable

Relevant experience gained in large complex organisation(s) with multiple stakeholders in a multi-disciplinary environment Working in a charitable and/or healthcare and social care environment, with clinical staff. Experience of delivering transformational change programmes, including restructuring

Skills and knowledge

Essential

Excellent communication and interpersonal skills to engage and motivate a range of audiences High standard of written and verbal skills Knowledge of employment legislation working time directives, GDPR, equal opportunities, Equality Act, Employment Rights Act Broad range of IT skills such as word, excel and outlook Ability to adapt to frequently changing priorities and demands for attention throughout the day Able to handle employee relations issues in a non-unionised environment Ability to write and present a range of reports Knowledge of current thinking in P&C issues

Desirable

Knowledge of NHS terms and conditions

Qualifications

Essential

Full membership of the CIPD (or working towards it) or relevant professional qualification and experience

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