# Medical HR Manager (Employee Relations & Governance) - Band 7 > NHS job listing from Job Clerk for Southern Health and Social Care Trust. ## Canonical URLs - **HTML:** https://www.jobclerk.com/job/medical-hr-manager-employee-relations-and-governance-band-7/03fcfd86-4407-405a-914e-40c03328f3a9 - **Markdown:** https://www.jobclerk.com/job/medical-hr-manager-employee-relations-and-governance-band-7/03fcfd86-4407-405a-914e-40c03328f3a9.md ## Summary - **Status:** Live - **Employer:** Southern Health and Social Care Trust - **Location:** Craigavon Area Hospital - **Workplace type:** onsite - **Profession:** Human resources manager - **Grade:** Band 7 - **Salary:** £47,810 - £54,710 - **Contract type:** Permanent - **Closing date:** 2026-09-08T15:00:00.000Z - **Posted:** 2026-08-20T00:04:52.250Z - **Source information URL:** https://jobs.hscni.net/Job/48765/shsctmedical-hr-manager-employee-relations-governance--band-7 - **Application URL:** https://jobs-app.hscni.net/sap/bc/webdynpro/sap/hrrcf_a_posting_apply?PARAM=cG9zdF9pbnN0X2d1aWQ9MDA1MDU2OTNGMzJDMUZFMUE4OTIyREQ2RDRGNzA3QTgmY2FuZF90eXBlPWU%3d - **Employer website:** https://southerntrust.hscni.net ## Job Content ### Job details - Branch: Craigavon Area Hospital (SHSCT) - Location: Craigavon Area Hosp-The Brackens - Directorate: HR & Organisational Development - Salary: Band 7 (£47,810 - £54,710) - Contract Type: Permanent - Opening Date: 25/08/26 - Closes: Tue, 08 September 2026 @ 4:00 PM - Interview Dates: To be confirmed ### Notes If you are submitting a manual application, please post it to: Recruitment Shared Services, Rosewood Villa, Longstone Hospital Site, 73 Loughgall Road, Armagh, BT61 7PR. Applications received after the advertised closing date/time cannot be considered, so please allow enough time for postage. “A waiting list may be created for similar posts that may arise while the waiting list is live, this may include temporary or part-time posts. This will be managed in line with the updated HSC waiting list principles effective from 1 April 2026”. Where a part-time waiting list is required, one part-time waiting list will be created- regardless of any specific hours advertised, this waiting list will cover all future vacancies where part-time posts arise. A part-time post is defined as any post that has less than 37.5 hours per week.” Please remember to save or print a copy of the job description before submitting your application, as it will not be accessible afterwards. Flexible Working We welcome flexible working requests from day one. All HSC organisations offer a range of flexible working options. The options available for this post will depend on the requirements of the role. Find out more about flexible working options on our website. ### JOB DESCRIPTION ### JOB TITLE Medical HR Manager (Employee Relations & Governance) ### BAND 7 ### DIRECTORATE People & Culture Directorate ### INITIAL LOCATION The Brackens, Craigavon Area Hospital. (some remote working will be possible) ### REPORTS TO Head of Service (Medical Workforce) ### ACCOUNTABLE TO Deputy Director – People Resourcing & Medical Workforce ### JOB SUMMARY The HR Manager will be aligned to the Medical HR team reporting to the Head of Service (Medical Workforce) to support management of cases under the Maintaining High Professional Standards (MHPS) Framework and associated Trust guidelines. The post holder will assist the Head of Service manage a specialist and complex caseload managing concerns about Doctors’ and Dentists’ performance. The post holder will provide specialist human resource advice on case management and investigation of concerns ensuring matters are progressed timely, expeditiously and in line with the MHPS Framework. The post holder will manage a central register of concerns, track case progress and provide regular updates to the Director of HROD, Deputy Director – HR Services and Head of Service (Medical Workforce) for updates to the Trust’s Doctor’s and Dentist’s Oversight group, Chief Executive and members of Trust Board as required. The post holder will assist the Head of Service (Medical Workforce) with the ongoing development of training and specialist knowledge of the MHPS Framework, developing capacity among Medical colleagues to manage MHPS cases. This will include co-ordinating a programme of on-going training for medical managers and SMT / Board members on the MHPS Framework ensuring the Trust has sufficient expert resources available. The post holder will also be responsible for ensuring that systems and processes are in place to ensure the Doctors’ and Dentist’s Oversight Group operates smoothly and effectively and will assist in sharing the learning from cases corporately as appropriate. The postholder will provide specialist advice and guidance on complex medical workforce, employee relations, governance and contractual matters and act as the escalation point for issues that cannot be resolved through normal operational management arrangements In addition to leading the Trust's arrangements for managing medical and dental employee relations matters under the MHPS Framework, the postholder will provide senior professional leadership across the Medical HR function. Acting on behalf of the Head of Service (Medical Workforce) as required, the postholder will provide expert advice, oversight and assurance across medical workforce matters and serve as the escalation point for Senior Medical HR Advisors on complex, high-risk or contentious issues. The postholder will support service development, governance, workforce planning and operational performance, ensuring a consistent and high-quality Medical HR service is delivered across the Trust. ### KEY DUTIES / RESPONSIBILITIES Manage a complex caseload of investigations into concerns under the MHPS Framework. Maintain the Trust’s central register of MHPS concerns. Ensure appropriate action is taken when a concern is raised, ensuring screening of the concern is progressed and assisting with the progress of fair and effective investigations as required. Ensuring regular communication and feedback to managers and practitioners involved is undertaken. Regularly review the most up to date practice and guidance on MHPS to ensure continuous improvement in the management of cases. Ensure that any information that indicates a potential risk to patient safety is acted on immediately and escalated to the appropriate Senior Manager. Work with the Head of Service (Medical Workforce) and regional medical HR colleagues to develop a network regionally to discuss case studies and good practice. Assist the Head of Service (Medical Workforce) undertake regular reviews of the Trust’s Guidelines on Managing Concerns about Doctors’ and Dentists’ performance to ensure they are effective and constantly improved. Provide regular reports to the Director of HR and Medical Director to include information on the number and types of cases to identify trends, patterns and / or learning. Establish and maintain an effective working relationship with Trade Union representatives on matters relating to MHPS case management. Work alongside the Head of Service (Medical Workforce) to design and deliver training on management of low level concerns for all medical managers across Trust. Work alongside the Head of Service (Medical Workforce) to ensure the required formal training for Case Managers, Case Investigators and Trust Board is coordinated in line with the Trust’s Training plans. Participate in any regional review of MHPS (Maintaining High Professional Standards) to ensure our local guidance and training continues to meet all best practice standards. Work with the Head of Service (Medical Workforce) and on occasion Trust appointed Solicitors; to ensure all Medical ER casework is progressed in a timely and professional manner. Where cases go to Employment Tribunal ensure this work is serviced to high levels of quality. Contribute to the knowledge and development of skills within the organisation in respect of medical ER. Deputise for the Head of Service (Medical Workforce) as required, ensuring continuity of leadership, decision-making and operational oversight across the Medical HR function Medical HR Leadership and Governance Act as the senior professional resource within Medical HR, providing specialist advice and guidance to Senior Medical HR Advisors and the wider Medical Workforce Team on complex contractual, workforce, employee relations and governance matters. Provide professional leadership, supervision and support to Senior Medical HR Advisors, ensuring consistency of decision-making, application of policy, risk management and service standards across Medical HR functions Serve as the escalation point for complex, sensitive or high-risk workforce matters that cannot be resolved within operational management arrangements. Support the Head of Service (Medical Workforce) in the delivery of governance, audit, assurance and service improvement activities, ensuring risks are identified, managed and escalated appropriately. Lead designated service improvement projects and reviews across the Medical HR function, ensuring implementation of best practice and continuous improvement initiatives. Deputise for the Head of Service (Medical Workforce) at meetings, working groups and governance forums as required. Provide professional oversight and support to Senior Medical HR Advisors, ensuring governance standards, service performance and workforce risks are managed consistently across Medical HR functions. The postholder will provide senior professional leadership across the Medical HR function, acting as the principal source of specialist advice on complex medical workforce, employee relations and governance matters. The role is responsible for oversight of high-risk and sensitive workforce issues and supports the Head of Service (Medical Workforce) in maintaining effective governance, assurance and service performance arrangements ### HUMAN RESOURCE MANAGEMENT RESPONSIBILITIES The Organisation supports and promotes a culture of collective leadership where those who have responsibility for managing other staff: Establish and promote a supportive, fair and open culture that encourages and enables all parts of the team to have clearly aligned goals and objectives, to meet the required performance standards and to achieve continuous improvement in the services they deliver. Ensure access to skills and personal development through appropriate training and support. Promote a culture of openness and honesty to enable shared learning. Encourage and empower others in their team to achieve their goals and reach their full potential through regular supportive conversation and shared decision making. Adhere to and promote Organisational policy and procedure in all staffing matters, participating as appropriate in a way which underpins The Organisation’s values. ### RAISING CONCERNS – RESPONSIBILITIES The post holder will promote and support effective team working, fostering a culture of openness and transparency. The post holder will ensure that they take all concerns raised with them seriously and act in accordance with the Trust’s ‘Your Right to Raise a Concern (Whistleblowing)’ policy and their professional code of conduct, where applicable. ### GENERAL REQUIREMENTS ### The post holder will be required to Ensure the Trust’s policy on equality of opportunity is promoted through his/her own actions and those of any staff for whom he/she has responsibility. Co-operate fully with the implementation of the Trust's Health and Safety arrangements, reporting any accidents/incidents/equipment defects to his/her manager, and maintaining a clean, uncluttered and safe environment for patients/clients, members of the public and staff. ### Adhere at all times to all Trust policies/codes of conduct, including for example Smoke Free policy IT Security Policy and Code of Conduct standards of attendance, appearance and behaviour Contribute to ensuring the highest standards of environmental cleanliness within your designated area of work. Co-operate fully with regard to Trust policies and procedures relating to infection prevention and control. All employees of the Trust are legally responsible for all records held, created or used as part of their business within the Trust including patients/clients, corporate and administrative records whether paper-based or electronic and also including emails. All such records are public records and are accessible to the general public, with limited exceptions, under the Freedom of Information Act 2000 the Environmental Information Regulations 2004, the General Data Protection Regulations (GDPR) and the Data Protection Act 2018. Employees are required to be conversant with the SHSCT policy and procedures on records management and to seek advice if in doubt. Take responsibility for his/her own ongoing learning and development, in order to maximise his/her potential and continue to meet the demands of the post. Represent the Trust’s commitment to providing the highest possible standard of service to patients/clients and members of the public, by treating all those with whom he/she comes into contact in the course of work, in a pleasant, courteous and respectful manner. This Job Description will be subject to review in the light of changing circumstances and is not intended to be rigid and inflexible but should be regarded as providing guidelines within which the individual works. Other duties of a similar nature and appropriate to the grade may be assigned from time to time. It is a standard condition that all Trust staff may be required to serve at any location within the Trust's area, as needs of the service demand. ### PERSONNEL SPECIFICATION ### JOB TITLE AND BAND DIRECTORATE People & Culture Directorate HOURS 37.5 hours ### Notes to applicants You must clearly demonstrate on your application form under each question, how you meet the required criteria as failure to do so may result in you not being shortlisted. You should clearly demonstrate this for both the essential and desirable criteria. Shortlisting will be carried out on the basis of the essential criteria set out in Section 1 below, using the information provided by you on your application form. Proof of qualifications and/or professional registration will be required if an offer of employment is made – if you are unable to provide this, the offer may be withdrawn. ### ESSENTIAL CRITERIA SECTION 1: The following are ESSENTIAL criteria which will initially be measured at shortlisting stage although may also be further explored during the interview/selection stage. You should therefore make it clear on your application form whether or not you meet these criteria. Failure to do so may result in you not being shortlisted. The stage in the process when the criteria will be measured is stated below. Factor Criteria Method of Assessment Experience Experience of managing complex employee relations and/or MHPS cases involving senior staff and multiple stakeholders. Experience of providing professional leadership, supervision, mentoring or specialist support and advice to HR staff and managers. Experience of leading service improvement, governance or workforce initiatives. Shortlisting by Application Form Qualifications/ Registration Degree or recognised professional qualification or equivalent / higher qualification in a Business / Human Resources related subject AND a minimum of 2 years’ HR experience at Band 6 or above, involving a key role in the provision of advice and guidance to managers on a range of HR matters. OR HNC / HND or equivalent / higher qualification in a Business /Human Resources related subject AND a minimum of 3 years’ experience in an administrative role, 2 years of which must be HR experience at Band 6 or above involving a key role in the provision of advice and guidance to managers on a range of HR matters. a minimum of 5 years’ experience in an administrative role, 2 years of which must be HR experience at Band 6 or above involving a key role in in the provision of advice and guidance to managers on a range of HR matters. Other Hold a current full driving licence which is valid for use in the UK and have access to a car on appointment. This criteria will be waived in the case of applicants whose disability prohibits driving but who have access to a form of transport approved by the Trust which will permit them to carry out the duties of the post. SECTION 2: The following are ESSENTIAL criteria which will be measured during the interview/ selection stage: Skills / Abilities Ability to influence and challenge constructively at senior management level. Ability to provide professional guidance and support to HR staff and managers. Ability to analyse highly complex and sensitive information and determine appropriate courses of action. Ability to prepare and present complex reports and recommendations to senior managers and governance groups Interview Skills/Abilities Demonstrate effective communication skills, which will meet the needs of the post in full. Have the ability to develop and maintain credibility with a range of staff / managers at all levels of the organization. Have excellent organisational skills, and the ability to work within tight timescales. Effective planning and organisational skills with an ability to prioritise own workload. Ability to work on own initiative. Ability to drive change successfully throughout the organisation. Ability to develop and implement policies and/or strategies Knowledge Detailed knowledge of employment legislation, employee relations principles and HR best practice. Knowledge of MHPS and medical workforce governance arrangements. Understanding of medical terms and conditions, professional regulation and workforce challenges affecting medical staff. Understanding of governance, risk management and assurance processes within a healthcare setting. Desirable CIPD Level 5 or above If this post is being sought on secondment then the individual MUST have the permission of their line manager IN ADVANCE of making application. As part of the Recruitment & Selection process it may be necessary for the Trust to carry out an Enhanced Disclosure Check through Access NI before any appointment to this post can be confirmed. Successful applicants may be required to attend for a Health Assessment ### THE TRUST IS AN EQUAL OPPORTUNITIES EMPLOYER ### Successful applicants may be required to attend for a Health Assessment can expect to be placed at the minimum point of the pay scale, although a higher starting salary, within the range of the pay band may be available if the person appointed has experience relevant & equivalent to the post. If the successful candidate is an existing HSC employee moving to a higher band, AfC Pay on Promotion will apply. All staff are expected to display the HSC Values at all times ## Agent Notes - This Markdown page is generated from the same Job Clerk job record as the HTML job detail page. - Use the canonical HTML URL for user-facing references. - Use the application URL when the user wants to apply on the source NHS site.