SHSCT SPECIALIST HR CASE MANAGER

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: 14/05/26
• Closes: Fri, 29 May 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

Specialist HR Case Manager (Raising Concerns)

BAND

7

DIRECTORATE

Human Resources & Organisational Development

INITIAL LOCATION

Hill Building, St Luke’s Hospital Site, Armagh

REPORTS TO

Head of Employee Relations

ACCOUNTABLE TO

Deputy Director – HR Services

JOB SUMMARY

The Specialist HR Case Manager will be aligned to the Employee Relations Case Management team reporting to the Head of Employee Engagement & Relations to support the Trust’s ‘Raising Concerns’ programme. The post holder will manage a specialist and complex caseload managing concerns raised by staff under the Trust’s ‘Your Right to Raise a Concern – Whistleblowing’ Policy and Procedure.

The postholder will provide specialist human resource advice on case management and investigation of whistleblowing concerns ensuring matters are progressed timely and expeditiously.

The post holder will manage the Trusts central register of concerns, track case progress and provide regular updates to the Deputy Director – HR Services for updates to members of the Trust’s SMT and Trust Board.

The post holder will be responsible for the ongoing development of a positive culture promoting openness and nurturing the confidence of staff to raise concerns. This will include a programme of on-going training for staff and managers and engagement across the Trust to provide dedicated support for any individual raising a concern.

The post holder will also be responsible for ensuring that systems and processes are in place to ensure oversight of cases is smooth and effective and will assist senior staff within directorates to understand the learning from cases and embed action plans from concerns investigated.

KEY DUTIES / RESPONSIBILITIES

Manage a complex caseload of investigation into concerns raised by staff.

Maintain the Trust’s central register of whistleblowing concerns raised.

Ensure appropriate action is taken when a concern is raised with confidentiality being respected as appropriate, fair and effective investigation, and regular feedback on progress being given.

Maintain regular contact with individuals who have raised concerns and ensure they are thanked and do not suffer as a result of raising a concern. Escalate any concern of detriment to staff to the Deputy Director – HR Services immediately.

Ensure feedback is provided to anyone who has raised a concern.

Regularly review the most up to date legislation and guidance / information on whistleblowing to ensure continuous improvement in the management of cases.

Take action to reduce barriers for any groups of staff in raising concerns.

Ensure that any information that indicates a potential risk to patient safety is acted on immediately and escalated to the Deputy Director – HR Services & Oversight groups.

Develop a network regionally to discuss case studies and good practice.

Ensure staff and managers throughout the Trust have the capability, knowledge, and skills they need to raise concerns and to support others who raise concerns.

Provide staff and managers with appropriate training and easy access to the knowledge and support they need to raise concerns or to support others to raise concerns.

Represent the Trust at regional forums to review and update the regional Whistleblowing framework.

Assist the Head of Employee Relations and the Deputy Director – HR Services to review and update the Trust Whistleblowing Policy, Procedure and processes to ensure they are effective and constantly improved.

Gather feedback on Trust whistleblowing policy, procedure and processes to ensure that they are continuously improved and meet the needs of all staff.

Provide regular reports to Trust SMT and Trust Board members to include information on the number and types of cases, barriers to speaking up, and details of opportunities for learning and improving.

Ensure all Trust policies, procedures, processes e.g. induction / appraisal include messages for staff about how to raise concerns.

Ensure regular communications are shared across the Trust to encourage staff to raise concerns including feedback on matters that staff are speaking up about, and, being mindful of preserving confidentiality where needed.

Develop a local network of champions or advocates to support the Trust’s Raising Concerns programme.

Establish and maintain an effective working relationship with Trade Union representatives on matters relating to whistleblowing and case management.

Manage the case and attendance staff teams in the absence of the HR Manager – Case and Attendance Management.

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.

The post holder will, in the event of a concern being raised with them, ensure that it is managed correctly under the Trust’s ‘Your Right to Raise a Concern (Whistleblowing)’ policy and ensure feedback/learning is communicated at individual, team and organisational level.

GENERAL REQUIREMENTS

The post holder will be required to

Ensure the Organisation’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 Organisation'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 Organisation are legally responsible for all records held, created or used as part of their business within the [org name] 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 Organisation’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 Organisation's area, as needs of the service demand.

<May 2021>

PERSONNEL SPECIFICATION

JOB TITLE AND BAND Specialist HR Case Manager (Raising Concerns) Band 7

DEPARTMENT / DIRECTORATE Employee Relations / HROD

SALARY Band 7 Salary

HOURS 37.5 hours

Ref No: <to be inserted by HR> <May 2021>

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 Organisation 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

Ideally no more than 6-8 criteria in this section

Method of Assessment

Experience

Experience of undertaking complex investigations and production of associated reports.

Experience of working in partnership with trade union side.

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.

OR

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.

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 Organisation 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

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

Interview / Test

Knowledge

An insight into the issues facing the Trust at a Corporate Level.

Interview / Test

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

Qualifications

CIPD qualification

Shortlisting by Application Form

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 Organisation to carry out an Enhanced Disclosure Check through Access NI before any appointment to this post can be confirmed.

THE ORGANISATION 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