Role: HR Business Partner
Banding: 8a
Division: Corporate and Planned Care Division
Responsible to: Head of Employee Relations & Business Partnering
Accountable to: Deputy Director of HR & OD
Job Purpose:
To provide a professional strategic HR service, ensuring up to date expert, consistent advice, support and practice covering all staff. The post holder will provide expert advice and support in a specific TUPE programme and will be responsible for leading this project. The Business Partner will be an integral member of the divisional top team, supporting all workforce issues and ensuring alignment to achieve business priorities and objectives. Responsibilities include:
1. Developing and monitoring divisional level workforce plans that support the delivery of strategic objectives.
2. Leading senior leaders in division and business areas in developing and implementing divisional workforce strategies.
3. Supporting the development and use of workforce engagement, productivity, and performance metrics.
4. Ensuring devolved divisional training budgets are effective, monitored, evaluated, and aligned to divisional objectives.
Change Management:
To lead and deliver on the TUPE of services, coordinating all aspects of the programme, liaising with external and internal stakeholders. Responsibilities include:
1. Delivering key HR initiatives and change programmes in accordance with agreed requirements, best practices, and legislative drivers.
2. Conducting benefits realisation exercises where relevant and supporting the introduction of new ways of working with technology.
3. Collaborating with workforce colleagues on organisation-wide change programmes.
Business Strategy and Objectives:
Work in partnership with senior leaders in the divisions to deliver Trust and divisional business strategy and objectives by:
1. Ensuring workforce issues are fully considered in business strategy.
2. Developing divisional workforce strategy in line with the Trust’s Workforce Strategy, vision, and priorities.
3. Supporting business planning, business critical posts, talent management, succession planning, and effective use of temporary workforce.
4. Leading on identifying and delivering workforce-related cost improvement programs (CIP) across the Division.
5. Developing and implementing plans to improve performance and productivity to achieve high-quality patient services and operational and financial targets.
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