HUMAN RESOURCE MANAGER IN ATTENDANCE MANAGEMENT JOB DESCRIPTION. Human Resource Manager Attendance Management

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1 HUMAN RESOURCE MANAGER IN ATTENDANCE MANAGEMENT JOB DESCRIPTION Title of Post: Human Resource Manager Attendance Management Post Band: Band 7 Reports to: Responsible to: Human Resources Senior Manager Workforce Governance, Attendance Management and Improving Working Lives Senior Manager Human Resources Business Partner and Senior Manager Workforce Governance, Employment Equality, Attendance Management and Improving Working Lives Job Summary The Human Resource Manager will be responsible to the Senior Manager Human Resources for the development and delivery of a programme of action to address absence management consistent with the functions of the Belfast Health and Social Care Trust, the Human Resources Strategy and Management Plan. The post-holder will manage the Managing Attendance Team and will lead them in implementing a range of initiatives to support managers in the effective management of sickness absence to contribute to the reduction of sickness absence levels to meet DHSSPS and Trust targets for attendance. Principal Responsibilities 1. To assist the Senior Human Resources Manager in the development and implementation of a range of strategies and plans to improve attendance across the Trust and to meet DHSSPS absence targets. 2. To assist the Senior Human Resources Manager, as part of the Health and Well Being Steering Group, in developing and implementing the Health and Well Being Action Plan in partnership with Occupational Health, Health Improvement, Health and Safety and other key stakeholders. 3. To promote a holistic approach to absence management, initiating a range of preventative strategies to target areas of high absence and reasons for high absence, in particular mental ill health and musculoskeletal conditions. 4. To manage effectively the Attendance Management team to ensure the delivery of a quality service, meeting the priorities, deadlines and standards associated with their work 5. To develop with the Attendance Management team and service managers absence targets for their service areas and ensure continued proactive

2 interventions in absence management including identification of emerging patterns and associated remedial actions. 6. To provide professional advice and support to managers on absence issues in line with Trust Managing Attendance Protocol, and Trust Policy on the Employment of Staff with Disabilities, legislative requirements and Human Resource best practice. 7. To work in consultation with Occupational Health professionals and service managers in relation to, case management and case conference processes for the effective management of absence, return to work and ill health retirement and termination processes. 8. To develop and deliver a comprehensive programme of mandatory absence training for staff and managers and to develop tailored training solutions and e-learning. 9. To ensure support and guidance to managers in the implementation of the new Human Resources Payroll, Travel and Subsistence (HRPTS) computer system as part of the Business Systems Transformation Project (BSTP) in relation to absence. This will include preparedness for implementation, training and support to Managers and help and support during go live and stabilisation of this project. 10. To ensure the provision of high quality absence information to support strategic Trust decision making and performance management across the Trust and to meet the information requirements of the Trust and DHSSPS. 11. To respond to Freedom of Information and Assembly questions as and when required ensuring the accuracy of the information and meeting the timescales set. 12. To develop and monitor information for benchmarking, HR activity and auditing of HR standards across the absence activity areas 13. To organise and prioritise conflicting demands on the Attendance Management team, developing and enhancing administration and monitoring systems. Staff Management 1. To manage a team of staff currently comprising 4 band 5 s, one band 4 and 1 band To participate in the selection, appointment, induction and training of staff within the team. 3. To maintain good staff relationships and morale amongst staff within the Team. 2

3 4. To review individually, at least annually, the performance of immediately subordinate staff, providing guidance on personal development requirements and advise on and initiate where appropriate further training. 5. To take such action as may be necessary in disciplinary matters in accordance with procedures laid down by the Trust. General 1) To support the business partnering model as directed by the line manager. 2) To undertake training as appropriate to fulfil the duties of the post. 3) To undertake research relevant to the responsibilities of the post. 4) To lead the Attendance Management Team and to work as a part of the Senior HR Team, which forms part of the overall HR function for the Belfast Trust. 5) To keep up to date with current developments in the field of Attendance Management. General Responsibilities Employees of the Trust are required to promote and support the mission and vision of the service for which they are responsible and: At all times provide a caring service and to treat those with whom they come into contact in a courteous and respectful manner. Demonstrate their commitment by their regular attendance and the efficient completion of all tasks allocated to them. Comply with the Trust s Smoke Free Policy. Carry out their duties and responsibilities in compliance with the Health and Safety Policies and Statutory Regulations. Adhere to Equality and Good Relations duties throughout the course of their employment. Ensure the ongoing confidence of the public in-service provision. Maintain high standards of personal accountability. Comply with the HPSS Code of Conduct. 3

4 Records Management All employees of Belfast Health & Social Care Trust are legally responsible for all records held, created or used as part of their business within the Belfast Health and Social Care Trust, including patient/client, corporate and administrative records whether paper based or electronic and also including s. All such records are public records and are accessible to the general public, with limited exceptions, under the Freedom of Information Act 2000, the Environment Regulations 2004 and Data Protection Act Employees are required to be conversant with the Belfast Health and Social Care Trust policy and procedure on records management and to seek advice if in doubt. Environmental Cleaning Strategy The Trusts Environmental Cleaning Strategy recognizes the key principle that Cleanliness matters is everyone s responsibility, not just the cleaners. Whilst there are staff employed who are responsible for cleaning services, all Trust staff have a responsibility to ensure a clean, comfortable, safe environment for patients, clients, residents, visitors, staff and members of the general public. Infection Prevention and Control The Belfast Trust is committed to reducing Healthcare associated infections (HCAIs) and all staff have a part to play in making this happen. Staff must comply with all policies in relation to Infection Prevention and Control and with ongoing reduction strategies. Standard Infection Prevention and Control Precautions must be used at all times to ensure the safety of patients and staff. This includes:- Cleaning hands either with soap and water or a hand sanitiser at the appropriate times (WHO 5 moments ); Using the correct 7 step hand hygiene technique; Being bare below the elbows when in a clinical environment; Following Trust policies and the Regional Infection Control Manual (found on intranet); Wearing the correct Personal Protective Equipment (PPE); Ensuring correct handling and disposal of waste (including sharps) and laundry; Ensuring all medical devices (equipment) are decontaminated appropriately i.e. cleaned, disinfected and/or sterilised; Ensuring compliance with High Impact Interventions. On occasions a specific location may be detailed within the Job Description & Specification, however, as and when considered necessary or appropriate, you may be required to transfer to or undertake other duties in any location specified by the Trust in order to meet fluctuations or priorities in work demands. This job description is not meant to be definitive and may be amended to meet the changing needs of the Belfast Health and Social Care Trust. 4

5 JOB SPECIFICATION Title of Post: Location: Human Resources Manager Attendance Management Human Resource Department, McKinney House, Belfast Health and Social Care Trust Essential Requirements: 1.* University degree or relevant professional qualification at graduate or diploma level and have worked for at least two years in a Human Resources role at a level equivalent of Band 5; OR Have worked for at least three years at a level equivalent of Band 5 in a Human Resources role; 2.* Have at least two years experience managing people; 3. Have knowledge of employment legislation and the Trust s policies relating to Attendance Management 4 Demonstrate evidence of developing and delivering training programmes. 5 Demonstrate evidence of establishing effective working relationships with a diverse range of managers at all levels and external parties 6.* Have excellent communication skills both orally and in writing, including presentation skills Please indicate on your application form how you meet the essential criteria marked *. Failure to do so may result in you not being shortlisted. NOTE: Where educational/professional qualifications form part of the criteria you will be required, if short-listed for interview, to produce original certificates, and one photocopy of same, issued by the appropriate authority. Only those certificates relevant to the shortlisting criteria should be produced. If educational certificates are not available an original letter and photocopy of same detailing examination results from your school or college will be accepted as an alternative. If successful you will be required to produce documentary evidence that you are legally entitled to live and work in the United Kingdom. This documentation can be a P45, payslip, National Insurance Card or a birth certificate confirming birth in the United Kingdom or the Republic of Ireland. Failure to produce evidence will result in a non-appointment. 5

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