Total 59 Senior Manager job vacancies in Human Resources category in The United States of America

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.

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.

We have an exciting opportunity for a full-time Senior Practitioner in the Fostering Recruitment & Assessment Team for an experienced Social Workerwho is highlyexperienced in undertaking Special Guardian and Connected Persons Assessments, Fostering Form F Assessments and Private Fostering Assessments. As a senior team member you will hold a complex caseload and delegate for the Team manager as required. The role is hybrid with a mix of home and office (Scott House in Huntingdon) working alongside visits. For an informal discussion about the role please contactJoanna Laur atJoanna.Laur@cambridgeshire.gov.uk or on07717 646 463. Interviews will be held in person at Scott House in Huntingdon w/c 13th May.There will be a written assessment as part of this, but well give you all of the relevant information ahead of time. Appointment to this post will be subject to the outcome of an Enhanced Disclosure obtained through the Disclosure and Barring Service. The Council is committed to safeguarding and promoting the welfare of children and vulnerable adults and expects all staff and volunteers to share this commitment. Our benefits We value our colleagues in Cambridgeshire County Council and have developed a number of benefits: Flexible and creativeworking arrangements FlexibleBank Holidays A comprehensivewellbeing package Our Cambs Rewardsemployee discounts A comprehensivepension scheme IDEALstaffequality, diversity and inclusionnetwork Camwebour staff intranet helping tokeep you informed Anemployeerecognitionscheme We offer agenerous mileage allowance For ourSocial Workers, we offer more specific benefits like: Generousannual leaveprovision (28 days, plus bank holidays) Asupportive management teamthat will champion your learning and development Employee Assistance Programme access to free support 24 hours a day Payment forbusiness mileage expenses(45p per mile) Apay progression schemeto enable our Social Workers to accelerate through the pay grade as you gain experience and skills. Arelocation packageof up to £8000 for eligible candidates Plus, 6 days of protected time each year to enable our Social Workers to maintain theirContinuous Professional Development. Please read ourbenefits brochureattached for more information. What will you be doing? You will facilitate and lead Practice Groups/ Action Learning Setsand provide support and guidance to a team of experience Fostering social workers. You will undertake Special Guardian and Connected Persons assessments and support plans and provide supervision to temporary Connected Persons Foster Carers as appropriate. You may be required to undertake Fostering Form F assessments for applicants wanting to become Foster carers and support them throughout their journey to approval. You will undertake Private Fostering Assessments and Regulation 8 visits. You will become part of a very knowledgeable, committed, and supportive team and service. You will be supported by an experienced team manager and have access to excellent training and development opportunities. About you You willbe familiar with Connected Persons/Kinship Assessmentsand have an understanding of Private Fostering. You will have a strongunderstanding of Fostering legislation and theNational Minimum Standards.You will have experience of Court, managing a caseload and completing assessmentswithin timescales. The job specification asks for a Practice Educator qualification but this is not essential for this specific role. We're looking for confident and dynamic individuals whoenjoy making a difference in theirlocal community, arecurious and spot things that others might not see, enjoysbuilding relationships and likes to explore possibilities. You must: Be aqualified Social Worker with a Social Work England registration Havethe ability towork from a variety of locations and travel countywide independently For a full list of the requirements of the role, please check out the Job Description & Person About us Cambridgeshire is a great place to work and live with a diverse population, an urban centre in Cambridge, historic Isle of Ely, Huntingdon and St Ives as well as more rural landscapes. Our four values are central to our culture, driving everything we do. We are proud to serve the diverse communities of Cambridgeshire and want our workforce to be reflective of this diversity, which we firmly believe benefits our colleagues, the organisation and our communities.If you dont meet every single requirement in the job role but think this could be you, please dont be put off. We are committed to building a workplace that is compassionate and inclusive as well as diverse, so if you think you could be a good candidate for this role please consider applying and speak to the recruiting manager if you have any questions. Our Equality, Diversity and Inclusion Strategy, along with our employee network 'IDEAL' and self-organised peer support groups help us to foster an inclusive, supportive and safe working environment where people feel valued, respected, and empowered. We collect relevant diversity data for monitoring as part of the recruitment process to understand the diversity of our applicants and monitor any trends throughout the recruitment processes so that we can take meaningful action. We are proud to be a Disability Confident Employer. We fully support providing reasonable adjustments throughout our recruitment process, as well as when you join us, and we encourage candidates to contact the Hiring Manager, whose details can be found in the advert, to discuss any adjustment needs. Some examples of adjustments could include additional time to complete an assessment or printing a document on pastel coloured paper with larger font size and line spacing. We would value talking about what might be possible to enable you to join us and thrive, so if there is something that would help you to do your best during your journey with us, please get in touch. Visit our jobs and careers section to find out more about our wide range of learning and development opportunities; apprenticeships; our wellbeing package; staff benefits; our commitment to equality, diversity and Inclusion. https://www.cambridgeshire.gov.uk/council/jobs-and-careers

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.

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

To ensure best practice within designated service areas through the provision of high quality, consistent, robust, proactive and timely advice to Trust managers and staff. To provide a proactive operational HR services to managers and staff within specific service areas. To ensure compliance with best practice and employment law. To provide HR advice to Trust managers on issues such as discipline, grievance, capability, harassment and employment law. To support managers with investigations and the preparation of statement of cases and ensure compliance with Trust policies.

To find out more about the key responsibilities and the specific skills and experience youll need, take a look at the Job Description & Person Specification attachments under the Supporting Documents heading. So that youre even more equipped to make an informed decision to apply to us, youll need to take time to read the Candidate Essentials Guide that sits with the Job Description and Person Specification. This document provides you with details about the Trust, our benefits and outlines how we care for you as you care for others. Most importantly, it also contains critical information youll need to be aware of before you submit an application form. Diversity Matters MFT is committed to promoting equality of opportunity, celebrating and valuing diversity and eliminating any form of unlawful discrimination across our workforce, ensuring our people are truly representative of the communities we serve. All individuals regardless of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation are encouraged to apply for this post. As an inclusive employer, we are here to support you. If you have any special requirements to help you with your application, email our team at resourcing@mft.nhs.uk. Were looking forward to hearing from you!

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.

Develop effective relationships with directorates to influence, challenge and support service delivery and people strategies and monitor success. To analyse data both qualitative and quantitative to identify themes and make recommendations on interventions, supporting plans to manage current and future performance targets, meet the directorate business needs and support wider People objectives. To act as the interface between the People embedded team and the Workforce Relations team in relations to sickness absence management support. Provide detailed advice and guidance to managers on the interpretation of Trust policies and procedures and employment legislation. Working autonomously, support and challenge managers in the identification of training and development needs in respect of the people management agenda, and in application of HR policies and practice, providing advice and guidance on complex HR issues in order to minimise risk and financial exposure. Working closely with managers, determine both short-term and long-term strategies on how to effectively manage their workforce issues. To respond to unpredictable outcomes and events and align the strategy appropriately. To lead and support the implementation of change management programmes and the launch of such programmes in conjunction with the People Director and HR Business Partners. To work with the People embedded team and wider HR to ensure the services provided meet the needs of the Clinical Group, utilising the expertise of the specialist teams in HR to ensure workforce issues are addressed efficiently and effectively. To be a key link between the Clinical Group and the HR functions To plan, design and conduct projects to analyse and respond to current and projected workforce need. To use a coaching style to ensure managers take responsibility for and are supported in the HR management aspects of their roles. To ensure continuing, personal and professional development, taking ownership and accountability for staying up-to-date and professionally registered with the CIPD. Ensure equality and diversity is underpinned in all areas of the HR services provided.

Key Responsibilities Provide advice to managers and staff on Agenda for Change and other NHS terms and conditions of employment, Human Resource policies and procedures, employment legislation, pay, work life balance initiatives available, conditions of service and contractual matters, ensuring up-to-date knowledge of NHS terms and conditions and/or other changes introduced in addition to existing terms. Ensuring good practice and supporting a just and learning culture. To provide a high quality professional Human Resource service for all groups of staff employed by The Mid Yorkshire Hospitals NHS Trust and liaise with the Assistant HR Business Partner/HR Business Partner regarding any areas of concern. Co-ordinate casework, support investigations, advising managers on performance management, absence, capability, grievance, organisational change and misconduct issues, compiling data and recommending ways forward, that may be complex/sensitive. Ensuring that appropriate timeframes are met in accordance with the workforce KPIs. To ensure relevant Assistant HR Business Partner/HR Business Partner are appraised on progress of each case. Supporting managers as an investigatory team, taking part in meetings, formal hearings and producing notes, formal minutes and reports. Ensuring this is compliant with law, policy and good practice. To oversee the co-ordination of hearings and participate in disciplinary, grievance, capability and appeal panels as appropriate. Provide support and advice to managers dealing with long and short term absences including ill health retirement and to support with the management of complex cases from a Human Resource perspective including assisting with the preparation of investigations and supporting managers in hearings (or to hear the case and assist in decision making where appropriate). Establish and maintain effective working relationships with Occupational Health, to ensure that sickness absence is managed appropriately, which includes, advising managers on referrals, use of the appropriate management policies, receiving and acting on information as appropriate and attending case management meetings from a Human Resource perspective to advise on employment law and policy issues in order to establish return to work/management programmes. Ensure that sickness/absence levels are monitored and problem areas identified. To ensure that appropriate sickness level targets are developed in conjunction with managers ensuring that information provided is used effectively to assist in the reduction of sickness levels, liaising with the Assistant HR Business Partner. Develop a detailed understanding of Agenda for Change job evaluation and terms and conditions of employment and regular participation on Agenda for Change banding panel process. Advise managers on the development of new Agenda for Change job roles and pay bands. Advise managers of the banding review process and support managers to provide accurate and complete information for the process and to undertake job evaluation as necessary. To produce and monitor monthly HR related statistics, including disciplinary, grievance cases, absence data and interpret information, produce reports, identify problem areas and work with managers to address them. To supervise support staff as required. Act as a point of contact for sensitive and confidential issues such as bullying and harassment and being empathetic and sensitive when advising on implementing an appropriate course of action. Participate in Divisional groups, meetings and forums as required. To promote effective working relationships with trade union/professional organisation representatives and assist in the consultation processes as appropriate. To develop and present and review training presentations on Human Resource employment policies as required across the Trust to small groups of managers. To support the Human Resources service in developing and progressing Trust wide initiatives designed to maintain and develop MYHT as an outstanding employer. To write departmental and implement Trust wide/departmental policies, procedures, and guidelines. Undertake any other duties commensurate with the job grade.

If you like what you've read and would like more information on the duties and responsibilities of this role, please click onto the attached Job Description and Person Specification.

Candidates should be CIPD qualified or working towards it with proven experience of providing general HR support and advice in all aspects of employee relation matters ideally gained in a large scale, complex organisation. As an experienced HR professional you must be able to influence and support line managers to manage informal and formal HR issues. Able to demonstrate motivation and resilience and to plan and manage own workload in a challenging environment is essential to 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

To provide, with minimal supervision, a comprehensive HR service to managers and staff within the Health Board. To contribute to the development and delivery of operational and strategic objectives, in line with the HR plan, to support the delivery of patient care. Operational Responsibility To provide high calibre proactive HR expertise to resolve and support operational HR issues including preparation of evidence and legally based argument, ensuring that the legal position of the Trust is not compromised and advising managers accordingly. Provides expert advice on individual and collective employee relations issues and Health Board policies and procedures including disciplinary, harassment/bullying, redeployment and capability issues to ensure effective resolution and to promote a positive and harmonious approach to employee relations across the Health Board. To provide effective advice and support to managers to resolve contentious issues and conflict situations in a sensitive and pragmatic manner. To provide HR advice to managers and staff through the Complex HR Helpdesk, taking responsibility for examining the consistency of the advice in line with the latest legislation and best practice. To design, deliver and evaluate training and development interventions in response to organisational and service specific needs. To facilitate individual learning by coaching managers in the effective application of HR policy and procedure and best management practice, including checking for accuracy and appropriateness of documentation produced by senior managers in a variety of situations. Develop, implement and communicate identified policies, procedures and practices in order to support operational HR management within the Health Board. Facilitate consultation and negotiation with Trust staff and representatives of recognised Trade Unions in a constructive and positive way on a variety of HR issues as appropriate. Prioritise, plan and manage work and resources, including people and time, effectively to deliver outputs in line with Health Board and departmental objectives. To work in accordance with Health Board Policies and Procedures at all times. To ensure relevant HR Managers / Business Partners are appraised on progress of each case. Communication To develop excellent working relationships with staff and line managers, gaining a thorough understanding of services, plans and priorities and ensuring appropriate HR involvement is established and maintained. To work in partnership with trade union representatives on all case work, ensuring effective and inclusive communication. To take individual responsibility for ensuring the maintenance of communication with HR colleagues. To raise complex operational issues for discussion during team meetings to ensure consistency and best practice across the Health Board. Information Management To provide and monitor activity data and information in an agreed format and within timescales, to senior HR staff and appropriate service managers, including production of monthly activity reports to managers as part of the process of performance management for the HR service. To work with the managers and colleagues to ensure that the ESR Database and Complex HR Activity Database are accurately maintained. To ensure all personal/ HR data and files are kept and accessed securely, ensuring compliance with information governance requirements, the Data Protection Act and Freedom of Information Act. Service Improvement Where exit interviews are undertaken, if required, analyse the results and take action where necessary. To have a thorough understanding of NHS HR initiatives and corporate activities related to HR, actively contributing to their promotion and success. To undertake project work as directed by the Assistant Workforce Business Partner or Head of Complex HR or other Senior members of the Workforce & OD Division. Supports service reviews and the development and implementation of change, in partnership with management and staff side, including restructures, employee consultation, the application of workforce change strategies and contractual changes to facilitate new ways of working, in accordance with appropriate policies, procedures, legislation and best practice. You will be able to find a full Job Description and Person Specification attached within the supporting documents or please click Apply now to view in Trac.