Total 61 job vacancies by NHS Jobs

Please see the attached Job Description and Person Specification for more information on the role requirements and duties.

The full job description provides an overview of the key tasks and responsibilities of the role and the person specification outlines the qualifications, skills, experience and knowledge required.For both overviews please view the Job Description attachment with the job advert.

Please see the JD and Assignment Brief for full detail. This role can be based in either Leeds or London.

Please see attached job description for more information about this role and working at Royal Free London NHS Foundation Trust.

Detailed job descriptions and main responsibilities are attached. All invites will be sent via MS Teams to your email. You will receive an invite for a small Welcome Meeting at 9am followed by another invite for your 1-hour interview slot. The interview dates will be 27th and 28th November 2024 ** We will be holding our COMMUNITY interviews on 27th November 2024 and INPATIENT interviews on 28th November 2024. If you are shortlisted for both then you will have 2 separate interviews** If you have any questions about any of the roles above we highly encourage you to reach out to us to learn more about the services you are interested in. So please do not hesitate to contact Shahin Alvis. We look forward to welcoming you to CNWL in 2024!

To identify multiple work streams for candidate attraction focusing on the overall reduction of vacancies across the hospital, working with hiring managers to understand which platforms would be most effective to enable maximum impact on vacancy reduction. To be responsible for own recruitment activities, and working effectively and efficiently within agreed KPI. To support the recruitment coordinators, providing them with consistent guidance and monitoring of metrics for improvement To work very closely with the Hospital Marketing team to produce cost effective Social Media campaigns and online presence.

Please see the attached the Job Description and Person Specification for more information on the job role and its responsibilities.

Drafting conditional offer letters Liaise with candidates to carry out mandatory pre-employment checks in line with the 6 NHS Employers checks guidance. Responsible for conducting accurate pre-employment checks for all appointments including but not limited to references, Identity checks, DBS checks, Occupational Health checks, right to work and immigration checks. Assist with setting up and publishing recruitment adverts Assist with supporting managers on how to effectively use the NHS jobs platforms for setting up interview and making offers. Ensure that DBS checks are in date for all staff and new joiners, adhering to the Care Group governance requirements. Maintain accurate employee records on the electronic filing system Coordinate new starter onboarding actions such as issuing ID badges and setting up email accounts, carrying out identity verification checks Carry out agency onboarding checks Support with coordinating HR events such as monthly HR inductions, organisational inductions and wellbeing events. and the corporate organisational induction Support with collating monthly payroll actions as required Occasionally support with taking minutes at formal meetings such as committee meetings, disciplinary or grievance hearings. Ensure right to work documents are in date for staff with time limited visas and report any non-compliance.

In the role of HR Change Manager, the postholder will play a pivotal role in ensuring the Group delivers on its integration objectives for 2024/25, ensuring that Corporate services are successfully integrated across our Hospital Group in consideration of business needs, HR best practice and legislation. The HR Change Manager will oversee and manage the HR Consultant, providing senior leadership and expertise, helping structure activity and ensure delivery of key milestones as set out within the programme.

1. Act as the first point of contact for the HR team, dealing with general enquiries and providing standard information on a range of HR policies and procedures 2. To communicate sensitive and confidential information in person, by telephone and in writing using tact, discretion and sensitivity. 3. Ensure a professional service is delivered consistently with information being accurately relayed to the appropriate member of staff. 4. Monitoring the HR inbox and dealing with the queries in a timely manner or forwarding/informing the relevant department/person. 5. To be able to direct employees, both staff and managers accordingly where more complex advice is needed. 6. Liaise and communicate effectively with all colleagues within the organisation as well as external networks and providers. 7. Inputting data onto the necessary computer systems, primarily; Blue Stream Academy Training, Bright HR absence management and Recruitment portals. 8. Undertake a full range of pre-employment checks for all successful candidates in line with the appropriate policies and procedures, whilst ensuring accurate records are maintained. i. Ensuring all ID checks are compliant with NHS standards e.g. Right to Work, DBS checks ii. Medical/Occupational Health Clearance iii. Obtaining and chasing References iv. Conduct applicant checks with Professional Body Council websites for up-to-date registration of candidates and report any discrepancies to Recruiting Manager v. Conduct and countersign DBS checks where relevant and conduct renewal checks for existing staff every 3 years, where requested. There will be a requirement to chase up information where it is not provided. The post holder will alert the Recruiting Manager and/or Head of HR of any DBS issues. 9. Coordinating the recruitment process including posting job ads, organizing job interviews and fully onboarding the chosen candidate(s). 10. Maintaining compliance databases and keeping up to date with DBS/Professional Registration/Blue Stream expiry. 11. Liaising with Lead GPs and updating them on the recruitment progress, annual leave requests, appraisals etc.

JOB PURPOSE: To work as part of the team and provide excellent administration and support across a range of Human Resources activities by ensuring the application of high quality and efficient processes. To adopt the highest standards of customer care in the provision of HR services to the general public, staff and managers. To be a point of contact in the HR team, dealing with or directing queries to the appropriate person as necessary. To provide basic HR information and updates e.g. recruitment and selection, training (including mandatory training), appraisals etc. KEY RESPONSIBILITIES: To respond to queries, both face to face, via email and telephone, take messages and pass them on to the relevant member of staff in an appropriate and timely manner. To undertake data input, photocopying, scanning, filing and typing duties as directed. To undertake administrative tasks as requested by senior team members. To provide administrative support to senior HR staff in relation to recruitment, training and development and employee relations e.g. preparing material/collating information and send out packs. To deal with internal and external post and emails on a day to day basis. To support the team to maintain accurate, timely and legible records. To meet and greet visitors to the HR department as required. To maintain filing systems in line with HR procedures. To maintain strict confidentiality at all times. To attend and take part in team meetings & regular reviews with line manager. To support ad-hoc projects and meetings as required. To act as a note taker at HR related meetings as required. To provide admin support to the senior HR team including diary management, typing of notes, co-ordinating papers for meetings etc

Recruiting, developing and retaining high quality staff to ensure that services have the right numbers of staff with the right skills at the most efficient cost. Provide professional advice and HR service to managers on all complex matters. Responsible for ensuring audit recommendations are adhered to and used as a tool for improvement in HR practice in localities. Using workforce data and analytics to support delivery and measure the effectiveness of HR and OD interventions and policies and understand how to make further improvements, e.g. exit interviews, employee relations policies, appraisal processes. Using workforce data and analytics to support strategic workforce planning for the divisions and work together as a business partner team to inform the workforce plan for the Trust. Advising on workforce numbers and the impact of planned service developments and CIP plans. Supporting organisation design and change management linked to new ways of working and transformational changes. Leading and delivering Workforce & OD related projects, as and where required, in the implementation of Workforce & OD priorities and strategy Work with divisional senior management teams to ensure that the culture reflects the values of the Trust. Drive the engagement agenda across Moorfields Private ensuring high level strategic importance and visibility across all sites. Use staff surveys and other data and metrics to develop innovative ways of tracking, monitoring and developing interventions to improve staff engagement at every level within the Trust. Input into the development of the workforce strategy and ensure that the workforce strategy is delivered in the divisions/services. Lead on leadership development within Moorfields Private, commissioning support where needed from the OD team and associated talent and succession planning for the division. Develop and understand leadership issues and deliver innovative leadership development solutions at individual, team and division level that support behaviour change and improved capability and capacity. Lead on processes to improve staff performance and feedback mechanisms within the division to improve performance across all staff. Drive development and implementation of the trust appraisal process and ensure performance standards are consistently applied and development plans delivered across the division/service. Coaches others (including managers) on interpersonal, behavioural and performance attributes affecting their working relationships and productivity. Facilitates highly complex conflicting situations with staff at all levels. Works collaboratively with the corporate HR function to build strong relationships with divisions to ensure the HR service is integrated and supports the workforce needs of the divisions. Provide advice and guidance to divisional management teams

We are hiring! Health Visiting Band 4, 5, 6 and 7 Open Evening You are invited to attend our Health Visiting Service open day for band 4, 5, 6 and 7. We have exciting opportunities available for passionate and committed Health Visitors and Health Visiting Assistant Practitioners across the borough of Lewisham. On the day, you will have the opportunity to meet the members of our team who will talk about their experience at LGT and to discuss what their "day in the life" looks like, find out about the vacancies we have and the various career paths we can support you with. We encourage you to come along and find out what we can offer you. Date: Saturday, 21st September 2024 Time: 10am to 2pm Venue: Downham Health Centre, 7-9 Moorside Road, Downham, Bromley, Kent, BR1 5EP To register to attend please complete this link: https://forms.office.com/e/s3fWFwBuPq

Key Result Areas & Performance: Strategy, Leadership and Management As a member of the senior HR team, to support the Associate Director of Workforce in the development and delivery of the Trusts Workforce Strategy and maintain an understanding of the Trusts key drivers and challenges in order to plan and deliver key workforce strategies aligned to business strategy and high level objectives. Contribute to the achievement of the Trusts strategic goals and priorities by ensuring that workforce policy, practice and delivery are co-ordinated, effective and strategic. To provide a highly visible, competent and coaching leadership style which is consistent with the Trust values, building and maintaining effective working relationships with managers, staff and external organisations. To plan, design and conduct essential projects to analyse and respond to current and projected workforce need. To develop strong networks internally and externally to ensure that best practice is applied within the organisation and that opportunities for development and innovation are maximised. To support the Trust in reaching its vision of excellence in everything it does by leading and promoting equal opportunities, fairness, equity and inclusion through best practice working, monitoring, training and evaluation. To lead and assist in organisational development and change initiatives in partnership with staff and managers, in order for change to be implemented effectively and proactively in line with sound planning and communications processes. To represent the Trust in relevant workforce relations forums within and outside the sector. As a senior member of the HR function, to contribute to the development of the HR function and to HR policies, strategies and business plans which enable Trust corporate aims and objectives to be achieved. Service Responsibilities To make a full and proactive contribution to the business, service and corporate planning processes to the service areas for which they are responsible, ensuring that these take account of national HR initiatives and corporate HR policies and agenda. To inform the business planning process and support the transformation agenda within the service area by contributing to the workforce planning cycle, service improvement and role design. To act as the key link between the service area and the HR function To work in partnership with Divisional Directors / Directors and managers in allocated divisions/service areas to establish the HR strategies and plans necessary to support: the successful delivery of patient focused services, the achievement of business targets, and the implementation of service development strategy To support and challenge managers in the application of HR policies and practices, providing advice and guidance on complex HR issues in order to minimise risk and financial exposure. To advise and support the service area in the development and modernisation of their services and related workforce requirements to include effective workforce utilisation, role design, workforce restructuring, skill mix and management of change in line with best practice and Trust policy and procedure. To coordinate a team comprising representatives from the different functional areas of HR, including recruitment, medical HR (where appropriate), temporary staffing, workforce relations, people management coaching, and training and development. In conjunction with their team, to analyse and interpret relevant workforce information and productivity measures, and work with Divisional Managers to develop strategies and plans to ensure that the workforce supports current and future performance targets, recommending HR initiatives to the service area that help meet its business needs. To act as an advocate of change and modernisation in support of business and HR strategies, and champion best practice Human Resource management, influencing key business decisions to ensure the effective management of staff through the fair, efficient and pragmatic application of best practice; this will include the development of managers in HR policy and practice and the monitoring and development of best practice to embrace diversity in the workforce. To develop the role of HR Business Partner by actively working with service areas, contributing to the early and proactive resolution of potential people management / change issues and ensuring that workforce factors are identified and actioned within overall divisional business plans. To lead (and project manage) key HR initiatives and change programmes to ensure that they are delivered in accordance with agreed requirements realising effective co-ordination of people, resource and talent; to ensure that, as appropriate, such initiatives are embedded and the benefits realise. 3.0 General To support the Deputy Director of Workforce and undertake additional project work as appropriate to ensure the delivery of a professional HR function for the Trust. To ensure continuing, personal and professional development, taking ownership and accountability for staying up-to-date. To deputise for the Director of Workforce and the Deputy Director of Workforce taking delegated responsibility at internal and external meetings and events.

To view the main responsibility, please see the attached the Job Description and Person Specification