Job summary

Our Resourcing Manager will be an integral member of the Electronic Patient Record (EPR) programme, providing timely and effective advice and support in resourcing the programme team, the interpretation and application of employment legislation, local and national NHS HR policy and procedures to support the delivery of the EPR programme objectives.

The ideal candidate will work with senior stakeholders across our Trust to drive the application of best practice to embed good recruitment and employee relations practice, HR policies, and processes that create and add value to the delivery of patient care and overall performance of our Trust.

Our Resourcing Manager will be part of the wider Resourcing Hub team and the immediate priority for this role will be to lead and influence the design and delivery of an innovative recruitment and resourcing plan to recruit and onboard the EPR programme roles.

Main duties of the job

Responsible for EPR programme resourcing and reward management, business continuity of supply and retention of EPR programme people, induction and on-boarding management, organisational redesign advice and guidance, change management activity, learning & development, managing transition at go-live and optimisation phases. This role will also manage a small number of people in the project team andforge effective working relationships with stakeholders at all levels.

About us

Our Trust is embarking on the biggest programme of clinical pathway transformation it has ever undertaken. This exciting and challenging programme aims to fundamentally change how we deliver health and care in Devon in a way that is both clinically and financially sustainable. In implementing the new EPR programme, we will be guided by ensuring we do the right thing for our patients and carers, people and communities as well as creating a working environment which better enables our staff to deliver the best care they can every day. The key to unlocking this major programme of change is the engagement and involvement of service users and staff in delivering the changes needed. This work will be supported through the introduction of a comprehensive Electronic Patient Record (EPR) system. This involves working in partnership with our preferred EPR supplier to deliver this transformational programme of work and will have the active engagement of our ICS partners across Devon.

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Job description

Job responsibilities

Communication and working relationships

• communicate with a range of stakeholders, to be required to communicate a range of highly complex and sensitive information regarding a number of employment issues, recruitment and contract advice, with the expectation of including employee relations and organisational change as the programme evolves
• foster positive relationships to engage and negotiate with unions and professional associations
• act as an ambassador for our Trusts EPR Programme at all times
• provide specialist HR advice and support to managers, on emotive and complicated issues including redeployment, change management, workplace grievance/ disputes and employment relations
• develop and maintain effective networks and relationships with internal and external contacts
• provide guidance on Agenda for Change (AfC) and job description development and work closely with Trust AfC Leads
• represent the EPR Programme team at key service programme meetings and steering groups
• foster a positive climate of employee relations within the programme team, directorates/divisions and with staffside colleagues and professional groups
• work closely with unions and professional bodies to identify employment issues and take appropriate action
• collate evidence for presentation at employment tribunals and where necessary act as Trust representative witness
• handle highly complex change management employee issues professionally and sometimes in hostile or adversarial situations (e.g. group meetings, tribunals, hearings etc.)
• provide advice across our Trust on resourcing and retention of staff

Analytical and judgement

• analyse complex HR issues and make decisions in relation to interpretation of policies; reviewing and advising on issues where there are a range of facts that require a comparison of options e.g. recruitment/resourcing issues, organisational change programmes and other employee relations issues such as redeployment etc.
• ensure that any changes or developments are managed sensitively and appropriately, identifying risks to the organisation and managing them effectively or escalating to line manager or People Directorate colleagues when appropriate
• identify risks to the organisation promptly in relation to HR activity and take appropriate action to reduce the risk
• participate in job matching panels following our Job Evaluation Handbook, ensuring a consistent approach across our Trust

Planning and organisation

• plan and organise complex programmes and work to the timescales of the project, particularly phased recruitment and onboarding
• plans may require adjustments in line with the wider project plans that may impact on the HR activities
• plan and run a recruitment drive for the programme, advise on plans for backfill and lead on planning complex organisational redesign programmes, organise staff training (including overseas training programmes)

Policy and service responsibility

• lead on the development and delivery of aspects of the EPR Programme and devise and manage implementation programmes with the support of People Directorate colleagues, including: recruitment & selection of programme team; onboarding; organisational redesign; production and banding of job descriptions; management of organisational change and consultation processes
• lead aspects of significant organisational change, ensuring that EPR Programme HR project plans are developed and implemented by all parties within agreed timescales
• work proactively with managers and staffside to facilitate effective change management processes
• contribute to the development of corporate People strategies and policies and devise and manage implementation programmes
• interpret and apply effectively current employment legislation, producing / amending policies / operational briefs in line with new employment legislation and national NHS guidance
• work closely with management and staffside representatives to develop effective policies and management guidance for our Trust
• plan implementation of new structures / policies / guidance, including organisation and provision of relevant training programmes to ensure management awareness and competence
• provide timely and effective advice and support in the interpretation and application of employment legislation, local and national NHS HR policy and procedures to support the delivery of the EPR programme
• work to develop and implement the EPR Programme resourcing project plans/ strategy which will have an impact across our Trust
• working with members of the Trust People Directorate, to review project plans to ensure they are fit for purpose and propose any changes to these to ensure the programme can deliver e.g. recruitment plans, retention plans and organisational change papers that will impact on service delivery
• ensure that any changes or developments are managed sensitively and appropriately, identifying risks to the organisation and managing them effectively
• as a senior member of the People Directorate, be a role model for a business focussed performance approach and contribute to a culture of continuous improvement
• keep up to date with current employment legislation and local and national NHS policy in order to remain competent, including mandatory training

Responsibility for finance, equipment and other resources

• authorises small payments such as recruitment agency fees
• manage a delegated budget for programme related activity
• liaison with our apprenticeship team regarding the use of Apprenticeship Levy funds
• maintain security of the systems and demonstrate strict confidentiality regarding passwords and personal data
• work closely with Programme team to ensure resourcing remains with budget

Responsibility for supervision, leadership and management

• undertake line management of direct reports, ensuring there is development, reflection and on-going learning within their role
• ensure team members are compliant with their mandatory training and annual performance reviews
• provide highly specialist advice on HR issues which impact across the organisation
• provide effective support to other members of the team where required
• assist in the training and coaching of other members of the team where required
• recruitment of staff to the team by leading on the job creation of programme roles and recruitment and selection for the programme
• assist in the devising and implementing of in-house training sessions for managers on a range of subjects as requested by line manager or programme
• liaise with education colleagues on in-house training sessions
• co-ordinate certified training with EPR supplier which may include overseas travel for staff

Information technology and administrative duties

• utilise our recruitment system, Trac and other web-based systems to fully record and report on recruitment activity and recording of information
• maintain and input into project spreadsheets and occasional requirement to develop spreadsheets and reports in order to report on progress e.g. on recruitment, job evaluation and training
• ensure all pre-employment checks are carried out promptly and meet the NHS Employment Standards
• utilise workforce information proactively to identify areas which might require an HR intervention, and use HR expertise and specialist knowledge to assist managers in achieving improvements
• ensure accurate, accessible and detailed documentation of programme documents
• review, manage and maintain appropriate administration systems such as case management system, utilising this information for Board, and HR business reviews

Responsibility for research and development

• undertake any research required as part of the role for example researching recent case law
• review feedback from new starter calls and other programme retention activity
• undertake other audits as required and staff survey

Responsibility and accountability

• work autonomously, using own initiative to ensure the provision of an effective recruitment service and deciding how programme objectives are best achieved and guided by principles and policies, guidance may be provided by peers and members of People Directorate
• act as an advocate of HR, promoting HR interventions, and building the reputation and professionalism of the department
• undertake specific project work under the direction of the People Directorate senior team
• act at all times in accordance with the Trusts expectations and promote fair and equitable employment practices, ensuring that managers are made aware of their responsibilities within employment legislation, local and national HR policy

Please see the attached job description document containing person specification. We recommend you read this carefully ahead of submitting your application.

Person Specification

Qualifications

Essential

• oCIPD qualification or equivalent experience to masters level
• oDegree level qualification or equivalent

Any attachments will be accessible after you click to apply.

388-5322623-A&C