Total 208 Assistant HR Manager job vacancies in Human Resources category in The United States of America

Please ensure you read the Job description and Person Specification attached to the advert in full before applying.

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

Key responsibilities will include provision of first line advice on Agenda for Change Terms and Conditions and HR Policies and Procedures, together with supporting managers through a range of employee relations processes including management of attendance, disciplinary and informal resolution and will involve supporting review meetings, investigations and hearings. In order to fulfil this ambitious role you will be CIPD qualified (or working towards) with the understanding of delivering a varied HR portfolio, in particular employee relations activity, ideally in a unionised environment, preferably in the NHS. A self-starter, with a keen values-driven commitment to the NHS, you will need to demonstrate an ability to work flexibly and deliver outcomes that meet the needs of the business. Confident in your ability to deal with people in all situations and negotiate and influence to reach agreement whist demonstrating empathy, youll also need to be comfortable working in a timely manner and meeting deadlines when managing employee relations workload.

See job description for further information about the specific details of the role. The role is part of a team of Administrators providing advice and support to all Managers and colleagues within East Midlands Ambulance Service.

To fully participate in the PCS performance appraisal review and personal development planning process on an annual basis; To undertake training as necessary in line with the development of the post and as agreed with the line manager as part of the personal development planning process; To achieve and demonstrate agreed standards of personal and professional development within agreed timescales; To contribute positively to the effectiveness and efficiency of the teams in which he/she works; To undertake any other duties at the request of the Senior HR Advisor which are commensurate with the role, including project work, internal job rotation and absence cover; Ensure confidentiality of all PCS information, following security procedures including individual passwords, referring to the PCS Confidentiality Policy where appropriate. To actively promote the PCS Equal Opportunities policy and procedures. To contribute to a healthy and safe working environment by adhering to health and safety regulations and PCS policies. Lead on the implementation and promotion of EDI projects such as EDI Champions & Mental Health First Aiders. Support with Gender Pay Gap Reporting with the HRM & Finance Manager. Service Development To participate in the development of HR policies and procedures and be proactive in suggesting improvements to existing policies. Working alongside the Senior HR Advisor to create new/review policies as required; Attend and participate in HR and operational management meetings (such as PCAS Ops, SLT, Engagement Forums and Policy Working Groups) contributing information and actively discussing HR issues where appropriate. Job Description Review This is not an exhaustive list of duties and responsibilities and in discussion with the manager the postholder may be required to undertake other duties which fall within the grading of the post. The job description will be reviewed regularly in the light of changing service requirements and any such changes will be discussed with the postholder. The post holder should be comfortable in the use of computer technology, have basic keyboard skills and have the ability to use email. All employees are expected to observe the following: - Equal Opportunities and Dignity at work Statement of Intent PCS is a major employer and provider of services. We are committed to building a workforce which reflects the diversity of and meets the needs of the local community. We oppose all forms of discrimination on legal and moral grounds, and recognise that discrimination creates barriers to achieving equality for everyone. PCS is committed to making equality of opportunity and fair treatment a reality whereby an individual can seek, obtain and continue employment without unfair discrimination. As an equal opportunities employer, we will ensure that all job applicants and employees receive fair and equal treatment and will not be disadvantaged by unjustified conditions or requirements. The PCS Equal Opportunities and Dignity at Work Policy underpins PCS commitment to achieve equality and fairness at work and to ensure that individuals or groups are not unfairly discriminated against. Safeguarding Children and Adults PCS is committed to safeguarding and promoting the welfare of children, young people (anyone under the age of 18) and adults. It expects all staff, volunteers and contracted staff to share this commitment and act in such a way that safeguards and promotes the health and wellbeing of children, young people and adults. Staff must ensure that they are familiar with the signs and symptoms of abuse and know what to do if any such concerns are raised. Staff are expected to know about and follow the PCS safeguarding children and safeguarding adult policies which can be found on PCS Teamnet, and participate in related mandatory/statutory training. Risk Management Staff should be aware of the principles of risk management and adopt appropriate practice to reduce the risk to themselves and others. In particular, staff should observe the PCS Risk Management Strategy, Risk, Incident & Serious Incident reporting and management policies, Health & Safety regulations and the risk management training requirements for all staff.

To support the HR Business Partners in providing a professional and effective day to day human resource advisory service for colleagues and managers at Sheffield Childrens NHS Foundation Trust and thereby contribute to supporting the Trust strategy andobjectives of outstanding patient care, brilliant place to work and leader in child health. To work closely with Resourcing team and wider People and OD Directorate to support the delivery of Trust objectives and People Plan. To provide advice, support and guidance to Trust managers and colleagues on all aspects of employee relations and terms and conditions of service taking into account NHS requirements/guidelines and employment law. For full details, please refer to the job description and person specification. Inclusive Recruitment & Selection We offer encouragement and active support to applicants with additional needs, including those from ethnic minorities, with disabilities and members of the LGBTQ+ community. If you wish to adjust any aspect of the recruitment process or wish to find out more about our recruitment & selection processes, please get in touch with our Recruitment Manager: Catherine.Gilbert7@nhs.net We are currently reviewing our recruitment & selection process and are looking to make our job adverts more inclusive. This will support the long-term aim of Sheffield Childrens being a champion of Equality, Diversity and Inclusion. If you have any ideas in how we can make our recruitment & selection process more inclusive, please get in touch with Catherine Gilbert at Catherine.Gilbert7@nhs.net Trust Values The Trust is committed to providing great quality patient care and keep children, young people and families at the heart of what we do by following our CARE values: Compassion leading by kindness and showing empathy, understanding and respect Accountability striving to do the right thing and owning responsibility Respect value differences, tackling inequality and fostering a culture of inclusion Excellence delivering a high-quality standard of care

To provide effective administration support to the Head of HR Operations and a team of Human Resources Managers who offer the full range of HR support and advice to managers and staff across the Trust. To provide professional advice and support on HR processes to Trust managers and employees as well as partners such as Payroll. To be responsible for the co-ordination and administration of the job evaluation process. This involves collating all requests from managers and ensuring all roles are consistently evaluated with the agreed job evaluation process and that the outcomes are fed back to managers. To support HR colleagues and managers in the management of the sickness absence procedure, in addition to analysing absence data, identifying sickness absence trends and undertaking the co-ordination of documentation for sickness absence audits

In addition to the main duties you will attend formal employee relations meetings [face to face [onsite] and virtual] as appropriate and advise managers on documentation, ensuring consistency, accuracy and best practice. You will attend and provide support to Case Managers and Chairs at formal hearings and appeals. You will oversee and provide support on the effective management of Employment Tribunal claims, including being the first point of contact with the assigned legal team and supporting managers in the provision of key documentation and statements. You may be required to attend the Tribunal in person. A key role is to provide the HR Business Partner, ER Manager and Head of Employee Relations/HR Business Partnering with monthly employment relations data for key performance indicators. You will be required to interpret this information, identifying trends, levels of risks and specific 'hot spot' problem areas and to work with key stakeholders in identifying and implementing solutions. Details of the full job description and person specification are available to view in the Supporting Documents. Please ensure you state which of the two roles you are applying for or whether your application covers both posts. Please ensure you state in your supporting information, which of the two roles you are applying for or whether your application covers both posts.

For a comprehensive list of responsibilities and duties, please kindly refer to the Job Description and Person Specification by downloading the JD and PS attachment in the advert. If you are an internal applicant there is the option for secondment, all applicants must have the endorsement/support of their line manager prior to application. If you have a disability that makes submitting this online application difficult and would like assistance, please contact us on bht.recruitment@nhs.net quoting the vacancy reference number.

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 below.

To fully participate in the PCS performance appraisal review and personal development planning process on an annual basis; To undertake training as necessary in line with the development of the post and as agreed with the line manager as part of the personal development planning process; To achieve and demonstrate agreed standards of personal and professional development within agreed timescales; To contribute positively to the effectiveness and efficiency of the teams in which he/she works; To undertake any other duties at the request of the Senior HR Advisor which are commensurate with the role, including project work, internal job rotation and absence cover; Ensure confidentiality of all PCS information, following security procedures including individual passwords, referring to the PCS Confidentiality Policy where appropriate. To actively promote the PCS Equal Opportunities policy and procedures. To contribute to a healthy and safe working environment by adhering to health and safety regulations and PCS policies. Lead on the implementation and promotion of EDI projects such as EDI Champions & Mental Health First Aiders. Support with Gender Pay Gap Reporting with the HRM & Finance Manager. Service Development To participate in the development of HR policies and procedures and be proactive in suggesting improvements to existing policies. Working alongside the Senior HR Advisor to create new/review policies as required; Attend and participate in HR and operational management meetings (such as PCAS Ops, SLT, Engagement Forums and Policy Working Groups) contributing information and actively discussing HR issues where appropriate. Job Description Review This is not an exhaustive list of duties and responsibilities and in discussion with the manager the postholder may be required to undertake other duties which fall within the grading of the post. The job description will be reviewed regularly in the light of changing service requirements and any such changes will be discussed with the postholder. The post holder should be comfortable in the use of computer technology, have basic keyboard skills and have the ability to use email. All employees are expected to observe the following: - Equal Opportunities and Dignity at work Statement of Intent PCS is a major employer and provider of services. We are committed to building a workforce which reflects the diversity of and meets the needs of the local community. We oppose all forms of discrimination on legal and moral grounds, and recognise that discrimination creates barriers to achieving equality for everyone. PCS is committed to making equality of opportunity and fair treatment a reality whereby an individual can seek, obtain and continue employment without unfair discrimination. As an equal opportunities employer, we will ensure that all job applicants and employees receive fair and equal treatment and will not be disadvantaged by unjustified conditions or requirements. The PCS Equal Opportunities and Dignity at Work Policy underpins PCS commitment to achieve equality and fairness at work and to ensure that individuals or groups are not unfairly discriminated against. Safeguarding Children and Adults PCS is committed to safeguarding and promoting the welfare of children, young people (anyone under the age of 18) and adults. It expects all staff, volunteers and contracted staff to share this commitment and act in such a way that safeguards and promotes the health and wellbeing of children, young people and adults. Staff must ensure that they are familiar with the signs and symptoms of abuse and know what to do if any such concerns are raised. Staff are expected to know about and follow the PCS safeguarding children and safeguarding adult policies which can be found on PCS Teamnet, and participate in related mandatory/statutory training. Risk Management Staff should be aware of the principles of risk management and adopt appropriate practice to reduce the risk to themselves and others. In particular, staff should observe the PCS Risk Management Strategy, Risk, Incident & Serious Incident reporting and management policies, Health & Safety regulations and the risk management training requirements for all staff.

The HR Business Partner will provide a comprehensive professional and high quality HR service to the care group The primary function of the HR Business Partner will be to support the care groups senior management team in developing the workforce capability to deliver their strategic and operational business objectives. As a senior HR professional, the HR Business Partner is expected to be largely self managing. They will develop robust human resources relationships with other care group HR Business Partners and corporate areas to influence, challenge and support service delivery and people strategies and monitor success. The role will develop and support delivery of the care groups and Trusts People Plan, to support delivery of brilliant care through brilliant people. In addition the post holder will support the senior management team in the identification of training and development needs in respect of the people management agenda and generally for their functional areas at individual, team and organisational levels. The post holder will develop a thorough understanding of the care groups business unit and its business needs, and will act as an integral member of the care group senior management team. The post holder will also work with the Deputy Director of Workforce and Organisational Design (OD), influencing the development of HR policies to support the business direction and in addressing issues raised as a result of employee relations issues within services, and will be an integral member of the HR senior management team.

UNLOCK YOUR BEST WORK LIFE + MAKE A DIFFERENCE TO EVERY LIFE We are looking for 2 HR Administrators to join our busy Post Offer Team within the Health in Justice Department here at Practice Plus Group! These roles are offered on a 6 month fixed term basis, where you will primarily work from home, attending the office once / twice per week - our office is currently in Reading, soon to be Theale. These roles are newly created due to the growth of our services within prisons across the country, and are essential in ensuring that our new starters are correctly onboarded, compliant and all pre-employment checks completed accurately. Hours: You will work 37.5 hours per week, Monday to Friday, and you can start between 8:30 - 09:00, and finish between 17:00 - 17:30 - we are flexible with shift patterns. Salary: This is a full time, 6 month fixed term position, and youll receive an annual salary of 28,350 per annum (pro rata) How will we support you? Bespoke induction, including our Introducing Health in Justice training course Competency framework Regional and national career development opportunities Our bespoke Learning Management System to address your learning needs Support from the wider team Candidates are required to have a Legal right to work in the UK on a permanent basis and due to the nature of the role, offers of employment will be subject to additional vetting and security checks.

To work as a business partner to the North East and Yorkshire Genomic Medicine Service (GMS). To provide HR and OD expert advice, the post holder will be required to take the lead on HR, OD and Training and Development issues for their allocated areas, advising and recommending actions to Heads of Department, the GMS Executive team and Partnership Board thereby ensuring compliance with employment law and governance requirements. To build and deliver a people strategy that will underpin our ambition to operate regionwide as a single virtual team, delivering a high quality, equitable and efficient service for our patientsincluding very complex workforce planning and employee relations issues. To take a lead role on initiatives, within the GMS, relating to workforce modernisation, staff engagement, health and wellbeing, workforce efficiency & productivity through effective people management. To identify and address development needs in relation to people management skills, capacity and capability. . Working with partner Trust line managers and HR leads on effective appraisal and personal development implementation with CSUs. The postholder is required to maintain knowledge on leading practice on workforce transformation. This will require a deep understanding of GMS challenges and opportunities to jointly develop strategies and delivery plans to achieve workforce transformation aligned to identified People Priorities. The postholder holds full accountability for the implementation of effective HR and OD approaches across their GMS, and for the quality of advice given on HR and OD issues to the GMS management teams. To perform effectively in the role the post holder will be expected to have the following behaviours and skills: Accept responsibility and accountability for own actions and decisions Take responsibility for own learning and development and share learning and knowledge with others. Using resources available in an effective, efficient and timely manner having proper regard to the best interests of the Trust. Respect confidentiality. Seek to ensure that no-one is unlawfully discriminated against. Ensure that staff are helped to maintain and improve their knowledge and skills and achieve their full potential Ensure that judgements about colleagues (including appraisals and references) are consistent, fair and unbiased and are properly founded.

Payroll Oversee the end-to-end payroll process, including accurate calculation of salaries and deductions in compliance with relevant laws and regulations and act as a backup for the preparation and processing of the monthly payroll. Ensure compliance with relevant tax regulations and company policies in all payroll activities. Collaborate with the finance team to reconcile payroll and maintain accurate records. Address and resolve any payroll discrepancies or issues that arise. HR Administration Oversee HR administration including managing the onboarding and offboarding processes. Maintain and develop existing transactional processes and practices across the function to deliver a customer-focused administration services as part of the wider people team to meet the hospice needs. Provide expert guidance to employees and management on HR related matters, including policies and procedures. Maintain the integrity and quality of HR data ensuring accurate entry of data into HR systems at all times. Adhere to audit and compliance activity as required and lead on quality checks, reporting on the results. Regularly quality check HR shared inbox response handling to ensure high standards of customer services are met and maintained, identifying areas of improvements. Recruitment Ownership of the end to end high quality recruitment and selection process Advise on right to work procedures and give guidance to staff and recruiting managers regarding the legislation covering this. Collaborate with department heads to develop and update job descriptions, ensuring accuracy and consistency. Ensure recruitment content on the website is up-to-date and engaging, promoting the benefits of working for the Hospice Ensure the Hospices recruitment policy is up to date and all recruitment activity is in line whilst increasing the diversity of the candidate pool in line with our strategy. Identify and implement a strategy to attract under-represented groups. Working with the HR Administrators and recruiting managers, ensure all candidates are treated fairly and equitably, enjoy a high standard candidate experience and are fully supported through all aspects of their recruitment and pre-employment journey, in line with the Hospice EDI Policy and with the Equalities Act 2010, ensuring compliance with legislation at all stages. Develop relationships with key external contacts including ATS supplier, recruitment agencies, apprenticeship suppliers, universities, etc Compliance and Reporting. Stay updated on relevant UK laws and regulations, ensuring the hospices HR, payroll and recruitment practices are in compliance. Prepare and submit required reports. Contribute to the development and implementation of policies that promote compliance and mitigate risks. Team Leadership Lead, mentor, and develop the team, fostering a culture of growth, collaboration, and excellence. Delegate tasks and responsibilities effectively while maintaining a high standard of work.