Hospital jobs in Market Bosworth

37.5 hours per week

Fixed Term (Maternity Cover)

£27,485 - £30,162 per annum

Closing Date: 21st July 2026

Interview Dates: To be confirmed

Help us hire the people who change lives.

George Eliot Hospital NHS Trust is on an exciting journey — and our People & Workforce team is right at the heart of it. We’re looking for a dynamic Resourcing Advisor who’s ready to take ownership, drive improvements, and deliver an exceptional recruitment experience.

This is a fast‑paced, hands‑on role where no two days look the same.

If you’re organised, people‑centred, confident communicating with a wide range of stakeholders, and ready to help us live our EXCEL values every day, we’d love to hear from you. Be part of a team that supports those who care for our community.

A great and friendly place to work, so bring your passion, commitment and expertise and enjoy the opportunities to make a difference every day.

Careers at George Eliot - 'Where you make a difference'

You will:
Work in collaboration with specific directorates, you will be responsible for all aspects of end to end Agenda for Change and Medical recruitment from advertising to offer completion with a particular focus on effective hiring manager engagement and exceptional candidate experience.

Partner with managers across the Trust to deliver smooth, efficient recruitment

Lead on pre‑employment checks, including visas, DBS and medical clearances

Support medical recruitment processes, including junior doctor rotations and AAC panels

Keep our systems (Trac, ESR, NHS Jobs) accurate and up to date

Spot bottlenecks, improve KPIs and champion better ways of working

Provide expert advice on terms and conditions, pay, and employment processes

Train colleagues and support our Resourcing Assistants

You’ll be the friendly, knowledgeable point of contact that candidates and managers rely on — helping us build a workforce that reflects our values and delivers outstanding patient care.

If you’re motivated, solutions‑focused and ready to grow your HR career, this is your chance to make a real impact.

Join us — and help shape the future of our Trust.

Here at George Eliot our vision to ‘ excel at patient care’ takes centre stage. An ever evolving clinically-led acute service provider we are on a journey to continually provide high quality, safe and responsive services delivered by inspiring, friendly and compassionate staff who share our corporate values which underpin everything we do. Our values are not just words on a piece of paper, they bond us together, reflect our ambition and shape who we are:

E ffective Open Communication

e x cellence and safety in everything we do

C hallenge but support

E xpect respect and dignity

L ocal health that inspires confidence

Benefits: On-site nursery, 27 days minimum annual leave plus bank holidays, cycle to work scheme, flexible working, in house training and development, buying and selling of annual leave, subsidised restaurant, tranquillity garden and generous subsidised on-site parking.

Actively seek ways to attract candidates to roles across the Trust

Be an advocate for resourcing across the organisation taking part in promoting the team, its purpose and its importance inside and outside the trust including at careers and recruitment events

To work directly with recruiting managers and clinical leads to guide them through the full recruitment cycle including vacancy approval, advertising, shortlisting, assessment, offer, pre-employment and first day arrangements.

Work directly with recruiting managers and clinical leads to review recruitment literature pre-advertising; ensuring correct templates are used and recommending and influencing changes as appropriate.

To meet regularly with recruiting managers and clinical leads to understand resourcing requirements and problems; actively proposing solutions.

To review the applicant tracking system dashboard on a daily basis; actively identifying bottlenecks and progressing delayed clearances to improve the candidate experience and meet KPI targets.

Ensure time to hire is kept overall within agreed targets through effective process management, tracking and escalation.

In the absence of the team-leader, produce monthly time to hire reports for inclusion on the Trust wide dashboard.

Complete random audit checks on essential qualification standards at shortlisting stage; discussing any inconsistencies with the Recruiting Manager.

To work with recruiting managers and clinical leads to assist the team-leader develop the trust wide annual recruitment plan; collaboratively working with Communications to promote the plan to maximise impact.

Attend and co-ordinate AAC panels for consultant recruitment and recruitment campaigns/assessment centres in accordance with the annual recruitment plan which may involve evening and weekend working.

Determine candidate visa eligibility in accordance with Home Office Immigration Rules and thereafter processing applications and payment for relevant Sponsorship using the Sponsor Management System (SMS).

To assist in the prevention of illegal working by carrying out repeat checks against sponsorship of migrant workers within the Trust as required.

In line with Trust Policy, maintain the DBS application administration system ensuring that forms are submitted and received on time; escalating ‘positive disclosures’ to the Human Resources Manager. Ensure that disclosure information is recorded and stored in line with Trust Policy.

Liaise with People Development and Education teams as appropriate to ensure that new starters are booked onto corporate induction as required.

Develop content and deliver trust wide training on the use of the Trusts Applicant Tracking System (Trac).

To be a main point of contact answering and resolving recruitment queries from candidates, colleagues in the People and Workforce Directorate, and recruiting managers which could be personal and sensitive in nature. This may include advice on avoiding discrimination and other related employment law matters which may require some analysis and professional judgement. Advice can be over the telephone, face-to-face, digital or in writing.

To support the HR Assistants by providing up to date guidance, instruction and clarity in relation to all pre-employment checks ensuring compliance with legislative requirements and NHS standards.

Write team standard operating procedures and other forms of guidance relating to resourcing activity, communicating and agreeing them with the team. Keep them under regular review for compliance, consistency and best practice purposes.

Assist in streamlining and continually improving current processes to enhance the candidate experience and time to hire.

Help keep information pertaining to recruitment up-to-date on the Intranet.

To advise managers and staff on Agenda for Change and Medical and Dental Conditions of Service including but not limited to: annual leave, part time working, continuous service, notice periods, salaries and job evaluation processes.

To receive, check and remedy NMC/GMC error reports as recorded in ESR.

Supervise the work of the Resourcing Assistant when supporting recruitment activity; providing coaching and mentoring as required.

Liaise with advertising agencies to obtain costings and submit journal adverts for medical vacancies, adhering to timescales and approval processes.

To ensure that records relating to recruitment and employment are kept securely, confidentially and in line with trust expectations relating to record retention.

Payroll

Ensure the accurate and timely entry of new starter information is completed within agreed process and timeframe, ensuring the safe transfer of data between the Trust and payroll provider.

Act as a contact for complex/sensitive/contentious pay queries and complaints from payroll, HR colleagues, managers and staff ensuring investigation and resolution with reference to terms and conditions and where necessary, the Resourcing Lead.

Comply with NHS terms and conditions relating to pay and the processing of pay particularly in relation to pay points and pay step dates ensuring consistency across staff groups and experience levels.

To ensure that information relating to pay is processed and stored securely and confidentially using Trac, ESR and internal change form systems.

To liaise with key stakeholders in connection with BACS for both over and underpayments in accordance with the Trust’s Policy, ensuring actions are auditable and there is appropriate sign off. Ensure all concerns are recorded to aid process review and facilitate continuous improvement.

Please find attached job description and person specification for further details.