Job title:
People Manager
Vetting level:
Enhanced DBS
Reporting to:
Chief Executive Officer
Direct reports:
Specific role purpose:
To manage all people activity, including recruitment, induction, supervision and appraisal systems, training, and employee relations. This will include supporting operational managers with these activities.
To promote and maintain the values and culture of Lisieux Trust; putting people with disabilities at the heart of everything we do.
Specific role responsibilities:
Recruitment and resourcing
- To support the Senior Team to identify team structures and resources in line with contractual requirements and ensure they best support the overall needs of the residents, tenants and organisation.
- To oversee all aspects of recruitment, including advertising of relevant roles, interview processes and selection of interview panel, job offers and pre-employment checks.
- To ensure that the wellbeing of employees is considered within all elements of People Management
- To work with the Senior Management Team to set and monitor pay scales and employee benefits.
- Where necessary, to support the Senior Management Team and wider management team with redundancy processes.
- To set and oversee the support and processes for absent employees, including those absent due to sickness, maternity, paternity, emergency leave, compassionate leave and suspension.
Induction, supervision and appraisal
- To set and oversee the induction, supervision and appraisal processes used by managers within the organisation.
- To support managers to correctly use the induction, supervision and appraisal processes put in place.
Learning and Development
- To set and arrange delivery of a high-quality learning and development package for employees, ensuring this meets statutory employment requirements, the requirements of CQC and funders, and the best practice guidance provided by Skills for Care.
- To ensure Care Certificate training and competency sign off by managers.
- To identify and arrange delivery of internal development programmes for individual employees or groups of employees where this will benefit the organisation.
Employee relations and complaints
- To be the point of liaison with external employment law advisors.
- To coordinate investigations, disciplinaries, grievances, appeals and complaints, as required; in line with company policies working with the employment law specialists when required.
- To provide advice and support to managers undertaking investigations, disciplinaries, grievances, appeals and complaints as required.
- To ensure all relevant managers have the appropriate training in order to effectively conduct investigations, disciplinaries, grievances, appeals and complaints.
- To liaise annually and on an on-going basis with external advisors to review and write the employee handbook, ensuring it is up to date with all legislative changes and internal policy changes.
- To coordinate the organisation’s response to any employment tribunal claims.
Contracts
- To process all new contracts and contractual changes for employees.
- To liaise with external employment law advisors on legal changes required in our contracts.
Employment Law
- To proactively stay up to date with employment law changes and analyse how these changes may impact Lisieux Trust.
- Recommend appropriate courses of action to the Senior Management Team in response to employment law changes.
- Coordinate the delivery of any actions approved by the Senior Management Team in response to employment law changes.
Assurance
- To collate the data and ensure completion of the workforce assurance report quarterly with a view to suggesting improvements.
- To ensure areas of People relevant to CQC are understood, delivered and reported.
Administration
To work with the Office Manager to ensure People related administration tasks are delivered effectively and on time.
Performance standards:
Works in accordance with the Lisieux Trust Employee Handbook and policies and procedures.
Ensures high level of staff retention across services.
Maintains compliance with relevant recruitment legislation, statutory and regulatory training and other statutory and regulatory requirements.
Maintains compliance with relevant employment legislation
Acts as a role model for all employees.
Actively listens to all employees and takes a coaching style when offering advice and support.
Financially astute.
Produces succinct and articulate reports.
Essential:
CIPD Level 7 or advanced HR qualification
Experience of People & Culture operations in a regulated, health or care environment
Hands-on experience enhancing the full range of employee lifecycle processes
Managing employee relations casework with discretion and legal awareness
Knowledge and effective application of UK employment law, safeguarding including safer recruitment, GDPR, and DEI principles.
Specific competencies required for effective performance.
This section details the requirements for experience and knowledge.
· Experience implementing HRIS systems or workforce analytics - Breath HR would be an advantage.
· Experience of supporting managers to understand and use processes relevant to employee relations issues with consideration to the culture and values of the Trust.
· Excellent sense of judgement, high level of empathy and emotional intelligence.
· Computer literate in Microsoft Word, Excel, Outlook.
· Experience of managing budgets.
· Excellent interpersonal skills including outstanding ability to communicate at all levels, both orally and in writing; internally and externally.
· Excellent organisational skills including ability to plan and optimise resources effectively to deliver results.
· Excellent ability to assess risks and work on initiative to analyse information under pressure to resolve complex and timesensitive problems.
· Professional, confident, caring and warm personality.
· Reliable and punctual.
· Understanding of the requirements of the Care Quality Commission, the Care Act 2014 and the Health and Safety at Work Act 1974.
Desirable:
Experience of working with adults with disabilities including autism.
Working with Trade Unions
Full Driving Licence
Experience of working in a not-for-profit organisation
Hours of work and flexibility:
· May be requested to work outside normal working hours according to operational requirements.
· May be required to undertake other duties appropriate to the post and hours of work, or work at other premises and locations; but we will discuss and agree this with you first.
· This Job Description may be revised and changed as and when the need to do so arises; but we will discuss and agree this with you first.
Pay: £37,000.00-£40,000.00 per year
Benefits:
- Health & wellbeing programme
- Life insurance
- Sick pay
Application question(s):
- Lisieux Trust do not have a license to sponsor skilled workers.
Work Location: In person
