Resourcing Manager Band 7

Job details

• Branch: St Luke's Hospital site, Armagh (SHSCT)
• Location: St Luke's Hosp-Hill Building
• Directorate: HR & Organisational Development
• Salary: Band 7 (£47,810 - £54,710)
• Contract Type: Temporary
• Opening Date: 26/06/26
• Closes: Fri, 10 July 2026 @ 4:00 PM
• Interview Dates: TBC

Notes

Important Information 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

Resourcing Manager Temporary until March 2027

BAND

7

DIRECTORATE

Human Resources & Organisational Development

INITIAL LOCATION

Hill Building, St Luke’s Hospital site, Armagh

The postholder will have some flexibility with regards to working arrangements / location

REPORTS TO

Head of Resourcing

ACCOUNTABLE TO

Deputy Director of HR | Medical Workforce | Trust wide Resourcing

JOB SUMMARY

The postholder will initially take a lead role in overseeing all resourcing across Adult Community and Acute services. He/She will support the Head of Resourcing, leading on a programme of work to ensure the department continues to effectively support service directorates in all their resourcing needs, including a strong focus on identifying innovative solutions. The postholder will work with Resourcing and other HR colleagues, as well as a range of service managers throughout the Trust to also introduce new equip technology.

KEY DUTIES / RESPONSIBILITIES

Management Support

Provide clear and professional advice to resourcing staff and managers on a range of complex issues, to ensure high-quality appointments are made, all statutory responsibilities are met and a risk-management approach is adopted to minimise the risk of legal challenge to the Trust.

Ensure effective and regular communication with managers in relation to their responsibilities as part of the recruitment and selection process, as well as any changes in process. Ensure that recruitment plans are initiated for any large campaigns to support service.

Develop and maintain positive working relationships with senior service managers across the Trust, to assist in the identification and implementation of appropriate resourcing solutions to meet service demands and to support decision making at a senior level.

Support the Deputy Directors of HR in fulfilling their role within the Trust’s directorates.

Oversee and further develop the process for requisition management and associated quality assurance of Job Descriptions/Personnel Specifications including the further development of a comprehensive library of Job Descriptions, as a practical and effective resource for managers.

In conjunction with the Head of Resourcing, develop, organise and deliver a structured programme of Recruitment & Selection training for managers throughout the Trust.

Lead on the review and development of guidance documents and toolkits for managers, ensuring these are provided in an appropriate format and are easily accessible.

Support the Resourcing team with full end to end testing for the introduction of the new equip system for Resourcing.

Work with the Head of Resourcing to enhance the department’s SharePoint to ensure service managers in the Trust have easy access to up-to-date guidance and other documents in a timely way.

Recognise and use opportunities where appropriate to ‘coach’ managers to develop their knowledge/skills and to improve their confidence in dealing with resourcing-related issues and processes and to develop their own solutions to problems.

Service Delivery

Ensure that the needs of service users and their carers are at the core of the way the Trust delivers its services.

Liaise directly with the BSO Recruitment & Selection Shared Service Centre (RSSC) on a formal and informal basis, to monitor activity and investigate issues with service delivery, ensuring a log is kept of key themes for monitoring purposes.

Oversee the support provided to senior service managers in the Trust in the effective planning and delivery of recruitment days, career information sessions and other careers events for various staff groups throughout the Trust.

Ensure systems are in place and working effectively, to maintain current staff banks for non-Medical staff and potential supply of bank staff is maximised.

Review the ongoing viability of current staff banks and related models of recruitment, including open registration processes and pathways from bank to permanent employment.

Oversee the management of non-Medical Agency Worker engagements within the Trust, and the management of all associated issues.

Actively seek to identify ways of reducing the Trust’s reliance on agency engagements by developing resourcing plans to achieve this, including working with Nurse Bank colleagues to ensure a consistent and co-ordinated approach.

Participate in audits of current Agency Framework suppliers, and any subsequent actions required as a result of such audits.

Take a key role in the investigation and resolution of complaints about recruitment processes within the Trust, including provision of initial response to complainants as well as overseeing any subsequent appeals process.

Oversee the process for engaging nurses through the International Nurse Recruitment programme.

Support the Head of Resourcing in the provision of a full ‘end-to-end’ recruitment process for Senior Executives.

Participate in internal and regional working groups and meetings as required, representing the Resourcing Department professionally and effectively.

Be a Level 1 User for the Home Office’s Sponsorship Management System, assigning and managing Certificates of Sponsorship appropriately.

Be an authorised Countersignatory for Access NI disclosure requests, and act in accordance with the ANI Code of Practice.

Support the Resourcing Team in ensuring that Standard Operating Procedures are reviewed or developed for all aspects of the Resourcing function.

Support the Head of Resourcing in the ongoing development and testing of Business Continuity Plans for Resourcing.

Information Management and Governance

Assist in the analysis of a provision of a range of HR/Resourcing-related data and a regular suite of management information reports to key stakeholders.

Provide initial responses to information requests, including Freedom of Information requests as well as Media Enquiries and Department of Health information returns.

Deal appropriately with Data Protection/Subject Access requests to the Resourcing Team.

Support the Head of Resourcing in the management of a departmental Risk Register and relevant Controls Assurance standards.

Service Improvement / Innovation

Research and benchmark recruitment processes, practices and models within and outside the HSC/NHS, and use this information to identify and recommend innovative and modernised solutions to implement within the Trust.

Review on an ongoing basis, the Trust’s standard criteria for a range of frequently-recruited posts to ensure they remain fit for purpose in relation to attracting talent from the current labour market.

Lead a programme of work to streamline the recruitment of a range of support posts across the Trust, including the harmonisation of Personnel Specifications where possible, liaising with a wide range of professional groups to progress this.

Work with the Head of Resourcing to review cyclical recruitment activity and the effective use of waiting lists across the Trust.

Work with Corporate Communications colleagues and other stakeholders, to develop and maintain a range of attractive and engaging promotional materials for recruitment purposes.

Progress a programme of engagement with a range of applicant groups, including schools/colleges and the general public to raise awareness of Trust/HSC career pathways and job opportunities.

Work with HR colleagues in the Workforce and Organisational Development Department as well as Volunteer Co-ordinators to improve access to work experience and similar opportunities within the Trust.

Work with key stakeholders, including the Trust’s IT and Communications Teams, to develop and maintain the Trust’s internet site as a recruitment ‘microsite’.

Undertake specific service improvement projects to assist in the ongoing development of the resourcing function across the Trust, participating in the delivery of projects or pieces of work as commissioned by the Head of Resourcing, Assistant Directors of HR or Deputy Director of HR.

HUMAN RESOURCE MANAGEMENT RESPONSIBILITIES

The Trust 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 Trust policy and procedure in all staffing matters, participating as appropriate in a way which underpins Trust values.

Ensure that all concerns raised are taken 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.

PERSONAL AND PUBLIC INVOLVEMENT RESPONSIBILITIES (PPI)

Promote and support the implementation of the Trust’s PPI Strategy and ensure all staff are aware of their responsibilities as appropriate to their job role.

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 [org name] 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.

April 2026

PERSONNEL SPECIFICATION

JOB TITLE AND BAND Human Resources Manager (Resourcing) Band 7

DEPARTMENT / DIRECTORATE Resourcing, HROD Directorate

SALARY Band 7

HOURS 37.5 hours per week

Ref No: To be entered April 2026

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. Please note the Trust reserves the right to use any desirable criteria outlined in Section 3 at shortlisting. You must clearly demonstrate on your application form how you meet the desirable criteria.

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 / Qualifications

Relevant Degree or recognised professional qualification (or equivalent/higher qualification) in an HR, management or business-related subject and 2 years’ experience in a HR-related role at Band 6 or equivalent/above

OR

Relevant HNC (or equivalent/higher qualification) in an HR, management or business-related field and 3 years’ experience in a HR-related role, 2 years of which must be at Band 6 or equivalent/above

OR

5 years’ experience in a HR-related role, 2 years of which must be at Band 6 or equivalent

Experience of managing high volume resourcing requirements across a wide range of disciplines

Demonstrate clear personal evidence gained through experience of

taking a key role in delivering successful implementation of change initiatives;

working with a diverse range of internal and external stakeholders to achieve successful outcomes;

leading/managing teams effectively to improve service delivery;

providing advice and guidance to managers on a range of HR/Resourcing matters;

taking a key role in implementing and writing work processes around technology

Shortlisting by Application Form

Other

Hold a current full driving licence which is valid for use in the UK and have access to a car on appointment. This criterion 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.

Shortlisting by Application Form

SECTION 2: The following are ESSENTIAL criteria which will be measured during the interview/ selection stage:

Skills / Abilities / Knowledge

Have a sound understanding of recruitment processes and associated legislative framework, particularly in the public sector.

Effective planning and organisational skills with an ability to prioritise own workload and work within tight timescales.

Effective communications skills and the ability to develop and maintain credibility at all levels of the organisation.

Ability to provide effective leadership to a team.

Ability to identify innovative solutions to problems and implement them effectively.

Demonstrate a commitment to the provision of high quality and safe services with an ability to drive a culture of continuous improvement.

Ability to use a range of IT systems, including as a minimum the use of Microsoft Excel to create management information reports.

Interview /Assessment

DESIRABLE CRITERIA

SECTION 3: these will ONLY be used where it is necessary to introduce additional job related criteria to ensure files are manageable. You should therefore make it clear on your application form how you meet these criteria. Failure to do so may result in you not being shortlisted

Factor

Criteria

Method of Assessment

Experience /

Qualifications

Experience in the development and delivery of training courses.

Associate Membership of CIPD.

Shortlisting by Application Form

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