Hearing Support Officer

About the Team The Hearings Support Team is an essential administrative function that provides vital support to the Hearings Officers. This role is integral to ensuring the smooth operation and efficiency of our hearings process. About the role To arrange for decisions to be communicated as soon as practicable after the conclusion of a hearing or meeting, in accordance with the Nursing and Midwifery Council (Fitness to Practise) Rules 2004. To maintain alerts database for all NMC registrants following FtP hearing outcomes. To manage updating of the register (Microsoft Dynamics 365) and case management system (“CMS”) notification of alerts and ensure all outcomes are updated accurately to ensure public protection. About You Demonstrable experience of delivering high quality administration and person-centred customer service. Excellent oral and written communication skills, with the ability to deal confidently and diplomatically with internal and external stakeholders. Excellent IT skills, with experience of utilising spreadsheets and producing attendance logs and statistics. Ability to deal with a high workload and pressurised environment, including prioritising conflicting demands. Experience of following established standard operating procedures. Ability to show sensitivity and tact when identifying and working with customer needs and confidential information. Benefits 30 days annual leave Enhanced Pension Contributions via our attractive Pension Scheme – with a basic 8% employer contribution as standard which increases up to 14% with optional added Employee Contributions Life Insurance – 4 x current salary Hybrid working Enhanced Maternity and Paternity Leave 24 Hours Employee Assistance Programme Cycle to Work Scheme Perkbox membership Subsidised restaurant in our Portland Place office Season ticket loans Additional Information The role you are applying for is a flexible role, and whilst you will be posted initially to a team, this may require movement between teams as the flow of work dictates. You will of course understand that this flexible approach enables us to provide the best possible service to our registrants and reach the outcomes to our cases quickly and within a reasonable timeframe. This will not change your terms and conditions and will be discussed with you prior to you taking up the post. Hybrid Working Policy We are currently working to a policy of office attendance for two days per week with the rest of the time working from home. Before submitting your application, please ensure you are able to commit to working in one of our office locations twice per week. If you are applying for a part-time role, please pro-rata office attendance based on the number of days you would be working. Our Pay Policy It is expected that staff new to the NMC will ordinarily be appointed to the bottom of the relevant pay band. However in exceptional circumstances, it may be possible to offer a salary above the bottom of the relevant pay band but we may request proof of current earnings. Please note that we offer an annual review of salaries and adopt a generous progressive pay approach. Further details of which are available on request. For our internal colleagues, you will be paid in accordance to our internal pay policy. Reasonable adjustments We will provide reasonable adjustments to support disabled candidates throughout the recruitment process. Please let us know if you need any additional support to enable you to make an application with us. Screening and vetting All of our roles are subject to pre-employment checks. We are in the process of introducing a vetting policy, and it is possible that this role may become subject to DBS and further vetting checks in future.