Human Resources Advisor About the HCPC The Health and Care Professions Council (HCPC) is the regulator of 16 different health and care professions. We were set up to protect the public. To do this, we keep a Register of health and care professionals who meet our standards for their training, professional skills, behaviour and health. The organisation employs around 240 employees in a variety of departments – see /www.hcpc-uk.org/aboutus/recruitment/peopleathcpc/ for further information. About the Human Resources Department The team is currently made up of nine members: -

The Director of HR heads up the department and is a member of the Executive Management Team (EMT), taking responsibility for the strategic aspects of HR and the annual work plan/ agenda.

-

The Head of HR Operations reports to the Director of HR and is responsible for all operational aspects of HR, including advice to managers, performance and conduct management and policy and procedure review along with team management. The post holder is due to go on maternity leave in February 2017.

-

We are currently recruiting for a HR Business Partner on a 12 month fixed term maternity cover contract. This role will report to the Director of Human Resources and will be responsible for leading on the operational aspects of HR whilst the Head of HR Operations is on maternity leave.

-

The Learning and Development Manager reports to the Director of HR and is responsible for the delivery of the learning and development provision for the organisation.

-

The HR Manager delivers a range of HR operational and advisory services, in support of the Head of HR and leads on employee relations and HR projects.

-

The Partner and HR Manager provides support as HR lead to one of the largest departments, whilst also managing the processes the HCPC uses to employ the skills of self-employed contractors, or Partners. See below for further information.

1

-

Vacancy x 1 The HR Advisors report to the Head of HR Operations and provide first line query response and employee relations support for the department, advising employees and managers, overseeing recruitment campaigns and writing correspondence.

-

The HR Officer provides administrative support to the department, focusing on managing recruitment campaigns, administering payroll, monthly statistical reporting, database management and office organisation.

-

The HR Officer (Learning and Development) provides administrative and organisational support to the L&D function, including organisation of L&D activity across the organisation.

-

The Project Administrator (fixed term) reports to the HR Manager and Partner and HR Manager, and provides administrative support to the HR and Partners System Build Project. Partners Team The HR Department also incorporates the Partners team, which recruits, trains and provides administrative support to the HCPC’s Partners (or self-employed contractors) who provide the HCPC with expertise in the professions we regulate (see www.hcpc.co.uk/partners). The team is made up of: -

Partner and HR Manager Partner Co-ordinator Partner Administrators (x2)

2

Application & Selection Process Applicants for the Human Resources Advisor role must complete the HCPC application form in full. Please note: any CVs submitted will not be seen by the panel for the purposes of shortlisting, but will be provided to them if you are selected for interview. Applicants for the role will be shortlisted by a panel from 28 September 2016 Successful candidates will be invited for an interview in w/c 3 or 10 October 2016. Please try to ensure your availability during this time, as it may not be possible for the panel to see you at another time. Completed applications should be sent to:

[email protected]

Alternatively they can be posted to:

Human Resources HCPC Park House 184 Kennington Park Road London SE11 4BU

Enquiries should be directed to:

HR - 020 7840 9778, or [email protected]

The closing date for applications is Tuesday 27 September 2016 at midnight.

3

Job Description – Human Resources Advisor Department:

Human Resources

Reports To:

Human Resources Business Partner

Salary Band:

Band D

Scope of Job Advises employees and managers on the HCPC’s HR policies and procedures, and managers on employee relations processes, whilst assisting the Human Resources management team and delegating work to the Human Resources Officers. Provides advice and support to managers, employees and potential employees in relation to recruitment and selection processes. Main Duties & Key Responsibilities Your principal duties and key responsibilities will be those set out below. In addition to those duties, HCPC reserves the right to require you to undertake additional or other duties within your capacity as may from time to time be reasonably required and necessary to meet the needs of the HCPC. Employee Relations/Advice 

To answer routine HR queries from line managers and employees.



To provide advice on HR matters to managers, referring more complex issues to the Human Resources Manager, or HR Business Partner as appropriate.



To keep all HR policies, procedures, guidance and forms updated and available on the intranet.



To advise and support managers through employee relations matters, such as capability and disciplinary processes, with the support of the Human Resources Manager, or HR Business Partner as appropriate.

4

General Correspondence and Report Writing   

To draft letters in relation to all HR matters, in particular in relation to those affecting terms and conditions e.g. contract variations, leaving confirmation letters, flexible working requests. To write and create reports on a range of employee data on a regular and ad hoc basis. To draft recruitment advertisements and assist with drafting job descriptions where required.

Employee Meetings and Hearings 

To provide advice to managers and act as Human Resources representative at confidential meetings and employee relations hearings as required, such as end of probation, capability and disciplinary, providing advice on policy, procedure and best practice.



Conduct exit interviews for employees leaving HCPC.

Sickness Absence Monitoring 

To lead on monitoring and maintaining sickness absence records for the organisation by producing monthly reports and advising managers on policy and review processes.



To organise occupational health referrals and workstation assessments, in discussion with line managers, where appropriate.

Recruitment and Selection 

To advise management on the recruitment process, shortlist positions, arrange interviews and act as a Human Resources representative on interview panels where required.



To liaise with advertising agents including recruitment agencies and online job boards to advertise posts.



To co-ordinate the arrangement of interview panels and associated correspondence and paperwork, including interview questions and forms.



To create offers and contracts of employment for successful candidates, or check them when created by HR officers, and obtain employment references and other necessary pre-employment checks.

5

Maintenance of Human Resources Systems 

To update and maintain a range of HR reports, tools and databases, especially those relating to employee relations.



To update and maintain the human resources sections of the HCPC intranet and website.



To identify developments in the use of reports, tools and databases which could improve efficiency.



To undertake training, testing and other necessary tasks as part of the implementation and continued development of the HR and Partners information system.

Project and Policy Work 

To assist with undertaking surveys and research as directed by the Human Resources Business Partner and Director of Human Resources



To amend policies in line with legislation updates or identified improvements, and to review policy updates drafted by the Human Resources Managers and the Human Resources Business Partner.



To support any other project work and undertake research as requested by members of the Human Resources team.



To contribute to the HR and partners systems implementation project, and ongoing development as requested by the HR Business Partner.

General 

To support the delivery of all Human Resources related services to HCPC employees and managers in accordance with the relevant policies and procedures in the HCPC Employee Handbook



Understand the information security requirements for information accessed or processed in carrying out the duties of the role, treating the information with appropriate care as set out in the Information Classification and Handling Policy.



Carry out the responsibilities of the post with due regard to the HCPC's Equality and Diversity Policy and to treat colleagues and other HCPC stakeholders with respect and dignity at all times.

6

Person Specification Essential 

Relevant HR qualification e.g. CIPD Level 3 or 5, or equivalent knowledge and skills.



Relevant skills and knowledge of working in administrative roles within an HR department.



Understanding of HR policies, processes and procedures, including the ability to seek advice where appropriate.



Knowledge of recruitment and selection processes.



A high standard of interpersonal skills and demonstrated ability to show sensitivity and tact in dealing with confidential matters.



Proven ability to prepare correspondence, write reports and compile information to a high standard.



Excellent verbal and written communications skills, including the ability to communicate professionally with customers from all backgrounds.



Strong organisational and time management skills, attention to detail and the ability to manage conflicting priorities.



Strong working knowledge of Windows based software packages, including Word, Excel, HR databases, electronic mail, and the internet.



Ability to research topics and report on recommendations.



Knowledge of working with HR databases and information technology systems. Desirable



Proven ability to work with processes and procedures in a Human Resources environment, including employee relations.



Understanding of employment law.



Ability to draft and amend HR policy and procedure.

7

Values Based Competencies The following behaviours are based on the HCPC’s values. Employees are encouraged to display them in the completion of their roles. Employees Transparency  



Contribute constructively to discussion, listening to others’ perspectives. Keep others informed of issues that affect them or their work, providing relevant and timely information. Communicate clearly, accurately and concisely.

Collaboration  



Play an active role in the team, making a positive contribution. Build supportive, professional and co- operative working relationships with all colleagues, respecting diversity. Understand where their own work fits into overall department and team aims and collaborate in delivery of these objectives.

Responsiveness  



Take personal responsibility for making things happen, recognising when to seek help or involve others. Honour commitments, showing a professional approach, flexibility and a positive attitude. Be proactive in achieving goals.

High Quality Service  



Show commitment to delivering high quality work, checking their own work against objectives and expectations. Accept and act on constructive feedback to improve own performance. Show initiative to make or suggest improvements which improve service quality or resolve problems.

Value For Money  



Manage their own time and workload effectively, focusing efforts on agreed targets and deadlines. Organise allocated resources to ensure that their own work is delivered efficiently and effectively. Identify ways to work more effectively or efficiently and propose suggestions.

8