Total 5 job vacancies by NHS Jobs

For a Detailed job description and main responsibilities please refer to the Job Description document attached.

JOB DESCRIPTION Job Title: Recruitment Assistant Grade: Band 4 Responsible to: Talent and Recruitment Manager Accountable to: Head of Recruitment and Retention Job Summary:To deliver an efficient and effective recruitment service for non-medical staff across the Trust in line with the recruitment KPIs. Responsibilities:1. Ensure recruiting managers are aware of the full recruitment process and provide coaching and support to them on the use of TRAC 2. Ensure that advert order forms are complete and the appropriate information and documentation has been received before the role is advertised via all appropriate media including TRAC Jobs and NHS Jobs where appropriate. All roles must be advertised in line with the recruitment KPIs. 3. Input vacancy information into the Electronic Staff Record (ESR) and create ESR recruitment activity records to ensure vacancies upload to TRAC Jobs and the NHS Jobs website, ensuring accuracy of data at all times and all fields are completed within TRAC. 4. Liaise with NHS Creative Services to coordinate the booking and amending of proofs for advertising in all external media and publications. 5. Ensure screen prints are taken of adverts on both TRAC Jobs and NHS Jobs for roles that may require work permits, predominately band 5 and above and saved on the HDrive. 6. Complete housekeeping on TRAC before midday to ensure all roles are shortlisted in line with the KPIs and managers are informed. Where candidates have applied via NHS Jobs all applications must be moved over prior to the vacancy being moved through to Shortlisting. Regret emails must be sent out to those not shortlisted for interview. 7. Set up interviews/tests for shortlisted candidates via the TRAC system, as per the instructions of the recruiting manager. Follow up any candidates who have not booked in to interviews on a regular basis via phone and email, informing managers of any candidates that have withdrawn. 8. Once offer details have been updated in TRAC, prepare and send conditional offer letters through TRAC and add candidate to the cohort system, sending the work health assessment out all in line with the 1 day KPI. Contact the candidate via phone to talk through the pre-employment stage and confirm the required threeyears references, sending out reference requests once confirmed. Apply for CoS where appropriate. 9. Send out notifications of regret to unsuccessful candidates. 10. Conduct accurate pre-employment checks as stated in the NHS Employment Check Standards for all applications using the TRAC recruitment system including ID, RTW and DBS checks where appropriate. Pre-employment checks will need to be completed within 20 days of the offer being made in line with the recruitment KPIs. 11. Ensure regular contact is made with the candidate and manager during the preemployment stage to avoid any delays and to make sure all parties are aware of the process. 12. On completion of all pre-employment checks complete the quality check process to ensure all documents are accurate and present. Once all documents are checked and completed arrange start date with manager and candidate. 13. Prepare and send out contract of employment, ensuring accuracy of terms and conditions of employment. 14. Book candidate onto Trust Induction and all relevant statutory and mandatory training courses required. All new starters must be added to the new starter spreadsheet. 15. Prior to start date send out New starter email to manager and Welcome to the team email to candidate. Ensuring candidate has all HR paperwork and times/dates for HR sign on and other relevant appointments. Please see the attached Job Description and Person Specification for more information

In all the band 5 posts you will be supported by senior Occupational Therapy colleagues and a wider multi-disciplinary team. If this is your first qualified post, you will be supported to complete your preceptorship as part of our Flyer Programme. We also have our recently launched career framework to support all qualified OTs to review and evidence their continuing development, and support them to look at a variety of areas for their development. We offer all band 5 OTs a monthly CPD education and peer support programme. These sessions cover a wide range of topics to ensure you access broader learning opportunities from current OT colleagues working within Oxford Health. We are really proud of the range of clinical areas covered by our rotation, and the breadth of experience this will give our rotational OTs. We hope that this rotation, along with our B5 training programme and our award-winning preceptorship programme (The Flyer Programme) gives recently qualified OTs a great start in their career. We want you to have a great experience, working with us to support your development into the next generation of leaders and expert clinicians. We are committed to developing a strong occupational therapy workforce and supporting your career progression whether it be through quality improvement and research, clinical specialism, education or management and leadership. Please note that it is essential for all candidates applying to this post to be car drivers who have access to cars for work purposes and to be physically able to meet the demands of OT interventions in mental and physical health settings.

Chat to our teams on the day to find out more! Book your space today - Recruitment Roadshow - Unipart House, Oxford **new date and venue** Tickets, Tue 11 Jun 2024 at 14:00 | Eventbrite

Providing an HR Service To advise and support managers and staff on national terms and conditions of service, local policies and procedures and National workforce initiativesAdvise and support managers on employee relations issues (on areas to include conduct/performance management and absence management to ensure high performance of teams and individuals in order to achieve key trust/ divisional objectives. Coach and educate Managers in good employment practice, responding to development needs by supplying training where required; ensure managers are equipped to carry out staff management responsibilities effectively, particularly in the areas of performance, absence and conduct management.To provide expert advice in line with Trust policies to Divisional managers on employee relations issues, relating to all staff groups and to investigating officers undertaking disciplinary and grievance processes and managing other aspects of employee relations. To provide expert HR advice to disciplinary, grievance and dispute hearings and appeals, specifically to the Panel Chair. To support the process of preparing paperwork and legal documents for Employment Tribunals when necessary. To liaise with the Trusts solicitors and other external legal counsel and attend Employment Tribunals as required. To work with the Trusts solicitors on the preparation of legal documents such as compromise agreements on behalf of the Trust as necessary.Develop a detailed understanding of the Agenda for Change job matching and evaluation process in order to advise managers effectively in relation to the development of new job roles and banding issues. Develop and maintain positive relationships with staff side representatives and Trade Union full time officials, including proactive communication of relevant HR issues. To promote the implementation of equal opportunities and diversity in the workplace, providing leadership to managers and directors on equality and diversity issues relating to employment. Team and Management Responsibilities To attend both Directorate and Divisional team meetings providing HR advice as required. To work with the Resourcing team to plan specific recruitment campaigns in line with workforce plans and ensure effective coordination of redeployed staff. Policy Development To provide HR advice and information on Oxford Radcliffe Hospitals NHS Trust policies, to all staff groups. To work with the Assistant Director of Workforce to develop and implement HR policies and procedures and ensure that the Trust employs best HR practice which complies with UK and European legislation.Ensure that there is a partnership approach to the development and implementation of HR policies. Promote a culture of equity, openness and transparency in the application of all policies and procedures. To proactively identify relevant legislation and regulatory frameworks that may impact on workforce development, people management issues and HR best practice. Organisational Development To work with the Director of Workforce to develop and implement HR and workforce strategies which are linked to Trust strategic objectives and reflect National HR initiatives. To take the HR lead on organisational change initiatives including TUPE transfers, and ensure that the HR aspects of such projects are delivered effectively and in line with the relevant legislation and regulatory frameworks. To work actively with managers and staff side representatives to modernise and redesign services to meet the diverse and changing needs of staff, patients and the developing NHS agenda. To ensure that best HR practice and effective partnership working is integrated into organisational change initiatives, including TUPE transfers.To contribute to workforce planning and development identifying workforce requirements and the most efficient use of resources. This should include providing support regarding skill mix reviews and role redesign. Assurance Providing bespoke payroll reports as required in order to assist with workforce decision making and planning. Regularly undertaking the analysis of workforce information and preparing HR reports for Directorate and Divisional meetings; making use of qualitative, quantitative research and data, and provide recommendations from the analysis. Ensure that accurate HR performance management information is provided, analysed and necessary action identified. Ensure that grading and pay of staff within the Divisions and applied throughout the Trust is consistent with established criteria and resolve complex payroll issues such as protection of pay. Ensure effective induction arrangements are in place across the DivisionsAnalyse and interpret staff survey results and develop action plans to address shortfalls. Risk Management The management of risk is the responsibility of everyone and will be achieved within a progressive, honest and open environment. Staff will be provided with the necessary education, training and support to enable them to meet this responsibility. Staff should be familiar with theMajor Incident PolicyFire Policy and should make themselves familiar with the local response plan and their role within that response. Further information is available in the attached Job Description and Personal Specification.