Our expert consultants are here to help and have a proven track record of recruiting talented and passionate individuals into the health and social care sectors.
Whether you've always wanted to work in social care, or already work in social housing and want to explore new opportunities, Morgan Hunt shows you the careers you might not have considered within the sector from the people who know. We asked our top candidates how they came to be in the profession, what a typical day is like, why they do it & the pro’s & cons of the job to get some insight into what working in social care is really like, this is what they had to say... Drug & alchohol workerChris Nicklin is an Alcohol practitioner for Aquarius in North England"I had previously worked in the construction industry for many years but after a drop-in available employment options, together with health factors, I decided to retrain. I started going to night classes on a level 2 certificate in counselling and over the years progressed through numerous qualifications resulting in a Master of Science in Psychotherapeutic Counselling.A typical day for me at work is never typical, you never quite know what you're going to get. This is what makes my job so varied, enjoyable and challenging. It can be difficult but very rewarding too.I can honestly say I have never for one moment regretted the decision to retrain, and although it has taken hard work, commitment and sacrifice, I wouldn’t change a thing". Support workerVicki Shattock is a support worker at St Basils in the Midlands“I started off by training to be a theatre nurse. Although I qualified, I knew all along it wasn't the right thing for me. I wanted to have more direct support with people and make a difference to their lives. I am now working as a Support Worker for a homeless charity for 16-25 year olds.A typical day for me is dealing directly with their housing support needs, sorting out benefits, finding them appropriate housing. Liaising with multi-agency organisations, I also deal with varied mental health issues, teenage pregnancy, and other such health related issues. No two days are the same and some days can be so chaotic and emotionally challenging, but I know we make a difference to most of the young people we work with which is why I do it”. Substance misuse officerSue is a substance misuse officer in Birmingham“After qualifying as a counsellor in the Summer of ‘99, I had gained a whole host of new skills and didn't know what to do with them. I bought the Birmingham Evening Mail and applied for a post at a prison, I was unsuccessful but was instead offered a post at HMYOI Stoke Heath as a CARAT worker and since then I haven't looked back.The reason I wanted to work in this field was that I wanted to make a difference to people’s lives by allowing them to explore their lifestyles. I wanted to be able to give them an opportunity to make informed choices in addressing their substance/alcohol misuse. I now work in the community, predominantly with dependent drinkers, my current day to day duties involve; making comprehensive assessments, devising tailor made care plans, making risk assessments and conducting one to one sessions, and this is just the basics. I deal with the “here and now" issues my clients are faced with but my main aim is to support people who want to make lifestyle changes and want to do something about it! I actively promote recovery and the support networks that are available in the wider community whether they are abstinent or have controlled drinking.” Operations ManagerStephen Lewis is an Operations Manager for Great Places Housing Group in Merseyside“Like many people I ‘fell’ into a career with housing – I did a bit of volunteering at a local night shelter, and this ignited a bit of a spark in me to work in homelessness services. I moved round a bit within my company, and ended up managing a couple of supported housing schemes and a floating support service. It’s great seeing chaotic clients come into the service, and get the quality support that they need to stabilise their lives and move on into more independent accommodation.There’s no such thing as a ‘typical day’ in this role – as much of a cliché as it sounds, every day is different! If you like being busy, and enjoy a lot of variety in your job, then supported housing is definitely a good choice. There’s a massive variety and range of opportunities to get involved in – great if you’ve got a short attention span like me!” Substance misuse practitionerSteve Guinan is a Substance Misuse Practitioner for Aquarius in ShrewsburyAfter working at care homes, homeless hostels, supporting housing projects and providing outreach support for many years I used this experience and ongoing training to become a substance misuse practitioner – it is a varied role where I can adapt to different surroundings, work with others, (staff members, medics, clients and partner agencies) working on my own managing caseloads, seeing people who need support (one to one and also in a groups/workshops) I also take part in multi-disciplinary meetings such as child protection meetings and community partnership forums. I have worked for and still continue to work for some fine organisations with fantastic people. I have seen time and time again recovery is more than possible. The positive changes that are made can result in the increase of self-confidence, motivation, feelings of achievement moving into a better place where everyone concerned can feel that forward pull, reassurance and safety. To be able to have the opportunity to be involved to help someone to bounce back is a key factor in my job satisfaction. If you’re feeling inspired to get involved in social work don’t hesitate to get in touch with a Morgan Hunt consultant today, our consultants work on a personal and consultative basis with our candidates. Get in touch with our team to find out how we can assist you with your job search.
Great leadership and management skills within the NHS cannot exist devoid of compassion.Just shy of 100 years ago you could have been shot for treason for telling the truth regardless of whether the truth was a justified ‘truth’ or not.Everyone’s truth is different and so ‘truth’ as a yardstick is not necessarily an exact gauge on whether telling it is for good or for bad. Yet there have been recent instances where telling a perceived truth, perceived by the individual that is, or ‘whistleblowing’ has led to justice being done.So when is it right to whistleblow and is the government’s crusade in favour of whistleblowing a knee jerk, politically populist, reaction to investigative journalism.It is worth noting that NHS managers in general are highly trained individuals in public sector management. They are trained in management strategy where a lot of current practice evolves around strategic tools, theories, targets and measurement charts.The NHS buzz phrases are; ‘patient first’, ‘waiting unacceptable’, ‘waste reduction’, ‘cost minimisation’ and ‘end to end process’. Lean charts and critical success factors measure better value, value being determined by the customer (the patient is now the customer), and process should be consistent around a ‘core value stream’ that leaders must be able to quantify.All this is fine but it will never change the culture of the NHS into an organisation with an overriding social mission that drives every NHS worker regardless of what they do or what level they work at. And the root cause of whistleblowing is about the lack of that social responsibility somewhere in the system.NHS managers have dual roles in much greater quantities than managers in other sectors need to have.. They require skills in persuasion, negotiation and influence to achieve a balance in the ‘NHS the business’ role and ‘NHS the carer’ role.The NHS business manager will use strategic management tools and techniques, and the lean six sigma strategies to plan, measure and manage what is a complex operation yet this cannot be done in isolation of the NHS ‘care manager’; two egg twins that share the womb but with different genes and different personas. Lean six sigma theories have their place and may have worked for Toyota and a plethora of other business types but the product of the NHS is distinctly different and a great deal less predictable than a car production line.Great leadership and management skills within the NHS cannot exist devoid of compassion. Managers must have the emotional connection that stops them in their tracks if the ‘production line’ simply does not meet the social mission, no matter how challenging to change. They must not allow themselves to be anesthetised from the practices of others or from mandates coming down through a series of hierarchies. On balance no one can deny that whistleblowing has led to much progress. Exactly what that progress is, in this context, is open for debate but the overriding social mission of the NHS must make it clear to leadership that doing their job is about taking social accountability as much as it is about crafting the core value stream, and that social accountability must be the main thread that runs through each and every one of their actions and decisions that they make. This is not rocket science or car aerodynamics.Truth though has context too and the Doctor who was sacked by the mental health trust for raising concerns with her employer and the care worker who pushed the alarm about mistreatment both clearly spoke out against a deep belief that the system was not right.But why did they have to whistleblow? - Because no-one was listening and the culture of fear stopped others from changing the system, or there was no system in place that allowed a voice to be heard and investigated. Of course trying to control whistleblowing is tantamount to ‘gagging’ but somehow the NHS must have a robust process in place where front line staff in health and care roles are heard and taken seriously without fearing for their jobs and it’s only the managers who can do this.At Morgan Hunt we strive to seek out candidates who can demonstrate leadership with a mission consistent with NHS values because we know that the future of the NHS is in the hands of the people that our clients employ. We’re all ‘customers’ of the NHS and if there is one thing that almost everyone agrees upon and that is we all want our NHS.For more information on healthcare management jobs email
Is the repeal of the 2017 and 2021 reforms to the off-payroll working rules as part of last month’s ’Mini Budget’ statement the good news our contractors, employers and agencies wanted? What do you think? Are you ready for a change and do we actually know what the new legislation will mean?Dave Hedges is a tax partner at Azets and says there is “an absence of fine detail” around how HMRC will manage the transition over the coming months. “While the changes are welcome and have been lobbied for, we are advising clients throughout the engagement chain to tread carefully pending clarification,” he said.Some questions remain following the chancellor’s announcement that the Off-Payroll Working (OPW) rules are to be repealed from April 6th 2023. There are three main reasons for this: Is it really going to happen? Nothing has changed yet and we have a Budget coming up in November, preceded by a government already doing a U-turn on its 45p tax rate plan. The possibility of further U-turns therefore seems significant. Fingers crossed that this promised repeal of the OPW rules goes ahead. But it’s not certain. End-clients (both public and private sectors), agencies, umbrella companies, accountants and IR35/OPW advisers are all taking stock and wondering how this could affect their business. And yes, that goes for me too! Contractors are realising that unless they have always been outside IR35 and working for ‘small’ companies (not affected by the OPW rules), that their own circumstances are complicated. Notably where the contractor is: currently with an umbrella, or holding an SDS where the client has stated ‘inside IR35’, or; regularly jumping between their PSC and an umbrella company depending on the IR35/OPW assessment. At this stage (Q4 2022), nobody knows how the repeal of the OPW rules will work. That’s the unpopular, hard truth. Many commentators are reaching for their crystal balls, with some suggesting that there will be new rules for contractors added onto the IR35 rules of old (2000), such as requiring contractors to complete Status Determination Statements. There’s even the odd whisper that end-clients will continue to determine IR35 status; that blanket bans on using PSCs will continue indefinitely, and that HMRC will declare some sort of ‘amnesty’ on prior SDSs with ‘inside’ results. As interesting as they are, these really are only opinions at this stage and should be taken as nothing more.So what can we do now? Every part of the contracting chain needs to use this time to analyse the effects on their own businesses and it is vital that all get up to speed with IR35 version one (2000). Keep watching the contractor press for developments (the contractor ‘press’ that doesn’t just stick a press release up!). Decide what you want to do -- if you could. Collect and keep all evidence including SDS outcomes, online IR35 status tool outputs, end-client correspondence, contract review results, and working practices changes/opinions. Find out about your personal situation now, to see what the options and (above all else) the risks are, and if a change in your status is feasible. Speak to your client and find out what their position may be come April 6th 2023, especially if you are contracting with an organisation that has banned PSCs. Take advice from only those that, as impartial as possible, understand all the rules (from 2000 onwards), and ideally those with hands-on experience of successfully defending IR35 HMRC investigations. This could be great news for professional interim and self employed workers, it could be great news for large private companies and the public sector to attract and retain key skills to help them deliver growth and it could be great news for those involved in the supply of these people. For now, keep up to date, get planning and be ready, April will soon be here…
“I’m a Psychology student and I want to get into the Mental Health sector but I have no experience! What can I do?” The Mental Health SectorWith 1 in 4 people experiencing a mental health problem each year in England and 1 in 5 people with suicidal thoughts, Mental Health charities all over England are fighting to tackle stigma and support those who are struggling.Only a small fraction of people experiencing poor mental health can afford private therapy and for those who can't, there are thousands of charities offering a range of Mental Health services for those individuals.What do Morgan Hunt do?Morgan Hunt is proud to work with a number of these leading Mental Health charities across England helping to support their recruitment needs. With an ever-growing need for more passionate members of staff, our recruiters are there to help advise individuals on their steps towards a rewarding career.From Advocacy to Peer Support; Recovery Work to Community Engagement, the Mental Health charity sector has plenty of careers on offer. For many already working in the sector, there are many avenues to trial. However for those new to the sector, it’s knowing what route to take and how to get there in the first place.For many Psychology or Mental Health students, starting your career can be daunting and for many individuals, knowing where to start is the biggest conundrum.So where do I start?As a Mental Health specialist recruiter, I receive a lot of CVs from Psychology or Mental Health graduates. Unfortunately, many have no relevant experience and it is difficult to find them a role within the sector with no prior practice in the field.To work in the Mental Health sector, you need passion, tenacity and emotional sensitivity. While you may have this already, it is important to prove this in your work experience. It is important to understand that someone experiencing a crisis is considered vulnerable and needs a calm-mannered person to help alleviate a situation.If you are still in your studies, now is the perfect time to do some work experience. Whether this is volunteering or a 2-week work experience, there are many roles available to budding Mental Health workers and it will look fantastic on your CV.—What options do I have?Samaritans https://www.samaritans.org/support-us/volunteer/become-samaritans-listening-volunteer/ One brilliant option to consider is a Listening Volunteer at Samaritans. With intense training provided, Samaritans offer an exceptional service for anyone who is in need of someone to talk to. You will gain the ability to not only understand people but manage difficult emotions and conversations.The Homeless Sector https://www.london.gov.uk/what-we-do/volunteering/search/volunteer-to-feed-homeless-impoverished-people Recorded over the past year, there were 28,882 homeless households recorded in 2021/22. Homeless charities are constantly in the need of volunteers to support those who are sleeping rough. Whether that is befriending, being part of a soup kitchen or signposting service users, there are plenty of options to consider.With 45% of people experiencing homelessness diagnosed with a mental health issue, this experience will give you an understanding of various mental health problems, including alcohol and drug abuseBefriending https://www.ageuk.org.uk/services/befriending-services/ Loneliness is on the rise, with a number of over-50s experiencing loneliness set to reach two million by 2025/2026. With loneliness often comes depression and for many elderly people, being able to talk to someone on the phone or in person can help improve those feeling low. Befriending is a service offered by many charities, including Age UK. You can do it over the phone or in person and is a fantastic opportunity to work on your people skills.Peer Support https://openmentalhealth.org.uk/individuals/peer-volunteer/ For those students who might have lived experience of poor mental health, there is an option for a career in Peer Support. Whether it is anxiety or depression, if you are someone who has accessed therapy in the past, you could make a great Peer Support Worker. Using your personal experiences and empathy to support other people can be an incredibly rewarding role and help those struggling to open up to you.—Finding an opportunity that works for you is ideal. I suggest considering these options listed above during your studies. After you graduate, many people will be in the same boat as you looking for a career with no experience to help kick-start this. Whether it is once a week or a few weeks of work experience, some experience looks better than none and gives you an opportunity to try out the sector and figure out what you enjoy and don’t enjoy.Once you have this experience under your belt, I can help you find a career within the incredibly rewarding sector.—Morgan Hunt’s Amara Howe specialises in Permanent and FTC Mental Health recruitment. To get in touch for advice or to ask about roles, please get in touch with her via email at [email protected]
Guest Blog — Written by Hammersmith, Fulham, Ealing and Hounslow MindThere are so many careers to choose from, it can be difficult to know where to start, or what to change to if you want to try something different. If you’re looking for a career with real meaning, where you’ll be able to make a difference and genuinely improve people’s lives, advocacy could be for you.What is advocacy?An advocate is an independent professional that speaks for someone who may not be able to speak for themselves. Advocates help their clients achieve their goals by listening to them, helping them understand their rights, providing them with options and choices to help empower them to take control of their lives. Advocates do not make decisions on behalf of their clients.Advocates all work towards the Advocacy Charter that underpins and governs the work they do.What you need to work in advocacyEmpathyAdvocates need a high degree of empathy to be successful. Being able to understand how your clients feel, and why, is important in being able to help them be fully understood by organisations that have the power to make a difference in their lives.IndependenceYou are working for the client and take instruction from the client to ensure their voice is heard.Advocates must ensure, at all costs, that they take instruction from the client and do as instructed.The advocate should not be influenced by other organisations or work in a way that disempowers clients.Communication and Listening SkillsA good advocate is able to listen to their clients and understand what their clients’ issues are.A good advocate is also able to communicate effectively to everyone they work with, whether that’s their client, the organisation they’re liaising with, case workers, or the local authority.With the client, and advocate needs to be able to explain processes or situations. They need to take instruction from their client on how the client wants to proceed with their case. They also need to help empower the client to speak up for themselves.With organisations, advocates need to be able to explain the needs of their client, why their clients want certain changes made, and how this should proceed.Communication isn’t only knowing what to say, it’s about knowing when to not say anything. Advocates often need to keep information confidential. This is incredibly important and helps keep people safe.Why advocacy is a great field to work inYou directly help resolve clients’ problemsOne of the most rewarding things about working in advocacy is that you get to help people improve their situations.Whether it’s creating action plans, improving access to resources or infrastructure, or just helping a client feel understood, advocacy has a direct positive impact on people who need help.Advocates may play a role in helping vulnerable people take the first step to recovery, or greater and more secure sense of wellbeing.You help to improve servicesA large part of working in advocacy is dealing with social services, community organisations, and government agencies. Advocates facilitate meetings to discuss their clients’ needs with the organisation that can help. Throughout this process, as an advocate, you have a unique position to point out how processes could be smoother, simpler, or more effective.The systems that influence these processes aren’t set in stone. Advocates have regularly made the case for why things need to change or improve, and had a great impact on making things better for other advocates and clients who they will never even meet.You help clients improve their self-advocacy skillsOne of the most important things advocates do is help their clients improve their ability to articulate their own needs and desires, to make them able to advocate for themselves.Advocacy often starts with gathering information on behalf of the client, helping them understand their position, their rights, and who they need to speak to in order to make changes.Eventually, advocates may be able to help their clients understand this information, and act on it, to such a point that they no longer require an advocate at all.At this point, the client can be considered able to self-advocate, and are better able to navigate things by themselves.Advocacy is an incredibly rewarding field, where you can directly help people in difficult situations, and empower them to improve their own lives.Learn more about advocacy, or check out Morgan Hunt’s candidate section.
Homeless Assessment Worker
Hours: Rolling rota including weekends and lates - 37.5 per week
Assignment: 3 months
Pay - £13 - £16 per hour
Our client, a leading homelessness charity based in Hackney are looking for a Homeless Assessment and Resettlement Worker to work in a busy homeless assessment centre. Due to a company restructure a position has become available to support the charity in the assessment and resettlement of homeless clients with high support needs referred by street outreach teams.
Candidates for this role will need:
- Extensive housing knowledge and knowledge of the entitlement homeless clients have under different housing laws/ acts
- Experience and knowledge of the Homeless Reduction Act
- Experience of working with the homeless
- Experience of working in a homeless assessment capacity
- Resettlement experience and knowledge of housing options
DBS within 12 months of issue or on the online update service
Candidate duties:
- Case working a caseload of clients residing at the assessment centre
- Conducting needs and risk assessments and putting in place support plans
- Presenting clients with resettlement options
- Assisting clients to obtain their welfare, housing and related rights
- Referring clients on to relevant specialist support agencies for their needs
- Accurate recording of data onto CHAIN
- Liaising with external agencies on behalf of clients
If you are interested in this position, please contact us immediately. This role will be a popular one!
Morgan Hunt is a multi-award-winning recruitment Business for interim, contract and temporary recruitment and acts as an Employment Agency in relation to temporary vacancies. Morgan Hunt is an equal opportunities employer, job suitability are assessed on merit in accordance with their skills, qualifications and abilities to perform the relevant duties required in a particular role.
Morgan Hunt are working with the wonderful Brent, Wandsworth and Westminster Mind on their search for 2 Health Engagement Officers.
Supporting people with severe mental illness, you will offer outreach and engagement to help those to access their annual comprehensive physical health check.
Based in the community of South-West London, this role is outreach based, meaning you will be working in various locations including clinics, GP practices and office bases.
Helping individuals to identify barriers and make reasonable adjustments to aid those to access their health check, this rewarding role is suitable for someone with experience within the mental health sector, having worked front line with those with complex mental health needs.
We are looking for someone with a passion for the mental health sector, who is a confident individual who enjoys a challenge.
The role is Monday to Friday 9-5 and is a 1 year FTC with a possibility of extension.
To find out more please contact Amara Howe at Morgan Hunt.
Morgan Hunt is a multi-award-winning recruitment business for interim, contract and temporary recruitment and acts as an Employment Agency in relation to permanent vacancies. Morgan Hunt is an equal opportunities employer. Job suitability is assessed on merit in accordance with the individual's skills, qualifications and abilities to perform the relevant duties required in a particular role.
Hospital Discharge Support worker
3 months, Monday to Friday - 09:00-17:00
Location: Lambeth - some working from home to complete admin tasks
Pay: £13.50 - £17 per hour
Our social care client is looking for a hospital discharge worker, supporting clients who suffer with mental health issues leave hospital and move into accommodation. This is a vitally important role due to the fact that you will be identifying those who are ready for move on, assessing their needs and working with external partners to assist with their transition into their accommodation.
Duties:
To apply for this role, you must have an enhanced DBS check issued within the last year or have a certificate that is on the update service
If you feel like this is the job for you. You will need to apply fast! Roles like this do not stay around for long! Do not delay
Morgan Hunt is a multi-award-winning recruitment Business for interim, contract and temporary recruitment and acts as an Employment Agency in relation to temporary vacancies. Morgan Hunt is an equal opportunities employer, job suitability are assessed on merit in accordance with their skills, qualifications and abilities to perform the relevant duties required in a particular role.
Location: Based from High Wycombe and home, with some travel to UK sites
Introduction:At InHealth, we believe that through great people, we can deliver fantastic services to our patients. With the right attitude, approach and values, they are the difference between a good patient experience and a great one.
About us:InHealth is the UK's largest specialist provider of diagnostic and healthcare solutions. Our aim is to make healthcare better for patients by working collaboratively with the NHS to deliver a range of high-quality tests, scans, assessments and procedures. In the last year, we have supported more than 3 million people in their healthcare journeys, the majority of these are NHS patients and service users.As a people-focused organisation, our teams are integral in how we deliver our services and our values of Trust, Passion, Care and Fresh Thinking underpin everything we do, influencing the way we interact with patients, customers, and colleagues.Our mission is to be the preferred provider of high-quality diagnostics and healthcare solutions in hospitals and in accessible community settings, serving 5 million patients from 1,000 locations by 2025.What you will do:The HR Business Partner is a pivotal role in the People Services Team, supporting the Head of HR in the delivery of strategic People Services projects and change management, TUPE, acquisition, integration, engagement and employee relation initiatives.~
What you are responsible for:
Leading the delivery of organisational design and change management initiatives
Leading business TUPE requirements, including data collation and consultations
Assisting the Head of HR with delivery of acquisitions, integrations and/or business sale due diligence and processes
Delivering reports and people data as required to meet the needs of HR projects and initiatives, and generally supporting the delivery of HR projects
Taking ownership for an employee relations case load and providing employment tribunal preparation support
Providing advice to People Managers in relation to employee relations, policies and change management processes
Supporting the training and learning of more junior members of the People Services Team
Managing escalated queries regarding immigration, onboarding, general escalated queries
Supporting policy reviews and development of non-standardised letters
Participating in the delivery of the leadership development programme
Delivering attrition management projects including conducting leaver calls and attrition workshops
Delivering ER clinics and supporting with continuous learning of operations managers in HR best practice
Managing and completing the RCA process for any People Services process incidents.
We are looking for someone who has:
Partly or fully completed their Level 7 CIPD qualification, alongside equivalent practical experience
A good understanding of employee relations, contractual and employment law
A professional and cooperative attitude
The ability to build effective stakeholder relationships
Excellent verbal and written communication skills
An interest in People Analytics, strong organisation and time management skills with the ability to prioritise tasks well
The ability to manage conflicting situations and difficult conversations in a calm and confident manner
Flexibility in their working patterns to fulfil working requirements
A valid UK driving licence and is flexible about travelling to sites.
You should apply if you have experience:
Working in a Junior HRBP or HRBP roleSupporting change management initiatives and TUPE
Managing difficult conversations and employee relations
Translating policy and legal requirements into meaningful advice
Using data to propose solutions to HR challenges
Thoroughly, accurately and efficiently completing investigations into employee relation cases
Writing clear policies and procedures
Using Excel competently to produce meaningful analytics
Researching and investigating contemporary literature in relation to HR practices
Prioritising your workload effectively.
What can InHealth offer you?
We offer a fantastic benefits package, which is available through a mobile-enabled rewards platform, called InJoy. This is your place to access thousands of offers and discounts on a wide range of products and services relating to: fashion, travel, eating out, technology, leisure and more!In addition to this, we also offer:
27 days annual leave (plus bank holidays)
Generous company contribution pension scheme
Private medical insurance options
Life assurance
Hybrid and flexible working opportunities
Fantastic learning and development opportunities
24/7 access to a dedicated well-being hub and an Employee Assistance Programme
Enhanced parental leave
Monthly award programme and online peer-to-peer recognition
Long service recognition, with vouchers and additional annual leave
Refer a friend bonus
Discounts on InHealth's healthcare services
Smart tech, Cycle to Work and thousands of discounts and cashback options
Paid-for professional memberships and more!
Making sure our people are happy at work is one of our main priorities, which means giving them as many opportunities as we can to support their personal and professional growth. We also have an innovative approach to personal and professional development, helping you to be the best version of you and giving you a real career pathway.
At InHealth, we want to become an employer of choice and be seen in the healthcare sector as a destination workplace. Key to that is delivering a fantastic employee experience, from start date through to offboarding.In this role, you will be responsible for the effective delivery of our people operations helpdesk, including the provision of first line manager/staff advice, management and accuracy of the data in our HRIS, policy advisory, driving process efficiencies, and performance improvements using the case management data from Jira.You will also drive a positive overall employee experience, working with InHealth managers and our highly skilled team of HR Business Partners, to escalate challenges, highlight hotspots areas for focus, support ongoing manager education and policy improvements.
What you will do in this role:
Employee Experience:
Deliver an excellent employee and manager experience, measured through KPIs and ongoing feedback, taking accountability for the provision of expert advice, guidance, and support to managers and employees (through to satisfactory resolution) including contractual, overtime, allowances, sickness, and process and policy guidance over the phone and via Jira, escalating any hotspots to the HR Business Partnering Team
Work alongside the Candidate Experience Manager in support of a seamless candidate to employee experience, supporting resourcing requirements and key projects as necessary
Manage a positive relationship between IT and HR for all HRIS, to ensure excellent employee experience on new starter and leaver processes
Act as the point of escalation and subject matter expert for iTrent, Jira, business objects and Inspire systems, suggesting areas for continuous improvement e.g. system development and automations that will enhance experiences for all stakeholders
Suggest ongoing improvements or amendments that will enhance manager and employee experience in our people policies
Own the project management, system set up and integration of TUPE or acquired employees into the systems, to ensure excellent employee experience, the appropriate rewards, benefits and terms and conditions are applied from day one
HR Operational:
Ensure that all employee lifecycle events are managed through correct documented process, adherence to service levels and in line with legislative requirements.
Ensure timely HR System data processing to support Payroll and Finance to meet KPIs and produce data analytics for the People Services report, CQC or audit purposes and statutory reporting as needed
Proactively and continuously develop/maintain iTrent, Inspire and Jira (including upgrades, data conversions, configuration, security, workflows, housekeeping and user audit process) in order to better add value and promote time-saving initiatives across InHealth for employees, managers and People Services Teams, working closely with the Payroll team in relation to iTrent
Be accoun for the accuracy of all legal correspondence sent by the People Operations team, including employment contracts, change and leaver letters, best practice and automation
Lead the annual and monthly people operations governance tasks and activities e.g. DBS renewals, Border Agency Audits
Deliver against all statutory and NHS contractual requirements for People Management e.g. HCPC competency requirements, KPI reports, Gender Pay, WRES, WDES and WMDS submissions
Monitor, audit and maintain the quality of information held in iTrent, including ensuring regular and systematic data cleansing and housekeeping within teams
Ensure all process maps and working instructions are up to date and training plans are reflective of these.
Ensure all members of the team complete training for all processes and systems
Ensure reports in business objects are fully up to date with any changes made in the iTrent system to ensure correct data sets
Have or develop extensive system administration knowledge for the HRIS system to be able to maintain
Compensation, Reward & Benefits:
Ensure that our HRIS reflects all reward, benefit, contractual terms and conditions to ensure accurate recording, automation and workflows work correctly
Manage the people operations workflows for any car/car allowance provision that is in place and any future changes that may be approved
Support the delivery and enhancements of the InHealth InJoy benefits and rewards platform, training the team to support with any queries, supporting any voucher related programmes to be delivered on time e.g. Christmas vouchers
Help us keep our staff safe through any vaccination programs required e.g. annual flu vouchersContinuous
Performance Improvements:
Using the feedback and trends in the Jira case management data, regularly update and review the 'Knowledge database' to support employee and manager self-service experience to be 24/7/365
Using manager feedback, continuously review the user experience to support the efficient delivery of the people needs of our customers
Use feedback and best practice for HR operations to recommend and implement process efficiency changes using HRIS available and implementing new systems where approved
Work with Finance Analysts to ensure that people reporting & analytics are accurate and in line with financial data reported e.g. KPI reporting
Management & ongoing development of the People Operations Quality Management System
People Operations Team Management
Manage and develop the People Operations team, supporting their learning and development on the role and as they study for CIPD Level 3 or 5Be an expert at conducting regular 1:1s, team huddles, appraisal, PDP, training needs and ongoing improvement/feedback provision using case review templates
Keep an up-to-date Training Needs Analysis for the team, updating it regularly as policies, processes, working instructions or systems change and deliver training to the team to educate on these changes
Regularly review workloads and workforce plans to support effective job and task design, system automation, setting of objectives and meeting of KPIs
You have experience of:Process mapping, 'current' and 'to be' states with multiple stakeholders; mapping these in Visio or Excel and keeping process maps up to date as things change
The setting up of transformational, best practice People Operations or Shared Services helpdesk ments
Project management for transformation of first line helpdesks, centred around key stakeholders
Managing a People Operations Team
Management of multiple complex HRIS, including data management, reporting, analytics and process improvements
Writing clear processes and working instructions based on complex issuesLeading successful projects, creating project plans, project management methodology, lessons learned and root cause analysisExcellent customer experience, with an ability to provide a customer focused approach
Communicating through a variety of mediums and articulating ideas clearly to others
What can InHealth offer you?
We offer a fantastic benefits package, which is available through a mobile-enabled rewards platform, called InJoy. This is your place to access thousands of offers and discounts on a wide range of products and services relating to: fashion, travel, eating out, technology, leisure and more!In addition to this, we also offer:
27 days annual leave (plus bank holidays)
Generous company contribution pension scheme
Private medical insurance options
Life assurance
Hybrid and flexible working opportunities
Fantastic learning and development opportunities
24/7 access to a dedicated well-being hub and an Employee Assistance Programme
Enhanced parental leave
Monthly award programme and online peer-to-peer recognition
Long service recognition, with vouchers and additional annual leave
Refer a friend bonus
Discounts on InHealth's healthcare services~
Smart tech, Cycle to Work and thousands of discounts and cashback options
Paid-for professional memberships and more!
Making sure our people are happy at work is one of our main priorities, which means giving them as many opportunities as we can to support their personal and professional growth. We also have an innovative approach to personal and professional development, helping you to be the best version of you and giving you a real career pathway.
• Recruitmen to Work alongside senior HR and operational leaders to create detailed recruitment strategies for the recruitment of radiologist and reporting radiographers, planning in advance for future recruitment drives and outlining what channels and avenues we intend to target in order to meet our business ambitions.
o Review applications via our reporting website, interview and engage reporters through the onboarding journey. Work closely with candidates to ensure a high success rate through our onboarding process.
o Drive the implementation of our recruitment marketing strategies and make amendments as needed to find reporters with the right skill sets.
o Make our reporter job descriptions, adverts and selection practices the best they can be, using online media to deliver a great employee experience
• Engagement & Retentiono As an expert brand communicator you will structure the approach and tone of reporter communication via email, social media platforms and professional messaging boards, ensuring that the unique selling points and cultural values of InHealth Reporting are always in focus.
o You will harness reporter feedback and create and maintain an innovative reporter engagement programme delivered throughout the year.
o You will develop initiatives to encourage Reporters to increase their commitment to InHealth Reporting and consolidate their reporting time.
o With the operations manager for InHealth Reporting you will be responsible for identifying and managing business risks aligned to reporter attrition, as well as any other risks to the InHealth reporting brand which may impact the recruitment and retention of reporters.
o You will be responsible for creating metrics that quantify reporter experience & satisfaction
What you are responsible for:
This is an exciting opportunity to join and lead a growing and cutting-edge area of healthcare, where radiology meets digital technology. You will support the team of radiologist, supporting them from the start of their application process, to keeping them engaged and supported during their career at InHealth.
Planning Activity
• Undertake market analysis in regard to reporting rate benchmarking
• Planning for future recruitment needs
• Planning and scheduling timely communications with reporters
• Planning and delivering an engaging reporter reward schemeRecruitment Activity• Identifying events and conferences with recruiting opportunities and representing InHealth Reporting at these events and following up with clients and applications afterwards
• Managing the recruitment side of our social media on platforms such as Linkedin, being creative with new content and exploring new avenues of attracting talent, supported by the InHealth Brand and communications team.
• Working with the InHealth Talent Acquisition team to support with events and new candidate attraction techniques to share and expand knowledge
• Manage relationship and contracts with external recruiters, while working closely with the procurement team to support this.
• Create adverts and manage the advert and application process for all IHR roles.
• Explore international recruitment options as directed to.
• Review, shortlist and pre-screen applications confidently and autonomously
• Coordinate and support interviews, virtually and onsite with the IHR team.
• Manage all recruitment administration and filing.
• Provide reports for the wider IHR team on recruitment project progress Recruitment Marketing
• Partnering with the Head of Brand & Communications and wider group recruitment team to drive forwards recruitment marketing campaigns for radiologists and reporting radiographers.
• Using and scanning social media channels to showcase job opportunities, promote our InHealth reporting to increase external interest
• Representing InHealth at conferences and recruitment fairs as required
• Horizon scanning for external recruitment best practice.On-boarding
• Overseeing the progress of reporters through our compliance process, engaging reporters to support them where needed and liaising with our compliance administrator.
• Responding to a timely manner to all onboarding queries and setting expectations from the offer stage to ensure a smooth onboarding process.
• Work with the InHealth onboarding team collaboratively
• Increasing the conversion rate of reporters who complete the on-boarding process and reducing the time required to complete the process.
Retention and engagement
• Identifying opportunities to increase capacity of our current reporters.
• Overseeing the CPD needs of our reporters.
• Organising and planning rewards incentives for the team.
• Regularly seeking feedback from reporters, tracking this effectively to identify both positive feedback and areas of improvement to report back to the wider IHR team.
• Build a culture that fosters engagement, productivity, clinical excellence, and customer satisfaction.
What people see in you:
• Someone who is confident in building relationships with key stakeholders and providing regular updates and feedback for improvements
• A team player who is driven by achieving targets and gets motivation from placing the right person in the right role
• Someone who is passionate about delivering excellence candidate experience and becoming a market leader
• An excellent communicator who is motivated by 'challenging the norm'
• A keen eye for detail and someone who can spot errors easily, driving through continuous improvements to reach our goals
Work alongside senior HR and operational leaders to create detailed recruitment strategies for the recruitment of radiologist and reporting radiographers, planning in advance for future recruitment drives and outlining what channels and avenues we intend to target in order to meet our business ambitions.
o Review applications via our reporting website, interview and engage reporters through the onboarding journey. Work closely with candidates to ensure a high success rate through our onboarding process.
o Drive the implementation of our recruitment marketing strategies and make amendments as needed to find reporters with the right skill sets.
o Make our reporter job descriptions, adverts and selection practices the best they can be, using online media to deliver a great employee experience
• Engagement & Retention
o As an expert brand communicator you will structure the approach and tone of reporter communication via email, social media platforms and professional messaging boards, ensuring that the unique selling points and cultural values of InHealth Reporting are always in focus.
o You will harness reporter feedback and create and maintain an innovative reporter engagement programme delivered throughout the year.
o You will develop initiatives to encourage Reporters to increase their commitment to InHealth Reporting and consolidate their reporting time.
o With the operations manager for InHealth Reporting you will be responsible for identifying and managing business risks aligned to reporter attrition, as well as any other risks to the InHealth reporting brand which may impact the recruitment and retention of reporters.
o You will be responsible for creating metrics that quantify reporter experience & satisfaction
What you are responsible for:
This is an exciting opportunity to join and lead a growing and cutting-edge area of healthcare, where radiology meets digital technology. You will support the team of radiologist, supporting them from the start of their application process, to keeping them engaged and supported during their career at InHealth.
Planning Activity
• Undertake market analysis in regard to reporting rate benchmarking
• Planning for future recruitment needs
• Planning and scheduling timely communications with reporters
• Planning and delivering an engaging reporter reward schemeRecruitment Activity
• Identifying events and conferences with recruiting opportunities and representing InHealth Reporting at these events and following up with clients and applications afterwards
• Managing the recruitment side of our social media on platforms such as Linkedin, being creative with new content and exploring new avenues of attracting talent, supported by the InHealth Brand and communications team.
• Working with the InHealth Talent Acquisition team to support with events and new candidate attraction techniques to share and expand knowledge
• Manage relationship and contracts with external recruiters, while working closely with the procurement team to support this.
• Create adverts and manage the advert and application process for all IHR roles.
• Explore international recruitment options as directed to.
• Review, shortlist and pre-screen applications confidently and autonomously
• Coordinate and support interviews, virtually and onsite with the IHR team.
• Manage all recruitment administration and filing.
• Provide reports for the wider IHR team on recruitment project progress Recruitment Marketing
• Partnering with the Head of Brand & Communications and wider group recruitment team to drive forwards recruitment marketing campaigns for radiologists and reporting radiographers.
• Using and scanning social media channels to showcase job opportunities, promote our InHealth reporting to increase external interest
• Representing InHealth at conferences and recruitment fairs as required
• Horizon scanning for external recruitment best practice.
On-boarding
• Overseeing the progress of reporters through our compliance process, engaging reporters to support them where needed and liaising with our compliance administrator.
• Responding to a timely manner to all onboarding queries and setting expectations from the offer stage to ensure a smooth onboarding process.
• Work with the InHealth onboarding team collaboratively
• Increasing the conversion rate of reporters who complete the on-boarding process and reducing the time required to complete the process.
Retention and engagement
• Identifying opportunities to increase capacity of our current reporters.
• Overseeing the CPD needs of our reporters.
• Organising and planning rewards incentives for the team.
• Regularly seeking feedback from reporters, tracking this effectively to identify both positive feedback and areas of improvement to report back to the wider IHR team.
• Build a culture that fosters engagement, productivity, clinical excellence, and customer satisfaction.
Job Title: Service Manager
Location: Southwark (office based) Some working from home allowed when area manager allows :)
Assignment: 2-3 months (possible extension).
Pay: £18 - £25 per hour
Rota: Monday to Friday, 09:00-17:00
We are looking for an experienced manager to join and lead our client's Floating support Service! In this role you will be overseeing a small team of 1 deputy manager and 6-8 support workers to deliver a floating support service to clients across London. The service supports clients with tenancy sustainment advice/guidance and supports them with their support needs. The service users are ex homeless with multiple support needs including mental health, drug and alcohol addiction and some physical health needs.
This is a fantastic opportunity for an innovative and effective manager to play a crucial role in influencing, delivering, and developing a service that is crucial for so many vulnerable ex homeless people. The successful candidate will be responsible for the project's performance against its contract, monitoring, and reporting to stakeholders in meeting the required targets.
Duties:
delivery to ex-rough sleepers and other vulnerable people needing support
of a high quality and effective team/project within an operating environment which is complex and changing
policies and maximising user involvement and personalisation
If you are interested, please apply ASAP, this position is going to be a popular opportunity!
Morgan Hunt is a multi-award-winning recruitment Business for interim, contract and temporary recruitment and acts as an Employment Agency in relation to temporary vacancies. Morgan Hunt is an equal opportunities employer, job suitability are assessed on merit in accordance with their skills, qualifications and abilities to perform the relevant duties required in a particular role.
Homeless Assessment and Resettlement Worker
Our client, a leading homelessness charity based in London, are looking for a Homeless Assessment and Resettlement Worker to work in their busy homeless assessment centre based in east London. Due to an internal promotion, a position has become available for a worker to assess rough sleepers referred to services by street outreach teams and other alternative referral pathways.
Candidates for this role will need:
DBS within 12 months of issue or on the online update service
Candidate duties:
If you are interested in this position, please contact us immediately.
Morgan Hunt is a multi-award-winning recruitment Business for interim, contract and temporary recruitment and acts as an Employment Agency in relation to temporary vacancies. Morgan Hunt is an equal opportunities employer, job suitability are assessed on merit in accordance with their skills, qualifications and abilities to perform the relevant duties required in a particular role.
Our client
Morgan Hunt is working with a charity that provides housing and domestic abuse support to homeless men and women in Greater Manchester. Our client works with individuals to overcome experiences they have had an empower them to build up the skills and resources they need to take on a tenancy of their own and maintain it in the long term. They can make positive choices about their future due to information and support offered from the organisation.
Our client is looking to recruit a temporary Tenant Support Worker for approximately 2 months. This is a full-time post (36 hours per week) and will include a mixture of early shifts and late shifts. Every 4 weeks you will be required to work a Saturday and Sunday 8am - 8pm with days off in the week to accommodate.
The role is based at their female only accommodation project in Rochdale which contains individual flats and is staffed 24 hours a day. Floating Support is also offered to clients within the community for up to 6 months.
The role - Tenant Support Worker
As a Tenant Support Worker you will;
The candidate - Tenant Support Worker
Due to the nature of this role, a current Enhanced DBS is required dated within the last months or registered on the update service.
Morgan Hunt is a multi-award-winning recruitment Business for interim, contract and temporary recruitment and acts as an Employment Agency in relation to temporary vacancies. Morgan Hunt is an equal opportunities employer, job suitability are assessed on merit in accordance with their skills, qualifications and abilities to perform the relevant duties required in a particular role.
I am currently looking for a Part time Housing Advice Worker to work within one of our charities based in North London. The role is 18.75 hours across 2/3 days Monday - Friday.
Part time Housing Advice Worker role is to provide guidance and advice to offenders aged 18 plus by conducting assessments of their support needs. This will be focused around Housing, employment and financial needs.
Within the Part time Housing Advice Worker position your responsibilities will be:
For this role you will need an Enhanced DBS within a year or one that is on the update service.
If this sounds like something of interest or you know someone who may be interested, please do get in touch now!
Morgan Hunt is a multi-award-winning recruitment Business for interim, contract and temporary recruitment and acts as an Employment Agency in relation to temporary vacancies. Morgan Hunt is an equal opportunities employer, job suitability are assessed on merit in accordance with their skills, qualifications and abilities to perform the relevant duties required in a particular role.
I am currently looking for a Housing Advice Worker to work within one of our charities based in North London. The role is Monday - Friday 9.00am - 5.00pm.
Housing Advice Worker role is to provide guidance and advice to offenders aged 18 plus by conducting assessments of their support needs. This will be focused around Housing, employment and financial needs.
Within the Housing Advice Worker position your responsibilities will be:
For this role you will need an Enhanced DBS within a year or one that is on the update service.
If this sounds like something of interest or you know someone who may be interested, please do get in touch now!
Morgan Hunt is a multi-award-winning recruitment Business for interim, contract and temporary recruitment and acts as an Employment Agency in relation to temporary vacancies. Morgan Hunt is an equal opportunities employer, job suitability are assessed on merit in accordance with their skills, qualifications and abilities to perform the relevant duties required in a particular role.
