HR and Onbarding Coordinator

Role purpose:

To support the HR function with administrative support to deliver on key targets, plans and projects. Provide daily inbox management and to manage CQC compliance and staff on boarding including non-clinical Stat/Mandatory training, DBS processing and the IR35 process for self-employed clinicians.

Working Relationships:

• HR Business Partner (Line Manager)
• Senior HR Manager
• Rota and Onboarding Team
• Operational Managers
• Service Support Staff
• Wider Head Office Team

Job duties and responsibilities:

• Daily HR inbox management
• To provide HR advice and guidance to line managers and support staff on HR related issues and queries, seeking advice from line manager when applicable
• To manage and monitor service staff compliance including all Statutory/Mandatory training and DBS status.
• To process DBS applications for support staff and clinicians (if required)
• To conduct IR35 assessments on sessional clinicians and issue correct Service Level Agreement
• To produce and distribute weekly compliance reports to Operations Director and Team for review
• To attend weekly meetings with Rota, Onboarding and Compliance team
• Administer HR-related documentation, such as HR Onboarding pack, contracts of employment and Service level agreements.
• Maintaining HR files and ensure both electronic and manual information is stored logically, appropriately and information is not kept for purposes it was not intended, data cleansing in line with GDPR and records management policies.
• To support the development of Action Plans for various HR projects and initiatives which feed into the HR Plans and Strategy and ensure they are regularly reported on and delivered.
• To work to HR KPIs for the accurate production and delivery of HR information.
• Support the recruitment process with employment/driver checks following correct processes
• To support Onboarding meetings and any other relevant meetings where HR attendance is required as specified by your line manager
• To support the development of induction and probation processes that work for different areas of the business which create an informative, interactive introduction to the business and create a great new starter experience.
• To cooperate and contribute to measures introduced by the organisation to ensure equality of opportunity and encourage diversity.
• To support with the development and coaching of managers on appraisal processes, communicating the process and supporting managers to deliver on it. With line manager, follow up on documentation and analyse performance development plans to encourage consistency in application.
• File Audits in line with CQC requirements (Monthly, random)