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HR Manager - Hosted Services

Job Description

Due to a promotion, the HR Department at Chelsea and Westminster Hospital are currently recruiting into the post of Band 7 HR Manager.

This post predominantly supports all existing and new Hosted Services. Services currently consists of CW Medicines Ltd, Imperial College Health Partners and Applied Research Collaborations. Note, these hosted services are on varied terms and conditions of employment (non-NHS) as well as outsourced payroll and HR Information Systems (non-NHS/ESR).

The ideal candidate should be CIPD qualified with extensive generalist HR experience at operational level in a start up or complex organisation. The candidate must be willing to work in an ambiguous environment and have the ability to communicate effectively with all stakeholders. The candidate must also have meticulous attention to detail as they will have responsibility for all HR administration for the hosted services.

This is an exciting opportunity for a HR Professional to develop their skills as an all-round generalist and to add real value to the Hosted Services.

Agile working is encouraged and the post holder will work on site with their Services, at HR Head Office or from home.

Any candidates that would like an informal conversation about the role can contact Hannah Lootfun, HR Business Partner on 07557 820 682 [email protected]

The post holder will be the main HR lead and “face of the business” for all Hosted Services. The post holder will ensure the provision of a comprehensive, end to end, generalist human resources service which meets the individual hosted organisation’s requirements whilst maintaining an overview of HR policies, strategy and best practice.

The main duties of this HR manager is to support the organisation in all aspects of HR including but not limited to updating HR processes and policies along with dealing with ER cases, payroll/benefits, recruitment and training. The post holder will continue to develop the HR services from a “start up” to a fully functioning and professional service using creativity, HR best practice and consultation with stake holders to gain desired results.

We provide services from two main hospitals, Chelsea and Westminster Hospital and West Middlesex University Hospital, and a number of clinics across London and the South-East.

We have over 6,000 members of staff that arePROUD to Carefor nearly one million people. Both hospitals provide full clinical services, including full maternity, emergency and children’s, in addition to a range of community-based services across London, such as award-winning sexual health and HIV clinics.

We’re one of the safest and best performing Trusts in the country. We’re also one of the top trusts to work for – our staff say they’re engaged, motivated, and would recommend us as a place to work and receive treatment.

In 2020 Trust was rated by the Care Quality Commission as Outstanding in the well-led and use of resources domains and Good in the safe, effective, caring, and responsive domains. The Trust as a whole was Good, but the Chelsea site was Outstanding.

Our facilities are some of the best in the country. We have been investing around £10 million a year in our estate. We are currently spending £25 million on expanding our adult and neonatal critical care facilities at Chelsea and Westminster and redevelopment of our children’s unit at West Middlesex – in partnership with our charity, CW+ and generous donors.

Key responsibilities

• In line with the Business Partner model, act as a key point of contact for the Private Host organisations, providing a high quality, customer focused professional HR service on a range of workforce issues encompassing the end to end employee lifecycle.
• To act as the HR ambassador for the HR services within hosted services.
• Provide Human Resources advice to managers on a range of highly complex workforce issues including recruitment, employee relations, TUPE, organisational change and role redesign, policy and practice, seeking advice from the HRBP and Organisational Development where appropriate.
• Deliver a compassionate, effective business focused Human Resources service to line managers on operational staff management issues, ensuring situations are handled in accordance with employment legislation and or best practice, supporting a just and learning culture.
• To build relations internally within HR, providing support and guidance to the transactional HR team to implement process and strategies to drive forward service improvement.
• To provide highly specialised HR advice in an effective and consistent manner in line with the different hosted organisations terms, conditions, policies and procedures.
• To be responsible for the outsourced payroll on a monthly basis ensuring pay is correct on a monthly basis.
• To be responsible for the hosted organisation bespoke HR Information System, developing organisational charts and running HR reports to inform business initiatives.
• To be the HR lead on the annual review of pay and benefits.
• Ensure that all managers are trained and competent when applying HR initiatives including developing a suite of template letters, coaching, mentoring and resolving any HR system blockages.
• Work in partnership with managers to ensure they utilise workforce data to inform their management decision-making, and improve the organisations performance in relation to key HR performance indicators.
• Participate in training initiatives designed to raise managers’ awareness and competency in HR related issues within the organisation; this includes proactively developing, designing and delivering the training programmes with the aim of increasing competence and confidence in making balanced decisions relating to a range of people-management issues.
• Support the hosted service in developing and progressing initiatives designed to maintain and develop as an outstanding employer, such as initiatives relating to Equality & Diversity, Staff Engagement, Workforce Information, Policy Development and Health and Wellbeing.
• Identify strategies to improve the capability of the Organisations; develop, analyse and interpret workforce metrics (from both internal and external workforce related data sources) to identify trends, and inform the development and improvement of workforce policies and processes, management development activities and employee engagement. Ensure the impacts of these initiatives are measurable and evidenced using insight and experience to recommend solutions.
• In partnership with the HR Business Partner, develop robust workforce plans to cover the short, medium, and long-term needs of the hosted organisations.
• Assist the Human Resources Business Partners in providing a range of support and advice on issues such as service and contract planning, skill mix and workforce planning, budget setting, and proposals for organisational change, ensuring these are sound in in line with good practice and policy.
• Support the development and maintenance of effective and diverse communications between staff side, management, employees and key stakeholders.
• Where required, lead on the development, review and implementation of HR policies and procedures, taking into account legislation, good practice and ACAS guidance, working in partnership with the Staff Side.
• To undertake project work as directed by Senior HR Colleagues for both hosted services and the Trust.
• Deputise for the HRBP as required.
• To participate in the Trust’s PDR process.
• To ensure all statutory and mandatory training is up to date.
• Hold responsibility for the self-development of skills and competencies through participation in learning and development activities, and to maintain up-to-date technical and professional knowledge relevant to the post.

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