BEARS Ambulance Service
Human Resources Manager
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Job Role & Purpose
The HR Manager is an integral member of Starcross Trading's evolving HR function, ensuring the delivery of a professional, responsive, and proactive HR service across the organisation.
The postholder will lead and support a small HR team, providing day-to-day management, coaching and development whilst ensuring a consistent, high-quality HR service across all locations.
The HR Manager will also work closely with the senior leadership team, acting as a trusted advisor on people matters and contributing to organisational planning, workforce development and the achievement of strategic objectives.
The HR Manager will support managers across all aspects of the employee lifecycle, ensuring employment legislation, best practice and organisational policies are consistently applied. The role will contribute to the continuous development of people practices that support organisational objectives and the delivery of excellent patient care.
The role will also oversee recruitment, policy development, organisational compliance and provide leadership and support in relation to Health & Safety management.
The postholder will be a professional practitioner acting as a ‘critical friend’ to the clinical and operational leaders within service areas identifying and managing key people interventions in partnership.
A member of the Senior Management Team, the post holder will understand the strategy and requirements of all services and ensure people policies and strategies are aligned to support colleague engagement, organisational development, people experience and the delivery of high quality care.
Key Duties & Responsibilities
1. HR Team Management
- Lead, manage and develop the HR team, ensuring a high-quality and responsive HR service.
- Provide regular supervision, coaching and performance management for direct reports.
- Allocate workload across the team and ensure priorities are managed effectively.
- Support the professional development of HR team members.
- Monitor team performance and identify opportunities for continuous improvement.
- To act as an advocate of change and modernisation in support of operational and people strategies, championing best practice HR management, influencing key clinical and operational decisions.
- To facilitate and assist with maintaining a positive person-centred approach to employee relations that develops feelings of mutuality, encourages co-operation, and minimises the causes and effects of conflict
2. Employee Relations
- Manage HR case work, advising managers on the interpretation of terms and conditions of employment ensuring compliance with the BEARs policies and employment legislation to ensure processes are fair, equitable, promote good practice and are free from risk of litigation.
- Support operational managers across a range of HR matters for example: leave and pay arrangements, absence and performance management, discipline and grievance matters ensuring that they are implementing and adhering to the appropriate company policy.
- To accompany operational managers at formal meetings in accordance with company policies and procedures.
- To support managers in complex and/or sensitive investigations and disciplinary cases.
- Present management cases to Appeals panels as required.
- Develop and maintain effective communication processes with senior managers which actively inform and involve staff in the plans and operational activities .
- Develop and maintain effective consultation and negotiation arrangements with staff.
- In partnership with senior managers and first line managers, improve individual team and organisational performance in the areas of workforce utilisation through the identification and promotion of news ways of working.
- Be the HR lead on highly complex contracting and/or competitive tendering project groups, leading on the Transfer of Undertakings (Protection of Employment) Regulations where relevant.
- Provide expert advice and guidance to managers on all employee relations matters.
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3. Recruitment & Workforce
- Oversee the end-to-end recruitment process across the organisation.
- Support managers with recruitment planning and workforce requirements.
- Ensure recruitment processes promote equality, diversity and inclusion.
- Oversee onboarding and induction processes.
- Monitor recruitment activity and identify opportunities to improve attraction and retention
4. Policies and Employment Compliance
- Maintain and regularly review the Staff Handbook and HR policies.
- Ensure policies reflect current employment legislation and general practice best practice.
- Draft new policies and procedures where required.
- Support the implementation of new legislation and organisational change.
5. Management Support
- Build effective relationships with managers across the organisation.
- Coach managers to improve confidence in people management.
- Provide pragmatic and commercially focused HR advice.
- Support organisational change projects where required.
6. Performance and Attendance
- Support managers in managing performance issues.
- Oversee sickness absence management processes.
- Monitor absence trends and produce reports where appropriate.
- Support Occupational Health referrals and wellbeing initiatives.
7. HR Systems and Reporting
- Maintain accurate HR records and personnel files.
- Produce HR reports and workforce metrics.
- Monitor KPIs including:
- Recruitment
- Absence
- Turnover
- Employee Relations
- Mandatory training
- Identify trends and recommend improvements.
8. Organisational Development
- Support organisational change and service development.
- Promote employee engagement initiatives.
- Support learning and development activities.
- Assist with succession planning and workforce planning.
9. General Responsibilities
- Maintain confidentiality at all times.
- Ensure compliance with GDPR.
- Promote equality, diversity and inclusion.
- Maintain professional standards.
- Undertake any other duties appropriate to the role.
Confidentiality
In the course of seeking treatment, patients entrust us with, or allow us to gather, sensitive information in relation to their health and other matters. They do so in confidence and have the right to expect that staff will respect their privacy and act appropriately.
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Post-holders must adhere to the following principles:
In the performance of the duties outlined in this job description, the post-holder may have access to confidential information relating to patients and their carers, practice staff and other healthcare workers. They may also have access to information relating to the practice as a business organisation. All such information from any source is to be regarded as strictly confidential. Information relating to patients, carers, colleagues, other healthcare workers or the business of the practice may only be divulged to authorised persons in accordance with Starcross Trading policies and procedures relating to confidentiality and the protection of personal and sensitive data.
Health & Safety
The post-holder will assist in promoting and maintaining their own and others’ health, safety and security as defined in the Starcross Trading health & safety policy, the health & safety manual, and the Starcross Trading infection control policy and published procedures.
This will include:
- Using personal security systems within the workplace according to Starcross Trading guidelines.
- Identifying the risks involved in work activities and undertaking such activities in a way that manages those risks.
- Making effective use of training to update knowledge and skills.
- Using appropriate infection control procedures, maintaining work areas in a tidy and safe way and free from hazards.
- Active reporting of health and safety hazards and infection hazards immediately when recognised.
- Keeping own work areas clean and overseeing all managers in the maintenance of general standards of cleanliness consistent with the scope of their role
- Undertaking periodic infection control training (minimum annually).
- Reporting potential risks identified to the Starcross Trading Management Team.
Equality & Diversity
The post-holder will support the equality, diversity and rights of colleagues, to include:
- Acting in a way that recognises the importance of people’s rights, interpreting them in a way that is consistent with Starcross Trading procedures and policies, and current legislation.
- Respecting the privacy, dignity, needs and beliefs of patients, carers, and colleagues.
- Behaving in a manner which is welcoming to and of the individual, is non-judgmental and respects their circumstances, feelings priorities and rights.
Job Description Review
This job description is intended to provide an outline of the key tasks and responsibilities only; the list is non-exhaustive. There may be other duties required of the post holder commensurate with their position.
This description will be open to regular review and may be amended in light of developing or changing services, or as part of an individual performance review process. All members of staff should be prepared to take on additional duties or relinquish existing duties to maintain the efficient running of Starcross Trading.
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