Total 623 job vacancies by NHS Jobs

Please see Section 3 of the recruitment pack for full job description. Responsible for a wide range of major organisational change programmes requiring project planning skills; such as restructuring of services, potential redundancy situations and TUPE (Transfer of Undertaking Protection of Employment) transfers in and out of the organisation. Deal with communication strategies for the above including consultation and negotiation with Trade Unions at local and regional level on complex and sensitive workforce issues. Responsible for the management of employee engagement connected with organisational change projects ensuring the correct process is adhered to, that timescales are suitable and appropriate and that staff partners and staff members involved are informed and updated in relation to the process.

Support the Head of Operations and marketing team with various tasks, including event coordination, community outreach, and brand awareness initiatives. - Oversee onboarding processes, including setting up IT access and updating the website with new staff bios. - Manage company expenses, IT issues, and other ad hoc operational requests from senior leadership.

You will be able to find a full Job description and Person Specification attached within the supporting documents or please click Apply now to view in Trac

To support the Trust in delivering a pro-active recruitment service to the operational business units and teams within HPFT. To work as part of the HR team to provide sound and accurate HR advice to managers on Trust polices and employment issues around recruitment. To support the activities of the Human Resources team by providing a comprehensive customer focused service, specifically, but not exclusively in relation to recruitment and Electronic Staff Record. To provide sound and accurate HR advice to managers on Trust polices and employment issues To create and use reports to understand business unit recruitment performance against set KPIs and drive performance improvement . Extract and manipulate data from the systems in order to provide detailed reports for the teams in relation to e- recruitment and ESR. To maintain appropriate HR records and databases. To provide a pro-active, professional, effective and efficient recruitment service, ensuring all Trust recruitment is carried out in accordance with agreed processes, schedules, legislative requirements and Trust policy. To advise Trust Managers on specific employment legislation related to recruitment and selection and equal opportunities. To deal with all aspects of the recruitment process including administering our vacancies on an E-recruitment system (TRAC), overseeing response handling and ensuring that the Trust recruitment KPIs are met and exceeded. Understand and manage the recruitment pipeline, ensuring vacancies are advertised appropriately and in a timely manner. To ensure that all communication sent to applicants (offer letters and contacts of employment) and hiring managers is accurate and of a high standard and all pre-employment checks and clearances are obtained (e.g. References, OH clearance, DBS, professional registration checks, right to work etc) in line with NHS Employment Check Standards. To work professionally with HR colleagues to ensure documentation received complies with Trust terms and conditions and employment law, liaising with managers and staff in relation to changes to staff employment details. To accurately and swiftly input new starters to the electronic staff record system and to work with staff, managers, payroll and the HR team to resolve complex pay queries in a timely manner.

The Divisional Human Resources Manager will take a lead role in driving forward the Trusts agreed Human Resources agenda in the Division and will also have lead responsibility for specific corporate Human Resources Objectives. As a member of the Divisional Management Team, to contribute to the development and implementation of operational and strategic decisions to achieve objectives contained within the Service Improvement Plan. The Divisional Human Resources Manager is responsible for coaching and supporting managers on delivering effective human resource management and for ensuring that best HR practice is delivered at all times. The Divisional Human Resources Manager will manage their own duties and, where applicable, will line manage the Deputy Human Resources Manager including the monitoring of workload, undertaking of appraisals, sickness reviews and dealing with any capability or discipline issues. To provide authoritative, specialist advice and support to the relevant Divisions on complex and sensitive issues and specialist HR related matters and makes appropriate decisions with regards to redeployment, discipline, performance management, harassment, recruitment, sickness, terms and conditions, organisational change and other aspects of employee relations. To implement the Trusts agreed Human Resources agenda in the Division, working flexibly to accommodate local issues and balancing short term need with the longer term aim. To work with the Divisional Manager and Managers within the Division on Human Resources management issues making a full contribution and taking the lead responsibility where appropriate. To provide Human Resources input to the Divisional Business Planning process ensuring that corporate Human Resources developments are included and local HR issues are prioritised and targeted to meet the service needs. To provide an accurate and quick response to any Human Resource issues/problems arising within the Division, making a comprehensive assessment of the issue, a clear decision for action and consideration of any knock on effects. To take responsibility for specific corporate Human Resources objectives as agreed with the Head of Human Resources Advisory. To manage delivery of those objectives utilising the experience of the HR team. To contribute to the strategic direction of the Trust by reflecting your understanding of the needs of the Heads of Department and Managers in your delivery of the Human Resources agenda both within the Division and corporately. To provide effective leadership and management support to the Deputy Human Resources Managers ensuring staff are continually developing and updating professional experience. To identify opportunities for advancement in HR practice and to utilise developments in HR thinking to the best interests of the service. To facilitate the ongoing development of HR capability within the Division for Heads of Departments and Line Managers, including coaching and supporting managers to manage their day to day HR issues. To support the Director of Operational HR and OD in maintaining a positive employee relations climate within the Division/Trust through establishing best HR practices which produce an environment of trust co-operation, partnership, and involvement. To support the Division in meeting the requirements of Clinical and Corporate Governance by facilitating, as appropriate, effective performance management processed and implementation, including the formulation of agreed personal development plans for all individuals. To facilitate the development of robust workforce plans for all staff, ensuring effective staff utilisation to meet the demands of the Division and the major strategic projects. To develop, review, consult on and implement Trust wide Human Resource policies and procedures as required and to make recommendations for new initiative or policy change.

Expert Clinical Practice To review patients on admission: ensure patients have timely access to appropriate investigations, referrals and assessments and that relevant personnel are informed. Undertake clinical competencies relevant to nursing role. To support staff when indicated in the management of challenging patients, families or situations. To deal sensitively with patients and / or relatives / carers who may be exhibiting a high level of anxiety or aggression. To be able to sympathetically convey unwelcome news to patients and / or relatives/carers regarding diagnosis and potential recovery. Please see attached Job Description for full details. We welcome applications from those who currently hold a UK NMC registration. If you currently hold an overseas nursing qualification and require sponsorship we are not currently direct hiring Internationally Qualified Nurses.

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!

You will be able to find a full Job description and Person Specification attached within the supporting documents or please click Apply now to view in Trac. The ability to speak Welsh is desirable for this post; Welsh and/or English speakers are equally welcome to apply.

Please refer to the job description and guidance notes attached for further information on this role

For more information on the Job Description and Responsibilities please click the link below. More detail about the role: Our Healthcare Support Workers (HCSWs) form an essential and well-respected part of our Healthcare teams across a number of dynamic settings; out in the Community, in our Acute Hospitals or within our Theatres teams to name just a few. No previous experience or qualifications are required, just a desire to deliver excellent patient care with the support and guidance of your colleagues. You will quickly become a valued member of the team through our comprehensive training and induction programme and our commitment to learning and development will satisfy even the most ambitious person. Once youve completed your training, and gained the necessary experience you will progress along the salary scale. If you have previous, related experience and can demonstrate the ability to meet the competencies of the role then you will join further up the salary scale and we will continue to invest in your development as you progress your career with us. Working patterns: We care for our patients around the clock so we will need you to work a range of shift patterns. These range from short shifts, day shifts between 8am and 8pm and 12.5 hour day and night shifts with an hour break in the ward areas. Please do check this at your interview. We are offering minimum contracted hours of 23 hours per week, up to 37.5 hours per week. Basic salary: £23,615 to £25,674 per annum pro rata. Depending on your shift pattern and working hours, you will also receive additional enhancements to your pay. Our teams are caring, compassionate and inclusive, so whatever your background, you will be made to feel very welcome. More information about the role, training and development and the experiences of our HCSWs is included in the attached document. Read it now and find out for yourself why we are regularly voted as one of the best NHS Trusts to work for. Interviews: Friday 15 November 2024 between 8:30am and 12:30pm. More information: Please click the attachments to read more information about the role. This vacancy is advertised for our Northern Services, based in North Devon. If you are looking to work in our Eastern Services (Exeter, East Devon and Mid Devon), please apply to our advert here: https://careers.royaldevon.nhs.uk/members/modules/job/detail.php?record=8570 . As an inclusive employer, the Royal Devon values diversity and is committed to creating a culture of inclusivity where everyone can be themselves and reach their full potential. We believe in fostering a sense of belonging and actively encourage applications from individuals of all backgrounds, cultures, and abilities. We recognise the advantages of having a diverse workforce that reflects the communities we serve. The Royal Devon University Healthcare NHS Foundation Trust reserves the right to close this vacancy when sufficient applications have been received. The Royal Devon University Healthcare NHS Foundation Trust was established in April 2022, bringing together the expertise of both the Royal Devon and Exeter NHS Foundation Trust and Northern Devon Healthcare NHS Trust. Benefits We will work together to maintain a culture that develops and supports you and your team. This might include funding for a care certificate, a degree or leadership qualifications. Or it might include days off to study, engage in CPD or rotational placements to help you hone your skills. Wherever you are heading in the NHS, we'll help you get there. Looking after you is important to us. We strive to help our staff create a healthy work-life balance through flexible working schemes and our family friendly policies. If you're starting out in the NHS, you'll start with 27 days paid annual leave (plus bank holidays), rising to 33 days plus bank holidays. You'll benefit from access to our own comprehensive occupational health services, including counselling, onsite wellbeing activities and groups. Salary is not the only financial benefit You'll have access to an extensive range of staff discounts on shopping, fitness and leisure options and you can spread the cost of technology and home appliance purchases from major retailers. You will also have access to other benefits including: National discount services such as the Blue Light Card and Health Service Discounts. Salary sacrifice options including our OFSTED rated outstanding nursery onsite at Exeter Car lease schemes. The NHS Pension scheme (one of the most generous and comprehensive in the UK). Cycle to work scheme These are just a few of the benefits available if the role is something you are interested in, we'd love to hear from you.

Applicants must have a full valid driving licence and have access to a car for work. If necessary, adjustments can be considered in line with the Equality Act 2010. The service operates 7 days per week, 8am to 6.30pm. Full or part time (minimum 22.5 hours) roles are available. Annualised hours contracts will be considered. Please see the job description and person specification attached to this advert for more information on the job role.

Applicants must have a full valid driving licence and have access to a car for work. If necessary, adjustments can be considered in line with the Equality Act 2010. The service operates 7 days per week, 8am to 6.30pm. Full or part time (minimum 22.5 hours) roles are available. Annualised hours contracts will be considered. Please see the job description and person specification attached to this advert for more information on the job role.

As a full member of the team of Executive Directors, hold joint corporate responsibility for the strategic direction of the Trust, corporate policy making and the development and delivery of the Trusts objectives. To work closely with the Trust Executive colleagues to ensure there are effective and comprehensive people strategies which align with Trust strategic ambitions.

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.

1. To coordinate the assessment and delivery of a planned programme of care with guidanceand indirect supervision from a qualified practitioner and to contribute to formal assessmentand delivery of an individuals plan of care.2. To assist with activities of daily living, social, recreational and occupational activities asagreed in the service user care plan.3. To report general observations and provide feedback to a qualified practitioner both verballyand in written formats, if required. This should include any concerns arising from the serviceuser physical or mental health.4. To contribute to effective running of the service by providing and receiving informationto/from other departments or services. Ensure this information is provided in the mosteffective way i.e. telephone, fax or in writing.5. To assist service users with self-administration of oral medication and ensure any concerns /issues about medication are reported back to a qualified practitioner.6. To use a variety of verbal and non-verbal skills to overcome communication barrierspresented by service users due to their mental health needs.7. To contribute to maintaining a safe environment for service user in the community (whereappropriate).8. To carry out specific duties that contributes to the assessment of service users as requestedby a qualified practitioner.9. To develop and maintain links with other agencies and services, both statutory andvoluntary (where appropriate).10. To use skills and techniques, to de-escalate situations where service users become physicallyor verbally aggressive.11. To carry out observations and inform the Registered Nurse of any concerns. e.g.temperature, pulse, respiration, blood pressure, diet and fluid intake, weight as requestedby a qualified practitioner.12. To contribute to the development of risk management plans for service users by reporting,to the qualified practitioner any issues or concerns regarding service users behaviour /action towards themselves or others.13. Respond to the changing needs of service users.14. Control the assessments of implemented individual service users care plans.15. To undertake and understand the support of observations as per policy tbc (Levels 1- 4)