Surrey Downs Health & Care
To provide a comprehensive, effective and proactive integrated HR Advisory service to SDHC Managers and staff with a focus on customer service and service development.
Advise and support Managers and staff in the interpretation of partnership HR policies and procedures, and provide professional advice on best practices, and its application in the service, including: -
Recruitment and Selection
Employee Relations including discipline, grievance, redundancy, redeployment, capability and TUPE.
Sickness and other absence
Pay and conditions of service
Performance Management and annual appraisals
Employee health and wellbeing
Flexible Working
Equality, Diversity and Inclusion
Training and Development
Employment Law
Organisational change and restructuring
Parental leave entitlements, eg maternity
Talent management and succession planning
Staff engagement and involvement
Job Evaluation
Surrey Downs Health and Care deliver care closer to people’s own communities through our Primary Care Networks, Community Hospitals, Specialist Services and our innovative partnership of local NHS organisations.
Surrey Downs Health and Care has a track record of providing person centered care that goes beyond organisational boundaries to do what is best for the individual. This partnership includes:
The three GP federations GP Health Partners, Dorking Health Care and Surrey Medical Network representing practices that operate in the Surrey Downs area
Epsom and St Helier’s University Hospitals NHS Trust
Surrey County Council
Historically, there have been boundary lines between the organisations that provide care to people in their homes, in GP surgeries and in hospitals, but we have always been united in our mission to provide great care to the people who need us.
It’s on those grounds that the Surrey Downs Health and Care was formed – we want local people to receive the care that they need in the right environment. By bringing together our expertise, we can improve patient care and enable local people to access the right support, care and treatment more easily than ever before.
In bringing this partnership together, we are working to the same set of values that will translate into better care for our residents.
- Identify, develop and deliver HR training and development programs in line with the requirements of SDHC.
Meet with service managers on a regular basis to discuss and advise on workforce issues.
- Maintain and develop an understanding of the services provided by SDHC to be best able to identify where and how the HR function can contribute to the achievement of our business plan and strategy
- Support the development and implement the workforce strategy within SDHC.
- Deputise for Head of People and OD as required.
- Identify potential areas of concern and trends e.g. sickness patterns, highlighting and discussing with Managers to find appropriate solutions.
- Attend and contribute to Operational Team meetings.
- Be a part of SDHC assurance meetings regime and contribute to and support the leadership teams to deliver an effective and appropriate workforce.
- Oversee junior members of the team and ensure all personal records (both manual and computerised) are maintained in a satisfactory manner, i.e. processed fairly and lawfully, are up to date, accurate and secure, and appropriate controls are in place in accordance with data protection legislation.
- Oversee the administration of statutory requirements for staff including work permits/Visa, professional registration and other post registration checks.
- Manage the HR Assistant and HR Systems Advisor, overseeing the rostering, recruitment and ESR functions.
- Undertake exit interviews and carry out resulting trend analysis. Provide feedback to Managers for action.
- Use relevant IT packages e.g. ESR (electronic staff record), Healthroster, Microsoft Word, Excel PowerPoint etc.
- Support SDHC partnership with innovative recruitment campaigns to attract and retain the very best candidates.
- Participate in the recruitment and onboarding of staff including advising Managers on compiling person specifications, job descriptions, advertisements, shortlisting, interviewing of staff and authorising the issuing of contracts of employment.
- Manage changes in existing staff contracts e.g. changes in working hours.
- Implement and champion early resolution to ER issues, including supporting managers through the use of coaching, confident conversations, mediation and the Trust’s RESPECT toolkit.
- Support the Head of People and OD by leading on agreed complex employee relation cases and investigations. Advising managers on ER best practice ensuring that advice complies with good employment practice, employment legislation and best practice.
- Undertake project work as directed by SDHC Leadership team.
- Implement and promote new and revised HR policies and procedures.
- Participate in the job evaluation process as necessary and advise on appropriate pay structures and levels to meet SDHC requirements.
- Ensure that documentation and advice for leavers, retirements, maternity leave etc. are recorded and processed promptly and efficiently.
- Maintain and update own knowledge of local and national HR issues and employment legislation, keeping abreast of latest developments and ensuring knowledge is shared and acted on as appropriate.
- Work in partnership with Trade Union representatives, negotiating with them as and when necessary.
- Work in partnership with Freedom to Speak Up Guardians.
- Conduct Workshops and courses on HR issues for managers and staff.
- Coach Managers on an individual basis as necessary to equip them with the knowledge and skills needed for their job.
- Work within any community site as required by the service.
- Support the workforce planning process, working alongside Managers and advising them of necessary considerations in assessing staffing requirements.
- Maintain and record continuous professional development.
