The Randolph Hill Group operates nursing homes offering long and short-term care to those with particular medical needs, especially frail olderpeople. The company is committed to providing high quality care in safe and homely environments, and to supporting the development of skilled, compassionate staff teams. Each home’s philosophy is to provide competent, empathetic individual care.We are focussed on future development and ongoing improvement therefore each home operates on a professional business basis, maintaining budgeted profit margins. Our company is small enough to make decisions to fit the circumstances and local needs, and large enough to provide extensive training, achieving high standards of care and professionalism. We have a proven track record of internal career progression, a close-knit fabric of support and a stability that serves us well in a changing world.
The role
You will provide dedicated, professional HR support across all seven nursing homes and head office as the Group's first standalone HR role.
Becoming the first point of contact for home managers on all employment matters, you will ensure issues are handled correctly from the outset rather than escalating to the senior management team.
Navigating the intersection of employment law with the regulatory requirements of the SSSC, NMC and Care Inspectorate and taking ownership of right-to-work compliance and visa sponsorship across the Group.
Your remit will also cover the audit of existing HR practice and driving continuous improvement in policies and processes.
Main scope of role and responsibilities
To manage disciplinary, grievance, capability and absence processes end to end, ensuring compliance with employment law and ACAS codes of practice.
To advise on cases where employment law intersects with SSSC, NMC and Care Inspectorate requirements, ensuring the company meets both its legal and regulatory obligations.
To support the senior management team by handling the people-management caseload, aiding them to focus on clinical and operational oversight.
To liaise with external employment lawyers as required on complex or high-risk cases.
To take ownership of the company's right-to-work compliance, including weekly monitoring of visa expiry dates, renewals and documentation.
To become the authorising officer for Certificates of Sponsorship under the Skilled Worker visa route, managing the full sponsorship lifecycle.
To manage PVG scheme membership applications and renewals across all homes.
To ensure Care Inspectorate notifications relating to staffing matters are submitted accurately and on time.
To conduct a full audit of existing HR policies, procedures and documentation across all seven homes and head office.
To identify gaps and weaknesses in current people practices, producing recommendations and an action plan for improvement.
To develop and maintain up-to-date HR policies that are compliant with employment law, care sector regulations and best practice.
To work with the Managing Director to implement systems and processes that reduce reliance on manual inputs and improve data security.
To deliver in-house HR and management training to home managers, deputies, and team managers reducing the Group's reliance on external training providers.
To support head office and home managers with performance management conversations and coaching where needed.
To identify HR training needs and skills gaps across the Group, coordinate delivery of training and contribute to workforce development plans.
To oversee the pre-employment checking process, including PVG applications and right-to-work verification.
To support homes that are struggling with the recruitment process, working alongside the existing Recruitment Manager.
To manage the employee lifecycle process, including background checks, onboarding and offboarding.
To administer HR systems, contracts and employment documentation.
To maintain accurate and confidential employee records in compliance with GDPR and organisational policies.
To support payroll with starter and leaver information, ensuring accurate data submission and co-ordination with finance.
To collect and analyse HR data to inform decision-making and reporting.
To visit all homes and gain detailed knowledge of staff and working practices across the Group.
To contribute to HR projects such as staff engagement, wellbeing initiatives and organisational development.
To support equality, diversity and inclusion initiatives across the organisation.
To maintain confidentiality over residents' and staff information.
You, the candidate
You will have demonstrable HR experience ideally from within a healthcare setting; for example private care or nursing homes, the NHS or other regulated health and social care setting and be CIPD qualified at Level 5 /SCQF Level 9 or equivalent.
You will possess a strong working knowledge of UK employment law and HR best practice alongside understanding of SSSC, NMC and Care Inspectorate regulatory frameworks and experience in managing complex employee relations cases (disciplinary, grievance, long-term absence)
The package we offer;
* Highly competitive salary of £60,000 per annum
* Fantastic company bonus scheme – recognition and reward for outstanding performance
* A strong ethos of work/life balance
* Supportive senior management structure
* 35 days holiday which increases with length of service
* Competitive contributory pension scheme
* Private medical healthcare
* Enhanced Sick Pay Scheme – full pay for the first 3 months and then half pay for 3 months
* Work for an organisation with an excellent reputation for delivery of quality care provision
In summary
This could be an ideal opportunity for someone with a strong HR background who may be looking for a fresh challenge in a role where there will be plenty of autonomy to develop the HR function within an already strong, well renowned business
Salary description
£60000.00 - £60000.00 per year