Hemel Hempstead
Vacancy:
1442
Human Resources
09 May 2021
Fixed Term/Secondment
About The Role

Role summary:

To provide effective and efficient confidential, comprehensive administrative support to the Reward and Employee Services Team whilst promoting a professional corporate approach.

Responsibilities:

  • Manage the support desk inbox; responding to queries as appropriate or escalating where needed;
  • To provide confidential administrative support in terms of dealing with general enquiries;
  • Respond to telephone, voicemail and email messages in a timely manner;
  • Support the payroll and employee relations processes by ensuring that all relevant documentation is completed, circulated, stored, filed and processed on the HR database;
  • Ensures the correct authorisation has been obtained for all pay requests in line with operational procedures;
  • Assist with the collation and presentation of information for statistical reports as required;
  • To support the maintenance and provision of HR data from establishment lists as required;
  • Attendance and minute taking at weekly calls/meetings;
  • Monitoring SLA’s on pay rate changes;
  • Undertake the appropriate steps in the pay rate change process;
  • Draft letters, obtaining Manager approval, and send out;
  • Send letters using Send Grid to affected workers;
  • Support the sick pay process as required;
  • Updating and maintaining HR systems as required;
  • Supporting the wider Reward and Employee Services Team with administration tasks as required.

About The Candidate
The successful candidate will have:
  • Experience of dealing with data, analysing and presenting in useable formats.
  • Working knowledge of updating and manipulating databases
  • Confident communicator with excellent telephone manner.
  • Excellent written communication.
  • Personal drive for high work standards/excellence.
  • Ability to work as part of a team and provide consistent support.
About Us
NHS Professionals (NHSP) is the market leader in managed flexible worker services. We work in partnership with NHS Trusts around the country to reduce their reliance on expensive agencies by helping them build their own staff banks.

We boast the largest database of more than 100,000 general and specialist nurses, doctors, midwives, administrative and allied healthcare professionals registered on our bank.

We are extremely proud of our bank members, all of whom provide essential shift cover for our NHS clients to help them deliver safe, efficient and effective health services.

NHS Professionals is embraced by the NHS.  We are trusted for our shared values, our leadership in flexible working and the contribution we make to the healthcare community. 

Our people love working at NHS Professionals - together we help one another deliver the highest level of service. Our vision is to have a ‘One NHSP’ team who feel knowledgeable, confident and empowered.

What perks are we offering in return?

  • Competitive salary with the opportunity for progression for exceptional performers
  • 27 days’ annual leave per year plus 8 public holidays
  • Access to a stakeholder pension scheme
  • Health and wellbeing support
  • Access to a discount scheme and an employee recognition scheme.
  • Agile working
  • Ability to buy and sell annual leave

Please note: In 2010 NHS Professionals moved to Limited Company status and therefore Agenda for Change terms and conditions are not applicable to this role.

We reserve the right to close this vacancy early if sufficient applications are received. We will not contact unsuccessful applicants, therefore if you do not hear from us within 14 days of the vacancy closing, please assume that your application has been unsuccessful.

 

Pay on Appointment (Internal)

  1. Moves within the same band do not attract a pay increase
  2. The salary change where an individual is being promoted to a higher band should be a move to the pay range minimum. If this increase would result in a pay rise of more than 10% the expectation is that this is spread over a period of around 6 months. If a salary increase to the bottom of the band would result in an increase of less than 5%, a 5% increase will usually be applied.

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