Job Description
JOB TITLE: /

Head of HR and Volunteering

REPORTS TO: /

Director of Finance and Resources

DEPARTMENT: / Human Resources and Volunteering
SALARY RANGE: / £40,000 - £45,000 WTE

Job Summary

To provide a comprehensive Human Resources Service to the Hospice to encompass paid staff and volunteers.

To develop andimplement successful Human Resources and Volunteering strategies that support the longterm aims and growth of the Hospice.

Contribute to the wider development and overall success of the Hospice through proactive working with the Senior Executive Team, strong leadership as well as commercial and financial awareness.

Management

  • Lead the HR and volunteering Team in delivering a high performance customer focused service to achieve the Hospice’s objectives and in line with hospice strategies.
  • Manage the agreed financial budget for HR and volunteering, monitoring unpredictable expenditure such as recruitment costs.

Strategic

  • To design, develop and keep updated a HR and volunteering strategy, in conjunction with seniorManagement to meetorganisational needs and in accordance with the Hospice’s brand and values.

Employee Relations

  • Guide HR and volunteering team and managers through disciplinary and grievance procedures; carrying out investigations and hearings as required.
  • Keep abreast of impending changes to employment legislation and ensure these are incorporated in the development of the HR function, advising on how they will impact on St Luke's.
  • Provide specialist knowledge and advice to line managers and staff regarding Human Resource matters including discipline, grievances, sick leave, dependency leave, TUPE, flexible working, redundancy, capability, pay reviews, adoption, maternity and paternity.
  • Make decisions and judgements regarding complex Human Resources matters, ensuring that procedures are followed within appropriate timescales, and seeking legal advice when required.
  • Ensure the HR and volunteering Department maintains appropriate, accurate, confidential and up-to-date record systems (paper and computer), e.g. personnel records, job descriptions, policies, payroll information, appraisals – in compliance with Data Protection and other relevant legislation or requirements.
  • Undertake ad hoc HR projects as required.
  • Use relevant statistics to ensure that St Luke's workforce(paid and unpaid) is able to meet the current and future demands of the organisation.

Learning and Development

  • Source training programmes and HR Workshops for line managers, ensuring that they fully understand their HR responsibilities towards their staff and volunteers.
  • Assist with the identification and planning of training.

Recruitment

  • Ensure the HR Department’s role in co-ordinating recruitment and selection is carried out effectively and cost-efficiently, ensuring equality of opportunity and compliance with Data Protection, Care Quality Commission regulations and other relevant legislation.
  • Delivering a recruitment service which will provide people for the hospice with the right skills, in the right place at the right time, enabling the hospice to respond quickly to changing demand.
  • Identifying, developing, engaging, deploying and retaining talented employees.
  • Work with line managers on succession planning.
  • Assist with the development and delivery of induction programmes.

Policy

  • Maintain HR and volunteering policies and procedures that support the Hospice, also ensuring that the Hospice complies with statutory requirements.
  • Recommend, implement and develop new HR and volunteering policies which take account of all legislative requirements and clearly reflect equality of opportunity and best practice.
  • Proactively ensure that policies and procedures are in operation across the Hospice.

Other

  • Manage the contracts with Occupational Health providers to ensure that health advice and welfare support is provided to employees and the hospice.
  • To ensure the organisation maintains policies and procedures as required by the Disclosure and Barring Service (DBS).
  • To act as ‘counter signatory’ for disclosures from the DBS, ensuring that the commissioning, receipt and handling of reports comply with the DBS’s Code of Practice.
  • To ensure the organisation’s other ‘counter signatories’ (including the ‘lead counter signatory’) are fully aware of and comply with the DBS’s Code of Practice
  • Ensure payroll informationis completed accurately and to deadline.
  • Ensure best practice in performance management is applied by line managers.
  • Monitor retention, including conducting exit interviews analysis and the monitoring of recruitment & retention and equal opportunities policies.
  • To review processes in HR to maximise efficiencies.

Carry out any other duties as are within the scope, spirit and purpose of the job, the title of the post and its grading as requested by your Line Manager or his/her higher level of authority.

Note: This job description reflects the present requirements of the post. As duties and responsibilities change and develop, the job description will be reviewed and is subject to amendment in consultation with the post holder.

Person specification

Essential

  • As a minimum, the post holder must hold full CIPD membership and must maintain thismembership of the CIPD during their employment with the Hospice
  • Previous relevant HR experience at the appropriate level
  • Up-to-date knowledge of current HR legislation
  • Able to confidently challenge the status quo
  • Confident written and verbal communication skills including drafting responses and modifying standard letters
  • Strong organisational skills
  • Excellent attention to detail
  • Experience of using Microsoft Word, Excel and Outlook
  • Ability to work under pressure
  • Organised and able to work in a methodical manner
  • Discreet and able to maintain confidentiality
  • Must be confident and flexible when dealing with people from a wide range of backgrounds, and exercise effective interpersonal skills
  • Empathy with the Hospice movement
  • Evidence of continuing professional development and acquiring new skills / knowledge
  • Line Management experience.

Desirable

  • Experience of voluntary or not-for-profit sector
  • Degree level education