An HR Administrator in General Practice helps to support the smooth operation of personnel management within the practice working closely with an HR or Practice Manager.
Scope of Practice
- Recruitment and Onboarding:
- Supporting the recruitment process, including advertising vacancies, screening candidates, and scheduling interviews.
- Assisting with new employee inductions, ensuring that new hires have the necessary documentation, contracts, and access to systems.
- Employee Records Management:
- Maintaining accurate and confidential personnel records, including employment contracts, qualifications, DBS checks, and right-to-work documentation.
- Ensuring that all staff records are up to date with training, certifications, and appraisal documentation.
- Payroll and Benefits Support:
- Collaborating with the finance department to ensure accurate payroll data, including new starters, leavers, salary changes, and overtime.
- Managing employee benefits, such as pensions, holiday entitlements, and other benefits.
- Absence and Leave Management:
- Recording and monitoring employee attendance, handling sickness and holiday requests, and ensuring that leave is managed in accordance with practice policies.
- Supporting staff with absence policies and managing any long-term sickness or return-to-work processes.
- Policy and Compliance:
- Ensuring the practice complies with employment laws and NHS policies.
- Updating and communicating HR policies, such as equal opportunities, health and safety, and grievance procedures.
- Appraisals and Performance Management:
- Organizing appraisals and performance reviews, ensuring that all documentation is recorded.
- Supporting management with staff development plans, performance issues, and any disciplinary actions if needed.
- Training and Development:
- Coordinating staff training, identifying training needs, and ensuring that mandatory NHS training (e.g., safeguarding, first aid) is up to date.
- Managing CPD (Continuous Professional Development) records for all staff.
- Staff Engagement and Welfare:
- Supporting employee well-being initiatives and fostering positive staff relations.
- Acting as a point of contact for staff queries and concerns about HR policies and procedures.
Training
- CIPD (Chartered Institute of Personnel and Development) Qualifications:
- CIPD Level 3 Foundation Certificate in People Practice: Provides essential knowledge in HR and people management. CIPD Foundation Certificate in People Practice (Level 3) | CIPD | CIPD
- Level 3 Apprenticeship in HR Support – HR support / Institute for Apprenticeships and Technical Education
- CIPD Level 5 Diploma: More advanced for those looking to take on greater responsibility in HR. CIPD Associate Diploma in People Management (Level 5) | CIPD
- Employment Law Training:
- Courses covering UK employment law, including contracts, grievance procedures, and health and safety.
- Understanding NHS-specific employment frameworks and policies.
- Payroll and Pension Training:
- Familiarity with NHS payroll systems and pension schemes, including NHS-specific pensions.
- HR Software Training:
- Training on HR management systems,
- Data Protection and GDPR:
- Training on data protection, specifically in relation to HR, ensuring all employee data is managed in compliance with GDPR and NHS Information Governance policies.
- Health and Safety and Well-being Training:
- First aid, mental health first aid, and other well-being training to support employee welfare.
- Health and safety training to ensure workplace compliance.
Funding
For apprenticeships – Government funding is available to cover tuition and end point assessment fees associated with apprenticeship programmes. Most Primary Care organisations are non-levy paying (i.e. have a wages bill of under £3 million each year)
There are 2 ways to access funding.
- Co- investment funding – the government will cover 95% of the tuition fees and the practice/PCN would need to cover the remaining 5%.
- Levy Share – Larger levy paying organisations can share their Levy with others and this would cover the total cost of tuition fees.
Supervision Requirements
Although this role is fairly autonomous supervision would be provided by an HR Manager or Practice Manager.
Learning and Development
HR Administrators can progress to be Operational, Practice or HR Managers.
