HR Advisor - Fixed Term Maternity Cover

Recruitment & Selection Support and guide managers with the recruitment & selection of staff, ensuring job descriptions and recruitment processes are in line with the recruitment and selection policy. Advertise vacancies as per the recruitment requests raised by the recruiting managers. Sourcing effective ways to advertise, to attract maximum candidates. Support managers with shortlisting, ensuring this is conducted fairly and in line with Invicta Health policies. Organise interviews for shortlisted candidates, including overseeing preparation and distribution of interview and assessment packs. Support managers by siting on interview panels as and when required, ensuring best recruitment practice is followed. Monitor and manage the post interview process, informing applicants of interview outcomes and filling records on all applicants. Undertake completion of all pre-employment checks for successful candidates in a timely manner, ensuring legislative and regulatory compliance. Support the recruiting manager with completion of the induction pack and induction timetable. Compile and issue contracts of employment to all new starters, ensuring accuracy and compliance. Booking of GP locums, ensuring compliance documentation is checked and monitored. Support with any recruitment campaigns and events when required. Support the HR Manager with recruitment and retention strategies and initiatives. Absence Management Monitor all absences and maintain absence reporting, chasing return to work forms and sick notes as appropriate. Provide guidance to line managers on managing attendance of employees in line with Invicta Health policies. Manage sickness entitlements, ensuring that any trigger points reached are escalated to the Manager. Support and guide managers during formal sickness absence meetings and ensure the process is accurately documented. Support managers with long term sickness absence, making referrals to Occupational Health as appropriate. Seeking advice from the HR Manager for complex cases. Write to employees to confirm any changes in sickness entitlement and or sickness management procedures. HR Advice and Guidance Effectively handle enquiries from employees, external organisations and former employees and escalate any enquiries, as necessary. Acknowledge resignations and retirements and undertake the full leavers/retirement process, including: - Calculating annual leave entitlement remaining - Checking employee file for any training agreements which require repayment - Updating cascade/payroll with leaving date and any payments or deductions - Inform IT and ensure assets returned on last day. Work with the wider HR team to undertake exit interviews for all leavers. Ensure feedback & themes from exit interviews are recorded and reported to the HR Manager in a timely manner. Advise and support managers in undertaking appraisals and probationary reviews as appropriate. Utilise monthly workforce reports to pro-actively facilitate the management of key HR KPIs including Annual Leave, Sickness Absence, Appraisals. Liaise and support managers with all requests regarding changing terms and conditions and actioning any system changes or issuing paperwork as necessary. To support managers on adopting good HR practice by offering effective HR advice through current employment & case law, best practice and relevant policies. Provide advice and support to Managers on particular aspects of complex employee relations and the implementation of policies and procedures. Provide professional advice and support to managers on matters relating to disciplinary, grievance, sickness absence, bullying and harassment and performance management, investigate where required and liaise with the HR Manager as necessary. Manage the maternity, paternity, adoption, and shared parental leave processes across the practice, ensuring adherence to legislation and Invicta Health policies. Support in resolving pay issues for staff in conjunction with payroll and other members of the wider HR team. Actively participate in Job evaluations, acting as they key point of contact and ensuring correct procedure is followed. Proactively participate in the monthly payroll meeting, addressing any queries and issues as necessary. Assisting in the TUPE process as and when required, including administration and consultation with incoming and outgoing employees. Provide advice and support to managers on change management, including restructuring, designing, and developing new roles or changes to roles, and developing job descriptions. Ensure clinical staff have the necessary clinical indemnity membership in place and renewals dates recorded. Policy & Service Improvement Proactively contribute to supporting the HR Manager in the development and implementation of HR policies to ensure compliance with current legislation. Work with and support the HR Manager with employee wellbeing programmes and employee engagement initiatives. Keep up to date with current legislation to ensure as a HR service we are giving accurate advice and guidance to managers. Design and deliver training sessions on people management topics and Human Resource policies (e.g., sickness absence, discipline, recruitment, and performance management) to all staff to ensure staff are developed and competent in carrying out their duties. Support the HR Manager with the workforce plan. Secretarial and Administration Maintain and update internal HR Information Systems. Maintain a catalogue of HR contracts and letter templates, ensuring these are updated regularly to reflect best practice. Plan and organise weekly management meetings for the Practice. Plan, organise and attend the PPG meetings. Take and produce minutes at confidential meetings as and when required. Complete the National Workforce Tool monthly. Job description Job responsibilities Recruitment & Selection Support and guide managers with the recruitment & selection of staff, ensuring job descriptions and recruitment processes are in line with the recruitment and selection policy. Advertise vacancies as per the recruitment requests raised by the recruiting managers. Sourcing effective ways to advertise, to attract maximum candidates. Support managers with shortlisting, ensuring this is conducted fairly and in line with Invicta Health policies. Organise interviews for shortlisted candidates, including overseeing preparation and distribution of interview and assessment packs. Support managers by siting on interview panels as and when required, ensuring best recruitment practice is followed. Monitor and manage the post interview process, informing applicants of interview outcomes and filling records on all applicants. Undertake completion of all pre-employment checks for successful candidates in a timely manner, ensuring legislative and regulatory compliance. Support the recruiting manager with completion of the induction pack and induction timetable. Compile and issue contracts of employment to all new starters, ensuring accuracy and compliance. Booking of GP locums, ensuring compliance documentation is checked and monitored. Support with any recruitment campaigns and events when required. Support the HR Manager with recruitment and retention strategies and initiatives. Absence Management Monitor all absences and maintain absence reporting, chasing return to work forms and sick notes as appropriate. Provide guidance to line managers on managing attendance of employees in line with Invicta Health policies. Manage sickness entitlements, ensuring that any trigger points reached are escalated to the Manager. Support and guide managers during formal sickness absence meetings and ensure the process is accurately documented. Support managers with long term sickness absence, making referrals to Occupational Health as appropriate. Seeking advice from the HR Manager for complex cases. Write to employees to confirm any changes in sickness entitlement and or sickness management procedures. HR Advice and Guidance Effectively handle enquiries from employees, external organisations and former employees and escalate any enquiries, as necessary. Acknowledge resignations and retirements and undertake the full leavers/retirement process, including: - Calculating annual leave entitlement remaining - Checking employee file for any training agreements which require repayment - Updating cascade/payroll with leaving date and any payments or deductions - Inform IT and ensure assets returned on last day. Work with the wider HR team to undertake exit interviews for all leavers. Ensure feedback & themes from exit interviews are recorded and reported to the HR Manager in a timely manner. Advise and support managers in undertaking appraisals and probationary reviews as appropriate. Utilise monthly workforce reports to pro-actively facilitate the management of key HR KPIs including Annual Leave, Sickness Absence, Appraisals. Liaise and support managers with all requests regarding changing terms and conditions and actioning any system changes or issuing paperwork as necessary. To support managers on adopting good HR practice by offering effective HR advice through current employment & case law, best practice and relevant policies. Provide advice and support to Managers on particular aspects of complex employee relations and the implementation of policies and procedures. Provide professional advice and support to managers on matters relating to disciplinary, grievance, sickness absence, bullying and harassment and performance management, investigate where required and liaise with the HR Manager as necessary. Manage the maternity, paternity, adoption, and shared parental leave processes across the practice, ensuring adherence to legislation and Invicta Health policies. Support in resolving pay issues for staff in conjunction with payroll and other members of the wider HR team. Actively participate in Job evaluations, acting as they key point of contact and ensuring correct procedure is followed. Proactively participate in the monthly payroll meeting, addressing any queries and issues as necessary. Assisting in the TUPE process as and when required, including administration and consultation with incoming and outgoing employees. Provide advice and support to managers on change management, including restructuring, designing, and developing new roles or changes to roles, and developing job descriptions. Ensure clinical staff have the necessary clinical indemnity membership in place and renewals dates recorded. Policy & Service Improvement Proactively contribute to supporting the HR Manager in the development and implementation of HR policies to ensure compliance with current legislation. Work with and support the HR Manager with employee wellbeing programmes and employee engagement initiatives. Keep up to date with current legislation to ensure as a HR service we are giving accurate advice and guidance to managers. Design and deliver training sessions on people management topics and Human Resource policies (e.g., sickness absence, discipline, recruitment, and performance management) to all staff to ensure staff are developed and competent in carrying out their duties. Support the HR Manager with the workforce plan. Secretarial and Administration Maintain and update internal HR Information Systems. Maintain a catalogue of HR contracts and letter templates, ensuring these are updated regularly to reflect best practice. Plan and organise weekly management meetings for the Practice. Plan, organise and attend the PPG meetings. Take and produce minutes at confidential meetings as and when required. Complete the National Workforce Tool monthly.