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The Human Resource Directorate covers all the main functions one would expect in a large organisation and includes Training and Development, Recruitment, Advisory Services, Occupational Health, and Manpower Information and Planning.

Advisory Role

The current structure of the advisory service is designed to reflect the operational structure of the Trust i.e. there is a Senior Human Resource Adviser for each of the three operation division.

Senior HR Advisers have a vital role in advising on the HR implications of day to day operational issues as well as those emerging from the divisional business plans. In addition, they monitor and manage the myriad interactions which constitute the “employee relations” climate.

The three Senior HR Advisers are:

Jan Cripps (Acute) ext 2582

Phyllis Feldman (Mental Health) ext 2578

Liz Edelman (Community) ext 2282

Recruitment

Recruitment and the associated documentation is mainly handled centrally within the recruitment section by Assistant HR Officers who report to the Senior HR Advisers. We continue to be proactive in the recruitment area as we see the recruitment and retention of staff as being one of our key concerns.

The Recruitment Office also manages the non-nurse Bank which offers Managers an alternative to Agency staff.

Isabel Salter ext 2202

Lisa Anastasiou ext 2455

Marilyn Imber (Bank Co-ordinator) ext 2457

Medical Personnel

Medical Personnel is recognised as a fundamental and vital function, with importance both strategically and operationally for the smooth running of the Trusts core business; it is managed centrally therefore by specialised staff within the Directorate.

Linda Laver (Manager) ext 2669

Bernie O’Hara ext 2231

Linda de Palma ext 2235

Training and Development

Ensuring that our staff are equipped with appropriate skills to perform and develop their duties is critical to the success of the Trust. Our aim is to excel in this field, adopting innovative approaches to development and creating a culture where “learning” and “development” are seen as integral components of every job. This is particularly important against the background of changing organisational structures and altering skill mixes. Our approach to training and development is therefore viewed as playing a major part in the organisational change process, ensuring activity meets need.

Susan Richards (Manager) ext 2673

Don Shearwood (Senior Training Officer) ext 2650

Bhavna Sonagara ext 2649

Occupational Health

Ensuring we have a healthy workforce is critical to the Trust, and therefore organising and delivering an effective advisory service for all employees and promoting an optimum level of health at work, are the main aims of Occupational Health.

If staff maintain their own good health, this not only benefits them and the hospital patients but also reduces accidents and sickness absence.

The Occupational Health Department offers staff access to fast track chiropody, physiotherapy, and an out of Trust counselling service, as well as the routine vaccination and staff support options usually available.

Helen Lindfield (Manager) ext 2346

General Office ext 2342/2340

Information and Workforce Planning

The HR information system is an important tool for the strategic development of the workforce, for assisting managers in carrying out their duties and for the Trust Board in monitoring key indicators. With our regularly up-dated in-house databases we can produce, at very short notice, almost any data on Employees, Pay groups, Service Points, Locations and Ethnic or Age Profiles.

Roger Gibbard (Manager) ext 2453

Margaret Hamilton ext 2648

HR Strategy

In addition to the above, we work with Senior Colleagues in other Directorates to assure a coherent approach within the overall HR strategy.

General

Although there are different functions within the Directorate there is an emphasis on team work with staff in different areas bringing their expertise to bear on more complex problems as they arise.

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