We are looking for a forward thinking, experienced and highly motivated HR Business Partner to join our friendly team. The successful candidate will have a passion for helping others, excellent communication skills, and be able to effectively diagnose and engage strategic and operational workforce development input and support.
The role will be aligned to corporate services, our support services which include Finance, Estates and Facilities, Communications. As we have a flexible and team approach, the role will provide cover and support programmes of work across other areas.
The role will involve working as an integral member of the corporate services management teams, supporting and contributing to the delivery of services and the Trust's objectives within the business units through the provision and management of an effective, efficient and comprehensive Workforce service.
Main duties of the job
* Work collaboratively with the Network Director, managers and other stakeholders to support the forward planning, modernisation and transformation, engagement and performance of the workforce, embedding good HR practice and raising people management capability within the division.
* In line with development priorities, collaborate with other members of the Workforce and OD service in developing initiatives that create and add value to the business and performance of the Trust.
Job responsibilities
* Working closely with the Service Heads, Directors and Network managers, and as a full member of the Network management team, ensure the provision of a comprehensive Workforce service designed to meet the needs of the Network, supporting achievement of our Care Hub objectives whilst ensuring professional and consistent HR practice.
* Lead the development of effective people management expertise amongst managers within the division, coaching and supporting them in developing the skills necessary to effectively manage and engage their staff.
* Commission input from OD and Clinical and Professional service lines and the transaction/compliance services according to Network priorities and hold these functions to account on behalf of Network.
* Provide guidance and advice to managers on appropriate mechanisms/approaches to managing organisational change and to lead on workforce elements of the organisational change process, ensuring that change takes place smoothly and as seamlessly as possible.
* Ensure there is well-timed and effective communication with staff and their representatives.
* Develop implementation frameworks for change management proposals ensuring full compliance with employment law and good practice.
* Develop a positive and proactive approach to employment relations by building strong and effective partnerships between managers, clinicians, staff and their representatives.
* Identify and progress early interventions to minimise workplace conflict and assess the feasibility of introducing alternative approaches to resolving disputes.
* Support formal and informal mechanisms for consultation which involve staff in the planning and delivery of care.
* Liaise with the Employment Relations Team in providing advice and support to investigating officers, acting as a panel member in employment related hearings and appeals.
* Liaise with external agencies such as other health care organisations, employment lawyers, solicitors, CIPD, other professional registration bodies, Department of Health as appropriate.
* Work collaboratively with the Network in providing a workforce planning service to programme groups, service/team managers and Service Directors.
* Commission appropriate input from the Workforce and Corporate teams to enable and support the development of people plans in the Network.
* Commission support and liaison with the Employment Relations Team in the effective and proactive management of ER casework and investigations.
* Support managers in implementation of the integrated plans, providing advice and support, as necessary, in relation to change management issues.
* Assist the Network Director in developing and implementing recovery plans for key workforce measures/areas that are highlighted as underperforming.
* Produce regular feedback reports providing updates to the Head of Workforce and contribute to Divisional/corporate reports on Workforce activity.
* Liaise with other Workforce and OD colleagues as appropriate to maintain effective communication links and develop collaborative working.
* Deputise for the Head of Workforce as appropriate.
* Ensure that the Network is aware of and appropriately involved in Trust-wide Workforce and OD initiatives.
* Support and take the lead on specific project/development areas to achieve the implementation of strategic Workforce and OD objectives.
* Take responsibility for developing various corporate policies and procedures as required.
* Develop training and other procedural or developmental interventions to support policy implementation.
* Lead specific initiatives as well as developing elements of the Workforce service/strategy in line with priorities.
* Act as a champion for best practice, enhancing the reputation of the Workforce service across the organisation.
Person Specification
Education / Qualifications
* Master's Degree or equivalent.
* MCIPD qualified or equivalent.
* Evidence of ongoing professional development through self-study or short courses.
* FCIPD
* Job matching trained
* Qualified coach
Knowledge & Experience
* Substantial experience working at HR Managerial/Senior HR level.
* Experience of leading a team of HR professionals.
* Experience of leading a modernisation agenda.
* Experience of working in a unionised environment including consultation and negotiation.
* Experience of change management.
* Experience of policy development.
* Experience of budgetary management and financial processes.
* Knowledge of TUPE transfers.
* Experience of working in the NHS.
* OD experience.
Skills and Abilities
* Thorough knowledge of employment legislation, case law and best practice.
* Thorough understanding of National NHS HR and workforce agenda, including Agenda for change.
* Excellent interpersonal skills, ability to manage relationships and influence others.
* Well-developed diplomacy and political skills.
* Proven track record of taking the initiative and driving forward improved ways of working.
* Excellent verbal and written skills with the ability to communicate highly complex, sensitive or contentious information to a range of audiences.
* Ability to manage a diverse agenda and to deliver and work under pressure to meet deadlines.
* Well-developed analytical and judgement skills.
* Ability to use PC equipment including Microsoft Outlook, Word, PowerPoint and Excel.
* Commitment to diversity and a sound awareness of equal opportunity issues.
* Ability to lead, influence and negotiate on difficult matters working in partnership with managers and staff side organisations.
* Ability to utilise data and manipulate software to produce statistical reports.
* Understanding of key strategic workforce/HR issues within NHS and local healthcare economy.
Disclosure and Barring Service Check
This post is subject to the Rehabilitation of Offenders Act (Exceptions Order) 1975 and as such it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service (formerly known as CRB) to check for any previous criminal convictions.
£53,755 to £60,504 a year, pro rata.
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