Total 26 Accounts Manager job vacancies in Human Resources category in The United States of America

The key roles and responsibilities of the HR and Quality Manager are: (*please see the attached job description and person specification document for full details) Leading the operational management and administration of HR and quality across the organisation. Providing HR guidance and support to line managers. Managing and supporting an Administrator. Leading on health and safety and equality, diversity and inclusion for the organisation. Co-ordinating the review process of organisational policies and procedures. Leading and developing Derbyshire Mind's recruitment, induction and performance management processes. Ensuring that Derbyshire Mind's HR systems and processes are in line with employment law. Leading the delivery and development of staff and volunteer training. Co-ordinating Derbyshire Mind's Mind Quality Mark (MQM) review process. Managing Derbyshire Mind's office sites and facilities. Attending Board meetings and being an active member of the Governance Sub-Committee

Job Title: HR Operations Manager Hours: 37.5 hours per week Salary: £42,000 per annum, with progression to £46,500 per annum (upon successful completion of probation period) Pay award pending Location: Sunderland, hybrid working with a minimum of two days per week onsite About us Mental Health Matters (MHM) is a national charity with over 40 years of experience in delivering high-quality mental health and social care services. We have a positive impact on the lives of people living with mental health needs in our local communities. We provide services across England, from Northumberland to Plymouth, led by a highly motivated and enthusiastic workforce who are committed to delivering the best quality services to those in need of support. Everything about MHM is people focused, our people are central to delivering the highest quality of service and care to our clients and service users. Our People and Organisation Development (POD) Team are at the heart of driving our People Strategy, creating an environment which our employees are proud of and supporting our colleagues to be the best they can be. Our HR Operations Team enables us to provide the best support to our growing organisation, allowing for easily accessible real time data to support our teams to make informed decisions. It is an exciting time to join us as we continue to develop and invest in our services as well as our infrastructure and this role is critical to the success of the implementation and development of our people processes and HR Information Systems. About the role As we continue to grow and expand our organisation, this newly created role has been designed to support the operational delivery of all things people. It will be responsible for providing strategic direction to ensure efficient, effective and customer-oriented people operations and services. Reporting to the Associate Director of People and OD, you will work with our Business Partners in the delivery of our employee life cycle, supporting our colleagues to tackle high priority people challenge, needing to work at pace to execute targeted action plans. Managing a small team of professionals, this role will continually strive for improvements in processes and service delivery whilst ensuring compliance across of broad spectrum of areas of responsibility. About you You will have a proactive approach to problem solving and enabling the business to find solutions to people challenges. You will have experience of working in a similar analytical role, preferably within the Health and Social Care sector, and have the ability to think critically and take a logical approach to problem solving. You will have excellent attention to detail, be able to identify solutions to issues and find solutions to them. You will ideally have experience of Access Workspace (People and Learn XD) and have a good understanding of Insight reporting, however previous in-depth experience of other HRIS packages is essential. This is the perfect job for someone who has experience working in Shared Service or HR Operations, who can embed perfect processes and mentor/coach their team to high performance. What we offer You will go through our comprehensive, in-person training program in your first week of employment and beyond which will give you the tools you need to succeed in the role, as well as offering a great opportunity to get to know your new colleagues. In addition, you will receive: * A minimum of 25 days annual leave per annum, plus statutory holidays, rising with length of service * A 5% contributory pension scheme, with the opportunity to increase contributions. * A holistic approach to your health and wellbeing, including Employee assistance programme and personalised wellbeing action plans. * Enhanced family friendly policies, pay and leave. * Cycle to work scheme. * Discounted gym membership. * Healthcare cash plan. * A discount platform covering online, high street and supermarket purchases. * You will receive a tailored induction and probation review program which will give you the tools you need to succeed in the role * Our structured career development pathways and support from our accredited Learning Team will provide you with advice and guidance on how to access development to allow you to flourish in your chosen career Closing date - 9am on 3 April 2024, interviews to be confirmed.

The main duties for this role are described in detail in the job description and person specification document, that is attached to this vacancy. Please ensure to read through to further your understanding of the role.

JOB PURPOSE: The post holder is responsible for the safe and effective provision of comprehensive HR services to designated Clinical / Non clinical units within the Hospice. Develop highly effective relationships within designated areas, maintaining a real understanding of their challenges. Contribute fully to the development and implementation of operational and strategic decisions to achieve objectives contained within the Hospices vision and underpinning strategy. Responsible for advising and supporting managers on delivering effective human resource management and for ensuring that best HR practice is delivered at all times, promoting a positive culture of inclusion and addressing conduct and performance issues in a timely and professional manner. To provide operational human resources advice and guidance to managers and other employees within the Hospice including responsibility for specific tasks and projects which will include preparation of reports and statistics. To lead on recruitment and selection process, including advising appointing managers on current recruitment legislation and organisational processes and procedures. To develop and deliver training and development interventions linked to identified needs. To be responsible for ensuring all HR Policies and Procedures are reflective of current legislation and organisational culture, making proposals to policies which impact across the organisation. To be a trained job evaluator on the Agenda for Change job evaluation scheme. KEY RESPONSIBILITIES: Employee Relations To provide effective advice, information and guidance when dealing with highly complex employee relations cases ensuring business risk is minimised in all cases. Actively support managers in the investigation and hearing of highly complex employee relations cases, advising on consistency and statutory compliance Act consistently as a role model and professional within the HR Department. Ensure that HR Service Standards are continually improved through effective audit/review and enhancement of business relationships, customer service, policies, systems and procedures. Coach and influence managers to develop their people management/leadership skills, constructively challenge inappropriate behaviours and deal with difficult and contentious issues to deliver effective outcomes Support the review, development and update of relevant HR policies, ensuring appropriate consultation and implementation mechanisms are followed. This will involve research into best practice, interpretation of legislation and national guidance and an effective communication and engagement plan for implementation. Contribute to the strategic planning of HR projects, identifying interdependencies across projects/functions, potential impacts on wider organisation, resource requirements and building in contingency and adjustments as necessary. Leading meetings involving highly complex sensitive information, presenting and analysing complex information such as grievances, disciplinary, welfare issues, investigation meetings, absence management and capability. Producing reports that are presented to all levels of the organisation. Supporting and advising senior managers in the change management process ensuring positive employee relations are maintained and providing accurate and clear employment advice to all parties. Employment Services To develop recruitment, retention and development strategies, managing and planning recruitment drives. To ensure the implementation of equality, diversity and inclusion in the workplace, providing advice and support to managers on EDI issues relating to recruitment and retention, employee relations, change management and training and development. Be part of the Hospice Agenda for Change job evaluation panel, ensuring consistency in application. Training Management and Organisational Development Assist with the development and maintenance of the Hospice wide workforce planning processes to ensure the success of the organisation. To take part in projects, to enhance the professional standing of HR and contribute to the successful achievement of the Hospices strategic and operational business plans. Projects To support any HR Projects as required including KPIs General responsibilities Maintenance of human resource information systems (HRIS) as necessary to ensure accurate, timely and relevant management information is available. To ensure managers are compliant with and understand all HR policies and procedures and are aware of the effects of and their responsibility in relation to non-compliance. To ensure continuous improvement in HR services and products to enhance their value to the organisation and ensure excellent service delivery Evaluation and audit of complex data in investigations leading to clear investigatory outcomes. To support the Agenda for Change job evaluation process, including involvement in matching and evaluation panels and outcomes Ensure a customer focus within all aspects of the HR service. Working closely with the Finance Department to ensure that sickness absence is managed, monitored and paid in line with the Hospices sickness absence policy and legislation. Monitor recruitment and retention levels within the organisation. To ensure that there is a robust process in place for updating and maintaining personnel records in respect of all employees. Any other similar duties in line with the key purpose of the job as designated by the Head of People. To support the HR team in analysing staff surveys, including the development of an action plan. To be responsible for own personal development, particularly in keeping up-to-date in current employment law and good personnel practice To implement and abide by all the Hospice policies, protocols and guidelines. To ensure data protection and confidentiality policies are adhered to at all times. Mobile, with the facility to travel quickly between facilities across a geographically dispersed area COMMUNICATIONS AND WORKING RELATIONSHIPS All levels of Staff and volunteers of GBCH Board members of GBCH Unions Occupational Health Services (NHS Trust) Employee Assistance Program Provider Employment Law Support Provider

Workforce and Organisational Development Ensure regulatory compliance and HR best practice is followed within the recruitment and selection procedures across Invicta Health. Ensure all locums/contractors have appropriate compliance and agreements in place and the IR35 process and procedure is followed, and this is monitored regularly. Manage recruitment campaigns and events, networking effectively with prospective candidates and other professionals. Support the Director of People with the development of recruitment and retention plans across the organisation to address national and regional difficult to recruit to staff groups. Support the Director of People with succession planning and talent management processes. Ensure the maternity, paternity, adoption, and shared parental leave processes across the organisation are managed according to best practice and policy. Collate exit interviews, ensuring feedback is analysed and themes and trends are reported to the Director of People and appropriate actions taken. Utilise workforce metrics to identify HR support required and use this to influence service priorities and work collaboratively with managers to ensure that the necessary interventions occur. Work with the Director of People with the monitoring and delivery of HR key performance indicators offering effective and innovative solutions to enhance any areas of concern. Support the Director of People in ensuring that accurate and timely information is supplied for corporate teams, the board, and other organisational reports regarding the workforce. Support with learning and development management across the organisation, ensuring we are developing methods for identifying training and development needs across the organisation, taking an active role in identifying relevant training programmes required and monitoring of competency and compliance. Undertake an annual training needs analysis as part of an integrated approach to workforce planning. Advise on all people aspects of change management ensuring that proposals are well thought through and comply with agreed policies and procedures. Manage any TUPE process as and when required. Employee Relations Ensure the development of a positive employee relations climate, ensuring that efficient consultation and involvement principles are in place to promote and maintain productive partnership working with staff and trade unions. Advise and support the HR Advisors in interpreting employment legislation and case law, provide expert professional advice and support on a wide range of employment relations matters. Leading on complex employee relation cases as required. Coach and train managers on effective appraisal and performance processes, ensuring the annual appraisal process is undertaken for all staff and appraisals are meaningful and follow Invicta Healths values and behaviours. Deliver training/briefing sessions on HR policies and HR management practice so that managers and staff are competent in carrying out their duties. With the Director of People, manage the development and implementation of HR policies and protocols, ensuring compliance with current legislation, and understandability for all staff. Oversee the sickness management process, ensuring policy is followed and provide expert advice and guidance on complex cases. Assisting the Director of People with employment tribunal cases as required. Coaching and Development Use coaching leadership style to build relationships and influence managers. Ensure effective communication within the team to ensure consistency in advice and practice. Develop effective relationships, networks, and partnerships with other organisations to understand external influences on workforce priorities and use this to support delivery of the strategic HR agenda. Develop the people management capacity of operational managers through the provision of coaching and deliver people related training and facilitation. Provide coaching and mentoring support to the HR team to support their practice and personal and professional development. Staff Engagement & Wellbeing Support the Director of People with staff engagement and wellbeing initiatives. Work with the Director of People, CEO and the staff forum on action plans following the staff survey. Build a positive relationship with the staff forum, ensuring they are involved in any HR operational issues or changes. Ensure that through policy development we support the health and wellbeing of our staff. Line Management Provide strong and effective management to the HR team, ensuring they are clear on priorities and organisational goals. Set clear performance objectives following the appraisal process, ensuring that the team understand their individual responsibilities and how they relate to the organisational goals. Monitor and approve any overtime requests, liaising with the Director of People to ensure coherence with the agreed baseline budgets. Monitor and approve any absence requests, ensuring adequate staffing and sufficient cover. Oversee the management of the workload and tasks of the HR Team ensuring deadlines are achieved. Promote Invicta Health organisational values and behaviour and ensure the team, work toward these and adhere to all policies and procedures.

Recruitment Ensure the provision of a comprehensive and professional recruitment and selection service to the Trust Develop recruitment policies and practices reflecting changes in legislation Maintain high recruitment standards that are in line with best practice Respond to national recruitment initiatives and ensure they are implemented within the Trust (such as Values based Recruitment) Liaise with service users to ensure that the recruitment service meets the Trust's needs, responding to internal and external complaints or concerns Design and action appropriate recruitment/selection events Design and implement recruitment campaigns Lead on implementation of Trust recruitment strategies as highlighted within workforce plans Arrange / attend recruitment open days and similar events to market the advantages of working at Alder Hey Provide expert professional support and advice to managers on recruitment issues Ensure that pre-employment checks are rigorously applied in accordance with relevant legislation and best practice Manage DBS administration system and DBS queries Manage DBS renewal process for ad-hoc requests Overseeing ESR data entry for all new starters Support the implementation of new initiatives related to recruitment to ensure the Trust has a diverse workforce Providing regular recruitment reports and statistics Overseeing ad-hoc recruitment processes to ensure safer recruitment checks and access control requests are managed safely Employment Services Overseeing the accurate and timely input of contractual changes into ESR in line with payroll deadlines Overseeing the retention of employee personal records detailing all employment service documentation and contracts Main point of contact for external audits, delivering guidance and sample information throughout external audits Implementing change to process to support recommendations following external audits, changes to systems and terms and conditions Responsible for E Forms systems management Managing Retirement Process Responsible for the internal audit of recruitment and employment services processes Ensure pension processes are appropriately supportive, working with the HR team, including supporting the re-enrolment process. Management Provide advice and support to managers across the Trust in relation to recruitment initiatives, complex payroll queries and employment services requests. Support the delivery of key workforce initiatives related to recruitment activity Play an active role within the Senior HR Team to support Trust wide policy and service development leading on related initiatives, as agreed Agree Personal Development Plans with staff and ensure that development needs are reviewed on a regular basis Develop key performance indicators (KPIs) and measures to ensure activity are aligned to policy and procedures Supporting Human Resources Advisers when dealing with complex pay queries, ill health retirement requests and pensions applications Oversee all transactional services undertaken by the Recruitment and Employment Services Team Additional responsibilities are outlined in the job description.

Please see the job description and person specification attached for further information on the role.

***** Please see the attached job description and person specification for further details related to the vacancy.***** Please click here to view our online candidate information pack that will give you an insight into the role, team, application process and a host of other information, that will help inform and support your application.

Please see the attached job description for full details and breakdown of duties the successful candidate will be undertaking.

The HR manager will ensure that DHCs employment practices are effective and efficient, helping to make the company an employer of choice, compliant with current employment law and meet the required standards of governing bodies and commissioners. The expectation will be to maintain existing systems and processes and identify and implement changes that will improve the current HR service, attract talented individuals, develop existing employees, and engage and retain our talented and committed workforce. This role provides a comprehensive HR service which ensures that managers and employees are equipped with best practice to foster a high-performance culture. This requires the post holder to be proactive and use their initiative to manage, prioritise, plan and organise their own time and manage the HR team, as well as communicating and coaching people managers. The HR Manager will be expected to devise and develop appropriate recruitment and retention strategies, manage complex employee relations casework in ways that mitigate organisational risks, apply HR and business knowledge to make appropriate decisions in line with DHC objectives and priorities, identify and develop HR policy and procedures to drive employee and organisational performance and support change management processes effectively. This may also include supporting and guiding our member practices. The role works closely with the management team and reports directly to the Chief Operating Officer. Please refer to the attached job description/person specification for further details. If you are interested in applying, please complete and submit the attached application form, referring to how your skills, qualifications, knowledge and experience match the requirements as set out in the person specification in your supporting statement.

Please download a copy of the Job Description and Person Specification located under the Supporting documents heading to read more about the advertised role. As part of making your application we encourage you to review the Trusts Careers webpage www.careersateastcheshire.nhs.uk for more information about working for East Cheshire NHS Trust. We are an equal opportunities employer and welcome all applications irrespective of age, disability, gender, sexual orientation, race or religion. The Trust is a Disability Confident Leader and as such, applicants with disabilities will be offered an interview providing they meet the minimum criteria for the post (outlined in the Person Specification). Applicants are advised to apply early as we reserve the right to close the advert prior to the advertised closing date should we receive a large number of applications. We look forward to receiving your application.

ADD TO LIFE. EVERY LIFE. As Recruitment Manager, you will support the Head of Recruitment in the development and delivery of the Health in Justice recruitment strategy. You will be a subject matter expert in recruitment, personally demonstrating excellence in recruitment practice and the ability to provide effective support to the wider recruitment function and business. Your role will focus on ensuring the services recruitment requirements are met whilst balancing a positive candidate experience with the speed of fulfilment and cost of recruitment. Your role will focus heavily around performance management, ensuring metrics are tracked, targets are achieved and team support is provided. You will be a key player in supporting the delivery of our recruitment plan, leading on specific objectives which may include the implementation of new processes and sourcing initiatives, the creation of best-in-class selection methodology all in addition to supporting the wider retention strategy.

The full job description provides an overview of the key tasks and responsibilities of the role, and the person specification outlines the qualifications, skills, experience and knowledge required. For both documents please view the attachment/s on this page The person specification below is not the full person specification, but outlines the criteria against which your application form will be assessed.

As Talent Acquisition Manager, this role will lead and manage the talent acquisition team, providing an innovative talent acquisition agenda to the business, enabling the business to achieve its strategy through its people. The post holder will be forward thinking, pro-active and take an evidence based approach, working with senior business leaders and across the wider HR team. They will take full accountability for talent acquisition within the business, driving forward a best in class end to end recruitment and attraction agenda and empowering our employer brand; they will take a whole system view on key initiatives and build to scale. In addition, the post holder will lead on people initiatives for across whole of the business. From the initial concept, through to implementation and continual development, the Talent Acquisition Manager will ensure that the initiatives are beneficial for both colleagues and the business. Such initiatives will include career pathways and graduate/rotation schemes. The Talent Acquisition Manager will embrace a one team ethos across the HR team, continually supporting team development and challenging the status quo to ensure a consistent, value adding HR provision to leaders and colleagues. In this role, you are accountable for: Leading the talent acquisition agenda for across the NHSBSA, the post holder will collaboratively work with Senior Leaders and OD & Senior HR Business Partners, to understand and identify both current and future talent acquisition needs to enable the achievement of the business strategy through its people, delivering proactive solutions and opportunities that resolve and address these needs through a whole system view. Owning and developing an overarching end-to-end recruitment and attraction agenda for the NHSBSA as a whole to support the recruitment of the right people, to the right role with appropriate short and long-term resourcing strategies, creating a future talent pipeline. This will include working within individual business directorates to ensure the attraction strategy address their immediate and future workforce plans, and continually reviewing for benefit realisation. Identifying new and innovative routes to market to ensure we attract, recruit and retain necessary skills that align to our workforce planning and enable our business to grow. This will include both internal and external career and development pathways. Leading and continually developing best-in-class recruitment practices for end to end candidate experience inclusive of job descriptions, sourcing, interviewing, induction and on-boarding. The post holder will need to work collaboratively with our Shared Service team and HR Manager to ensure continued success. Owning and continually developing an early careers approach that includes initiatives with schools/colleges/universities, work experience and job shadowing, ensuring this is embedded across all the NHSBSA geographical locations and is aligned to our values; the post holder will own and manage all partner relationships. Working with our Internal Communications team, the post holder will develop, establish and continually drive our employer brand (internal and external), enabling us to be an employer of choice. Creating internal career development pathways across the business, allowing colleagues to drive forward their development within the NHSBSA, enabling the sharing of talent and greater diversity. The pathways will reach across all levels of the business, with different initiatives involved, working collaboratively with our Learning and Development team. Leading and developing a strategy for across the NHSBSA that builds alternative work pathways into the business that both continually develop the competencies that we need for future growth and supports our equality, diversity and inclusion strategy. This will include collaboratively working with external companies/charities and our internal Wellbeing and Inclusion team. Leading graduate and rotation schemes within the NHSBSA. This will include the development and implementation of such internal schemes into the business, and owning the NHSBSA relationship with the NHS North East Leadership Academy for the National NHS Graduate scheme. Owning the NHSBSA apprentice scheme and ensuring this meets both the needs of the business and apprentices. The post holder will need to review the existing apprentice scheme, enabling this for the future so it attracts talent to the business and has a strong reputation of success for both apprentices and the business. Creating and implementing a job family structure within the business that fully takes into account skills and competencies of roles, and ensuring job descriptions are structured with appropriate content to reflect such structure. This will involve collaboratively working with the HR Manager and OD and Business Partners to ensure its success. Working with the Business Partnering team, continually collaborate to support the development and implementation of people initiatives within the NHSBSA. Such initiatives include an inclusive talent agenda and workforce planning, as well as future project that are derived from directorate discussions and form part of the people delivery calendar. Defining, measuring and analysing key talent acquisition metrics that show continual improvement within the business on key aspects, identifying areas of concern and proactively addressing these. In addition, continual review of the talent initiatives to measure impact and benefit realisation. Owning the continual development of the internal and external website with regards to talent acquisition and employer brand, ensuring these attract colleagues/people, are informative and drive us forward to be an employer of choice. Leading and motivating the Talent Acquisition team, ensuring their objectives align to strategy delivery, work is allocated and prioritised and an effective service is delivered to achieve team performance KPIs are achieved. This includes continually developing the teams professional knowledge and skills, ensuring they keep up to date with best practice and employment legislation, and actively own their personal professional development. Ensuring all Talent Acquisition processes are compliant with complex employment legislation, NHS Employer guidance and internal policies. Continually developing your professional knowledge and skills by keeping up to date with external trends and best practice in the areas of expertise and HR more broadly. This will include keeping up to date on relevant employment legislation and NHS developments, providing expert advice and interpretation on the implications of such changes, and ensuring this knowledge is cascaded within the HR team and across the wider business. Taking highly complex data and analysing this to produce meaningful reports to enable leadership team focus on key current activity and future initiatives. This will include creating a dashboard that clearly shows deliverables and timeframes, with analysis of these to provide effective management information, taking accountability to address any concerns with relevant stakeholders. Building active internal and external networks/relationships/partnerships within the NHS and wider organisations, to share working practices and build innovative ideas and enable the function to be more effective. Building our employer brand by being an ambassador for the NHSBSA though networking, speaking at external events and partner relationships. Being an active member of the wider HR team, continually supporting team development and challenging the status quo to ensure a consistent, value adding HR provision to leaders, managers and colleagues. Deputising for the Talent Acquisition Lead as appropriate.

To deliver the Trusts Recruitment Strategy, a crucial role in ensuring the Trust has the right workforce in place to deliver safe, effective services. To lead, develop and manage the Recruitment teams to provide an efficient, responsive professional centralised recruitment service for the Trust in line with strategic and service line objectives. The post holder will fully understand the service priorities and associated workforce needs and plan and deliver a range of recruitment solutions in response to critical staffing issues. To lead on service improvement and quality initiatives within the recruitment service. To ensure consistent provision of a high quality recruitment service in line with agreed procedures and Trust policy whilst monitoring activity performance levels and providing routine information to the Head of Recruitment and Temporary Staffing. Deliver flexible recruitment services based upon the needs of the Trust. Manage and develop the recruitment service to ensure services are delivered to agreed standards for all stakeholders. Work collaboratively with the Deputy Head of Recruitment and key stakeholders to ensure the Trust has up to date and sustainable recruitment plans in place that support the immediate operational plan and longer term strategic objectives (NHS National Workforce Plan). Provide highly specialist expertise on the recruitment process to the recruitment team and the wider Trust. Work in the main autonomously, making decisions on complex recruitment issues escalating upwards if necessary. Produce reports and regular updates as and when required. To maintain a customer focused service at all times for clients. To provide clear and consistent expert advice to managers and staff on all aspects of recruitment and establish and maintain strong communication and effective working relationships across the Trust. Liaise closely with the corporate nursing team to implement the nursing recruitment plan. To design and implement streamlined, robust recruitment processes and events to ensure a positive applicant experience. Develop auditing tools to ensure best practice is followed in all recruitment activity. Ensure NHS Jobs, TRAC and ESR are utilised to ensure maximum benefit, contributing to a timely and streamlined process. Deliver Recruitment & Selection training to the wider Trust and support the deployment of Trust wide Values Based Recruitment practice to all recruiting managers. To develop and consistently implement recruitment and operational HR policies, standard operating procedures and Key Performance Indicators. To lead the Recruitment team ensuring best practice and standard operating systems are adhered to at all times as well as reviewing and implementing changes and training as required. Oversee and monitor vacancies throughout the recruitment cycle ensuring that Recruiting Managers are provided with regular updates regarding progress. To ensure that all recruitment and information reporting is carried out in a timely manner, meeting internal quality standards and KPIs, relevant national frameworks and legal requirements. Work with the HR Business Partner team to assist in redeployment processes for staff. Develop project plans, manage the roll out of recruitment campaigns and projects locally, regionally, nationally, and where appropriate, internationally. Proactively develop recruitment pipelines and talent pools so that there is a ready supply of staff ahead of demand. Recognise and monitor external market place trends and adjust overall recruiting strategy to hire the best people. Develop attraction strategies that encourage the highest calibre candidates, in particular attracting candidates from skills shortage/hard to recruit to areas, utilising innovative and creative strategies and maximising the use of the latest technology. To ensure accurate, timely management information is produced and shared as required. Communicate and implement changes to Recruitment legislation/best practice to the team and Recruiting Managers. Review and update recruitment practices, policies and procedures within agreed protocols. Consult and encourage feedback from key stakeholders in order to develop ways that the service could be improved to meet client needs. Oversee the International recruitment function, ensuring ethical recruitment practices are in place and adherence to the Code of Practice for International Recruitment. Help produce Certificate of Sponsorship for all new starters requiring sponsorship. Provide advice to recruiting managers on all aspects regarding Visas and sponsorship requirements. Respond to Freedom of Information requests as and when required and to set deadlines. Oversee the honorary contract process ensuring all contracts are produced in a timely manner. Lead, manage and develop the Recruitment team to deliver an excellent, consistent, high quality recruitment service. Manage team performance, providing the full breadth of line management for direct reports (sickness absence, disciplinary, grievances, performance etc), developing their skills and resilience. Carry out annual appraisals for the team and ensure that all statutory and mandatory training is up to date. Develop the capabilities of the recruitment team and work with the team to identify and address any training needs. Develop the recruitment team to be client focused. Support the development of skills and knowledge of new team members during induction. Monitor the progress and quality of the work of individuals to ensure that the required standards of performance are met. Support the development of the overall Human Resources team in conjunction with national and local priorities, proactively contributing your ideas to enable continuous improvement of the overall HR service. Continually develop strategies and plans for continuous service improvement. The list of responsibilities above, are key requirements for the role, however, additional duties may be required to ensure service requirements are met.