ROLE PURPOSE / SUMMARY The Mid and South Essex Integrated Care System will comprise the Integrated Care Board (ICB), which is the statutory body for the NHS, and the Integrated Care Partnership (ICP), which is a committee of the ICB, and brings together key health, care, community and voluntary sector ICBs across the area. The ICS has a bold ambition to deliver improved outcomes for our 1.2m population through our four Alliances, and we are placing clinical and professional leadership and the voice of our residents at the heart of realizing this ambition. This post will play a pivotal role in the planning and implementation of the OD Strategy and programmes of work supporting the delivery of ICBs aims and objectives. The post-holder will provide operational and strategic advice and support on key project areas to staff and senior management as well as lead on their own HR & OD project delivery. HR Business Partner (OD) will drive the NHS People Promise within the ICB demonstrating core behaviours and beliefs as follows. Drive the qualities which place teamwork front and centre. Give one another the space to innovate, support each other when times are tough and take time to celebrate the successes. Ensure each member of the workforce has a voice that counts by creating an environment and culture that is safe and where staff are confident in expressing their views free from fear. Speak up, knowing that support, working through issues and being heard is at the core of a successful culture. Contribute to staff recognition and reward across the breadth of roles and grades fulfilling the promise of every member of staff being of equal importance and creating a fair environment in which to work. Be open and inclusive with all staff and contribute to creating an environment which is free from discrimination, bullying and violence and call out any behaviour or actions which fall short of the expected culture. Encourage and create an environment where we understand, encourage and celebrate diversity generating a sense of belonging. Recognise each member of staff as a whole person with differing responsibilities outside of the workplace. Create an environment where through flexibility the individual can work in a way which allows them to thrive. Champion the opportunities for staff to develop and learn through formal and informal means, never stopping deserved progression for the sake of the ICB and understanding the importance to thrive, develop and change roles. Prioritise the health and wellbeing of the staff creating a culture where physical and mental health is supported, workloads have limits and healthy choices are available. COMPETENCY BASED KEY DELIVERABLES Take active part in the development and delivery of the ICB HR Strategy and the Organisational Development Plan. Develop relationships of trust and credibility with managers and senior leadership team Development, updating and embedding of policies and processes with emphasis on continued process review and improvement. Design and carry out regular surveys, collate and present consultation findings analysing results and drawing recommendations. Act as a senior point of contact for the HR team an expert in current employment practices and employment legislation, supporting the team, developing the HR service and anticipating and interpreting government health and employment policy and its impact on the workforce. Ensure that the HR function responds to the business with a solution-focused approach. Work with managers to improve the staff experience within the ICB through surveys and the implementation of improvement plans to address any issues. Lead the provision of timely and high-quality operational HR services to the organisation. Lead on management and be the escalation point for any HR issues. Develop and maintain effective and internal and external communication networks to support the delivery of the HR and Organisational Development strategy. Identify and engage with external stakeholders and providers to deliver projects with best possible outcomes. Support the Head of Human Resources in the development, monitoring and implementation of the HR strategy, People Agenda and Organisational Development Plan leading on key projects as required. To support staff engagement for the organisation. To proactively develop and redesign HR processes (where necessary), implementing HR best practice and innovation to achieve high performance working. To provide operational HR support and specialist HR advice to managers in employment law, HR policy, HR casework and terms and conditions of employment including Agenda for Change. To work with the Head of Human Resources and managers in the delivery of organisational change processes, providing expert HR advice and guidance throughout the process. To independently support complex projects and procurements leading on HR aspects, highlighting risks, and mitigating any negative impact. This may include supporting AQP tenders, and ITT processes and advising the project leads on any aspects involving workforce i.e., TUPE. Present reports and business cases at executive meetings and Remuneration Committee. Lead on policy development and training within the specialist area. Development, updating and embedding of policies and processes with emphasis on continued process review and improvement. Ensure effective management of direct reports to include on-going performance conversations, feedback, and development to optimise their potential. To oversee the HR related work on Equalities, reviewing key findings to make organisational recommendations for addressing gaps and issues. The ability to collate, understand and interpret workforce statistics (where required) will be key. Participate in the Joint Staff Forum preparing information, supporting the arrangement of meetings, collating agendas, and liaising with union representatively appropriately as necessary. To design, develop and deliver training programmes that support HR and people management processes within the organisation, working with other HR colleagues as appropriate. Hold delegated budget authority for Learning and Organisational Development services. Take responsibility for own learning and development by recognising and taking advantage of all opportunities to learn, including full participation in mandatory training/ appraisals.