HR Advisor


Company:	NHS Jobs
Salary:	Negotiable
Hours:	Full-time
Location:	Burnley, BB12 6HH
Job type:	Permanent
Posting date:	12 Nov 2026
Closing date:	22 Nov 2026

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Summary

MAIN DUTIES AND RESPONSIBILITIES Working with the CEO, Clinical Directors and other key staff to develop strategic plans for the organisation, consistent with and supportive of the strategic direction of key partners.Supporting the ongoing development of the HR function. Supporting PCNs in the management of complex employment issues; providing professional advice in line with employment case law and best employment practice, and seeking expert advice in very complex scenarios. To implement, maintain and develop an HR System for staff, ensuring that the systems full reporting and monitoring capacity is engaged for the benefit of the business; Reviewing, maintaining and supporting the implementation of HR policies and procedures. Providing guidance, support and day-to-day oversight to the HR Administrator, ensuring that HR processes and administrative activities are completed accurately, consistently and within required timescales. Managing employment issues, in conjunction with line managers, including recruitment, appraisal, development and disciplinary concerns; providing HR advice and support in achieving business change programmes including formal consultations on changes to terms and conditions, staffing structures and TUPE transfers;Providing advice and support to managers and employees on sickness absence, performance management, disciplinary, grievance, capability and other employment-related matters. Seeking specialist employment law advice where required and supporting managers in implementing the appropriate recommendations. Continuously review approaches to improving the organisational culture of the Alliance; Developing a robust recruitment policy to ensure the organisation identifies staff in an open and transparent manner, appropriately qualified and with attitudes and behaviours consistent with the Alliances values; Assisting line managers in the development of person specifications, job descriptions and advertisements to attract high quality staff to roles that accurately reflect the business requirements; Providing HR advice and guidance throughout the recruitment and selection process, supporting PCNs and managers with recruitment requirements, employment checks, appointment decisions and compliance with organisational recruitment procedures. Preparing and reviewing contracts of employment to reflect organisational requirements, seeking senior approval where required. Payroll and Workforce Information Reviewing and validating payroll information, including new starters, leavers, contractual changes, overtime, sickness, maternity and paternity pay, and zero-hours and locum workforce arrangements, ensuring accurate information is submitted within required deadlines. Overseeing pre-employment checks to ensure that all staff are appropriately qualified and the organisation is compliant with all regulatory requirements, including those of the Care Quality Commission, and to ensure that all personnel records and data evidence regulatory compliance on an ongoing basis, including the undertaking of revalidation and mandatory training requirements; Coordinating and maintaining the organisation's induction programme for all new staff Maintaining and evolving a job evaluation programme and, in partnership with the clinical directors. Developing and implementing a performance appraisal programme that aligns staff objectives with the organisations strategic direction; coach and develop managers to appraise against these objectives, and develop action plans to meet objectives and personal development aims; Assessment of training needs and development of training programmes that meet employee requirements; Supporting workforce planning and identifying training and development needs. Coordinating staff engagement activities, including newsletters, staff forums and other communication mechanisms. Where the organisation has inherited multiple terms and conditions through, for example, TUPE legislation, lead on any initiatives to harmonise terms and conditions in a fair and equitable manner; Co-ordination of monthly payroll submissions to include all adjustments for overtime, maternity/paternity pay, sick pay or other deviations from standard salaries; Supporting the organisation to meet its Health and Safety obligations, working alongside the relevant leads Overseeing HR team in the day to day operational activities of the department, as well as flexibility to support emerging business needs and the growth of the workforce. Engage with developing system wide initiatives to provide greater efficiencies in the delivery of health and social care. This may involve: representing the organisation at system-wide meetings addressing workforce issues; developing responses and initiatives to system-wide workforce issues, consulting with member PCNs to understand their workforce requirements, and identifying appropriate solutions; working with other stakeholders, including Health Education England, the CCG, the Training Hub and UCLAN, as well as other community providers; attending meetings, and working to increase the number and quality of training placements in primary care, the number of practices and other organisations involved in training, and coordinating the continuing workforce development training needs of the current workforce; networking with other agencies (both statutory and voluntary) and developing appropriate links to further the work of the practice and East Lancs Alliance; Take personal responsibility for maintaining up to date generalist HR knowledge and expertise and good current knowledge of the business / primary care environment. Ensure that information and data governance relating to peoples data is processed to all relevant standards such as General Data Protection Regulations. Training & Development Fully participate in training and development, meeting any, and all, requirements of any courses funded, or part-funded by the Alliance; Engages in a programme of ongoing support and feedback to maximise the benefit of the training and development plan; Confidentiality In the performance of the duties outlined in this job description, the post-holder may have access to confidential information relating to patients and their carers, staff and other healthcare workers. They may also have access to information relating to any part of the business organisation. All such information from any source is to be regarded as strictly confidential. Information relating to staff, patients, carers, colleagues, other healthcare workers or the business of the Practice may only be divulged to authorized persons in accordance with Alliance policies and procedures, and the protection of personal and sensitive data. Health & Safety The post-holder will assist in promoting and maintaining their own and others health, safety and security as defined in the Alliances Health & Safety Policy to include: Identifying the risk involved in work activities and undertaking such activities in a way that manages those risks; Ensure all accidents are reported and investigated, follow up action taken as necessary; Maintain training in line with local policies. Equality and Diversity The post-holder will support the equality, diversity and rights of patients, carers and colleagues to include: Acting in a way that recognizes the importance of peoples rights, interpreting them in a way that is consistent with current legislation; Respecting the privacy, dignity, needs and beliefs of patients, carers and colleagues; Behaving in a manner which is welcoming to and of the individual, is non-judgemental and respects their circumstances, feelings, priorities and rights. Quality The post-holder will strive to maintain quality and will: Alert other team members to issues of quality and risk; Assess own performance and take accountability for own actions, either directly or under supervision; Contribute to the effectiveness of the team by reflecting on own and team activities and making suggestions on ways to improve and enhanced the teams performance; Work effectively with individuals in other agencies to meet patients needs; Effectively manage own time, workload and resources. Communication The post-holder should recognize the importance of effective communication within the team and will strive to: Communicate effectively with other team members. Communicate effectively with patients and carers. Recognise peoples needs for alternative methods of communication and respond accordingly. "This list of duties is not exhaustive and may be amended or developed over time to reflect the changing needs of the role and organisation."

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