An Overview of HR
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The Human Resources Directorate is made up of three departments; General HR, Learning and Development and Occupational Health.
The team is led by:
- Kim Doherty - Director of Human Resources
- Angela O’Brien - Assistant Director of Human Resources
- Melissa Dwyer - Assistant Director of Human Resources, Learning and Development
Our role is to support and advise employees and managers on all issues relating to employment, including recruitment and terms and conditions of employment. We also ensure that all HR Policies and Procedures are updated and reviewed regularly in line with new legislation and best practice and that these policies are adhered to. We ensure that we offer staff and managers the best possible support and advice and aim to make sure that staff work in a positive, friendly and healthy work environment.
The HR Department can be contacted on 0151 702 4059 and is open 9am – 5pm Monday - Friday.
Recruitment
All vacancies at the Liverpool Women’s NHS Foundation Trust are advertised on the NHS jobs website (please click the link below). On this website you can search and apply for jobs at the Trust and also set up email alerts to let you know when jobs you may be interested in are advertised in the future. The Trust only accepts on line applications made through NHS jobs and no longer accepts paper based application forms.
Criminal Records Bureau Disclosure
Some jobs at the Trust are subject to a CRB check due to the nature of the post. Disclosures are an important tool in ensuring safer recruitment practices and patient safety. Although a criminal conviction in itself does not prevent anyone from working in the NHS, some types of offences, for example involving violence or sexual abuse, may indicate that an applicant is unsuitable to have access to patients and should not be employed.
Some jobs at the Trust are subject to a CRB check due to the nature of the post. Disclosures are an important tool in ensuring safer recruitment practices and patient safety. Although a criminal conviction in itself does not prevent anyone from working in the NHS, some types of offences, for example involving violence or sexual abuse, may indicate that an applicant is unsuitable to have access to patients and should not be employed.
Criminal Records Disclosure Policy [PDF]
Terms and Conditions of Employment
The majority of staff at the Liverpool Women’s NHS Foundation Trust, with the exception of Doctors and some staff on local contracts, are governed by the Agenda for Change NHS Terms and Conditions of Service. For more information please visit www.nhsemployers.org.
Improving Working Lives
The Improving Working Lives (IWL) standard enables NHS staff to measure their employer's human resources management. It sets the benchmarks by which organisations will create flexible working environments that promote staff welfare and development. Recognising that investment in human resources can improve patient care, the IWL Standard sets out what NHS organisations need to do to achieve this.
The Standard is intended to ensure that NHS organisations can demonstrate commitment to their staff by offering employment practices such as:
- Flexible working (including options for flexible retirement)
- Valuing equality and diversity
- Access to childcare and carer support
- Tackling discrimination, harassment and bullying in the workplace
- Training and development
- Health in Work
- Staff involvement and communication
The Liverpool Women’s NHS Foundation Trust achieved the IWL Practice Plus standard in 2005. If you would like more information on IWL please contact the HR Department.
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It is important for the well-being of staff and patient care that all members of staff are free to conduct their duties without interference from bullying or harassment and have the right to be treated with respect and dignity at work.
The Board of Directors and Senior Management Team in the Trust are committed to protecting Trust staff from bullying and harassment in all its forms and at all levels of the organisation, and any proven incident of bullying and harassment will not be tolerated at any level of the organisation. The Staff Side Organisations within the Trust also share this view and are supportive of the Trust in the work that is being undertaken to ensure that staff are treated with dignity and respect and have a working environment free from bullying and harassment.
The Trust has recently undertaken a lot of work to raise the employee’s awareness of this issue and the support and advice that is available. The Trust has recently revised its Bullying and Harassment Policy and has launched a Buddy Scheme as a support system for staff who may be suffering from bullying or harassment, the Trust also provides a free staff counselling service to all staff.
Flexible Working
The Liverpool Women’s NHS Foundation Trust supports a number of forms of working arrangements which provide management and employees with the ability to target employment practices to service needs and respond to employees who require flexibility in working arrangements. In the latter case, this is in recognition of the increasing conflict between work and home pressures. The Trust is committed to supporting its staff in their solutions to caring responsibilities by offering a co-ordinated approach to the Liverpool Health Economy-Wide strategy for carers.
The Trust provides its employees with access to a Working Families Advisory Service who offer advice and support for those with caring responsibilities.
Equality & Diversity
To find out more about equality and diversity at the trust please visit theEquality and Diversity page.
