GP Human Resources Manager

Key Duties and Responsibilities Employee Relations • Manage employee relations matters including disciplinary, grievance, absence management, capability, and, where necessary, redundancy and retirement processes. • Conduct informal meetings, lead investigations, and chair or support formal hearings as required. • Liaise with external HR advisors (currently Croner) to ensure consistent, legally sound advice. • Maintain good communication and professional working relationships across both practice sites. Employment Contracts and Policies • Maintain and update employment contracts for all staff groups (non-clinical, salaried GP, and nursing), ensuring compliance with current legislation including the Employment Rights Act. • Issue contract variation letters and new contracts as required, working with GP Partners on key decisions. • Develop, review and implement HR policies and procedures, maintaining the practice staff handbook on Practice Index. • Advise managers on terms and conditions of employment, including contractual entitlements and statutory rights. Recruitment and Onboarding • Lead recruitment for non-clinical roles and support clinical recruitment, including preparation of job advertisements, job descriptions, person specifications, and interview materials. • Shortlist, interview, and appoint for non-clinical roles; provide coordination support for clinical recruitment. • Manage pre-employment checks for all staff, including right to work, DBS (including Update Service verification), GMC and Performers List verification for clinical staff, immunisation records, and references. • Coordinate new starter inductions, including offer letters, contracts of employment, introduction to key policies, and statutory and mandatory training. HR Records and Compliance • Maintain accurate personnel files for all staff in line with CQC Regulation 19, NHS Employment Check Standards, and UK GDPR requirements. • Ensure DBS, revalidation, professional registration, and right to work records are kept current and verified appropriately. • Manage absence records and support managers with return-to-work processes. • Maintain an up-to-date HR calendar covering appraisals, contract renewals, and recurring compliance deadlines. Appraisals and Performance • Develop and implement appraisal frameworks and performance management policies. • Conduct appraisals for non-clinical practice staff and support the management team and Partners in conducting appraisals for other staff groups. Training and Development • Prepare and maintain a practice training plan aligned with strategic objectives and CQC requirements. • Coordinate statutory and mandatory training, maintaining records of completion for all staff. • Deliver or coordinate induction training for new starters. • Support the identification of individual and organisational development needs. Governance • Support the practice's compliance with CQC requirements, maintaining relevant documentation and evidence. • Contribute to audit, risk management, and quality improvement processes where these intersect with HR and workforce matters. • Participate in the implementation of specific projects, procedures, and guidelines to align the workforce with organisational goals. • Support change management processes as directed by the GP Partners. Staffing and Rotas • Oversee staffing levels and business continuity planning, with support from team leads and practice administrators. • Maintain oversight of the staff rota and annual leave calendar. This is not an exhaustive list of duties. The post-holder may be required to undertake additional or alternative duties commensurate with the level of skill and responsibility of the role, as directed by the GP Partners. Job description Job responsibilities Key Duties and Responsibilities Employee Relations • Manage employee relations matters including disciplinary, grievance, absence management, capability, and, where necessary, redundancy and retirement processes. • Conduct informal meetings, lead investigations, and chair or support formal hearings as required. • Liaise with external HR advisors (currently Croner) to ensure consistent, legally sound advice. • Maintain good communication and professional working relationships across both practice sites. Employment Contracts and Policies • Maintain and update employment contracts for all staff groups (non-clinical, salaried GP, and nursing), ensuring compliance with current legislation including the Employment Rights Act. • Issue contract variation letters and new contracts as required, working with GP Partners on key decisions. • Develop, review and implement HR policies and procedures, maintaining the practice staff handbook on Practice Index. • Advise managers on terms and conditions of employment, including contractual entitlements and statutory rights. Recruitment and Onboarding • Lead recruitment for non-clinical roles and support clinical recruitment, including preparation of job advertisements, job descriptions, person specifications, and interview materials. • Shortlist, interview, and appoint for non-clinical roles; provide coordination support for clinical recruitment. • Manage pre-employment checks for all staff, including right to work, DBS (including Update Service verification), GMC and Performers List verification for clinical staff, immunisation records, and references. • Coordinate new starter inductions, including offer letters, contracts of employment, introduction to key policies, and statutory and mandatory training. HR Records and Compliance • Maintain accurate personnel files for all staff in line with CQC Regulation 19, NHS Employment Check Standards, and UK GDPR requirements. • Ensure DBS, revalidation, professional registration, and right to work records are kept current and verified appropriately. • Manage absence records and support managers with return-to-work processes. • Maintain an up-to-date HR calendar covering appraisals, contract renewals, and recurring compliance deadlines. Appraisals and Performance • Develop and implement appraisal frameworks and performance management policies. • Conduct appraisals for non-clinical practice staff and support the management team and Partners in conducting appraisals for other staff groups. Training and Development • Prepare and maintain a practice training plan aligned with strategic objectives and CQC requirements. • Coordinate statutory and mandatory training, maintaining records of completion for all staff. • Deliver or coordinate induction training for new starters. • Support the identification of individual and organisational development needs. Governance • Support the practice's compliance with CQC requirements, maintaining relevant documentation and evidence. • Contribute to audit, risk management, and quality improvement processes where these intersect with HR and workforce matters. • Participate in the implementation of specific projects, procedures, and guidelines to align the workforce with organisational goals. • Support change management processes as directed by the GP Partners. Staffing and Rotas • Oversee staffing levels and business continuity planning, with support from team leads and practice administrators. • Maintain oversight of the staff rota and annual leave calendar. This is not an exhaustive list of duties. The post-holder may be required to undertake additional or alternative duties commensurate with the level of skill and responsibility of the role, as directed by the GP Partners.