Job summary
This is an exciting time to join the People Team at CityCare in a new, highly visible and varied role that will enable you to showcase the full range of your HR skills, knowledge and talents within a positive, supportive, friendly and welcoming team environment.
We have recently restructured our team and created two new HRBP roles. Whilst leading and developing a small team to provide professional HR advisory services, you will also be responsible for designing and implementing a range of workforce related projects which will impact the whole organisation and enable us to achieve our ambitions. As an organisation with c.1,200 dedicated staff providing a wide range of NHS care services this role brings real opportunities to create and deliver HR initiatives that will make a direct and positive difference for our people and our services.
We are looking for a highly experienced, values-driven HR professional, with the ability to work across boundaries, adapt to changing service needs, demonstrate initiative and positively inspire trust, credibility and confidence with a broad range of stakeholders. You will have a proven track record of leading strategic and operational HR management in a complex multi-disciplinary organisation and an open, fair, respectful, positive and collaborative approach.
Main duties of the job
You will lead and develop the HR Advisors and play a key role as part of the wider People team to support implementation of the new model of HR service delivery, and to ensure a comprehensive, modern, supportive and pro-active HR service to designated services. You will work collaboratively with others and take a lead on the design and implementation of evidence-based HR proposals to achieve our strategic Organisational and People ambitions, and to support the delivery of ongoing cultural and organisational change management programmes.
We already have separate well-established teams in place managing recruitment, payroll and HR transactional services, and our HR Advisory Team works closely and collaboratively with our workforce information, HR operations, EDI, OD and staff side colleagues on a wide range of corporate initiatives.
To succeed in this role you will need to be a fully qualified member of the CIPD who is able to provide strong, clear, creative and tailored HR leadership and support. You will need to have excellent communication and interpersonal skills, the ability to act as a role model for our values and behaviours and a demonstrable commitment to quality, equality, inclusivity and fairness
About us
We are a provider of NHS Community Health Services, CityCare exists to support the health and wellbeing of all local people, working alongside other health and care partners to achieve this. We are a value driven, people business with a passion for excellence. Our vision and social purpose is to make a difference everyday to the health & wellbeing of our communities and our values of kindness, respect, trust and honesty lie at the heart of everything we do, guiding how we work together with partners and each other to consistently deliver high quality compassionate care. As a social enterprise we aim to add social value by investing in the future of our local communities and helping to make a difference in peoples lives.
CityCare value the benefits of a diverse and inclusive workforce. We encourage applications from candidates who identify as disabled, LGBT+ or from a Black, Asian or Minority Ethnic (BAME) background, as they are currently under-represented within our organisation.
CityCare is an equal opportunities employer. We are positive about employing people with disabilities. If you require your application in a different format please contact Human Resources on 0115 8839418. CityCare is committed to the protection of vulnerable adults and children.
Job description
Job responsibilities
Job Purpose
- To lead and direct the HR agenda, plans and programmes of work within a specified service/corporate area.
- To provide leadership and expert advice within a service/corporate area in relation to absence management, workforce planning, transformation of services, employee relations and development of staff.
- To be an active decision maker within the Service /Corporate area senior management team, which will require a strong understanding of HR Management and a comprehensive understanding of the business, the activity, financial position and related terms and conditions of the Service/Corporate area for which the post holder carries responsibility.
- The postholder will also lead on specific organisation wide pieces of work as agreed with the Deputy Director of People.
Dimensions
- The HR Business Partner will lead and direct the people agenda within the specific service/corporate areas.
- Extensive and comprehensive HR knowledge of employment law and operational HR expertise, with an evidenced track record of achievement and personal impact in a complex (preferably healthcare) organisation.
- You will be able to manage complex relationships with stakeholders with a knowledgeable, diplomatic and solution focused approach.
- An ability to influence people to achieve pragmatic outcomes aligned to the organisations strategic priorities is essential.
- Must be CIPD qualified, hold a Masters/Post-graduate level qualification or equivalent and have experience of leading strategic and operational Human Resource Management in a complex multi-disciplinary organisation.
Key Responsibilities
- To work in partnership with the Service Directors, Deputy Directors, Corporate Heads and Heads of Service on local strategies and action plans to attain and maintain performance levels within organisations thresholds with regard to all workforce related KPIs.
- To provide expert advice and guidance in all employee relations cases, ensuring adherence to CityCare policies and legislation. To ensure cases are proactively progressed within the service/corporate areas to ensure timely conclusion.
- To promote work within the service /corporate areas to review and modernise the workforce, and provide appropriate support to develop workforce plans and support business development plans, including active engagement at a lead level in small, medium and major organisational change initiatives.
- To develop a positive approach to employment relations in the service/corporate areas, building strong and effective partnerships between managers, clinicians, staff and their representatives, utilising agreed frameworks for consultation and negotiation as necessary.
- To work with managers and staff side representatives on all aspects of change management which may involve TUPE (Transfer of Undertakings, Protection of Employment), redundancy and redeployment, providing clear and logical business cases to support proposed changes.
- To work with the Workforce Data and Planning team to ensure regular, meaningful workforce information is provided to a sufficient level of detail to all line managers within the service and corporate areas.
- To contribute fully within the HR team, and consult with the service /corporate areas on the review of existing and development of new policies and procedures.
- To take the lead for ensuring staff side involvement in relevant activities within the service and corporate areas.
- To participate fully in business planning, service development and budget setting processes within the service and corporate areas.
- To support the drafting of, and quality assure, HR related documentation, such as organisational change papers, investigation reports, prior to them being issued and challenge decisions and the direction of travel as and when necessary to ensure that the appropriate approach is being taken.
- To advise on appropriate recruitment and selection processes, participating in assessment of candidates as necessary and ensuring liaison with the Recruitment and Transactional team where necessary.
- To provide direction to key managers in the service and corporate areas on achievement of HR related standards monitored by external bodies such as the Care Quality Commission.
- To manage and supervise the nominated HR Advisors for the service and corporate areas, addressing any performance shortfalls and development needs as necessary.
- To represent the service and corporate areas at internal or external meetings or events as required.
- To ensure staff at all levels within the service and corporate areas are briefed on changes in legislation, organisation policy, performance. Briefings will be carried out either by the postholder or other appropriate members of the HR team.
- To ensure appropriate provision of ad hoc HR related training to staff at all levels within the service and corporate areas as required. This will involve designing, delivering and evaluating training provided at a senior level and ensuring provision is made for necessary training to other levels of staff.
HR Team Specific
- To take responsibility for a designated portfolio of corporate work that supports delivery of the national, regional and the organisations HR agenda. This will require undertaking activities such as reporting to relevant committees, establishing action plans, providing regular high quality reports and leading and facilitating effective meetings.
- To ensure appropriate management, leadership and development opportunities are made available to the HR Advisors. This will require the post holder to give the HR Advisor clear and regular feedback on performance, dealing with poor performance through the appropriate procedures.
- To participate fully in a variety of organisational wide committees and groups including the Trade Union Partnership Forum, People Steering Board and supporting sub-groups.
- To represent and/or deputise for the Deputy Director of People as required.
- To liaise and work with HR colleagues as appropriate to maintain effective communication, ensuring that best practice is shared and developed and to facilitate cross cover for colleagues.
- To provide training as part of regular management and leadership development programmes.
- To participate as a panel member in employment related hearings and providing direction and support to managers when considering the evidence presented and reaching the most appropriate outcome.
- To liaise with external agencies such ICS, health and social care organisations, employment lawyers, CIPD, other professional registration bodies, temporary staffing agencies, etc as appropriate.
- To represent CityCare with regard to Employment Tribunal claims, responding on behalf of the organisaiton liaising with external agencies such as employment lawyers, regional Trades Union officers, ACAS and organisations such as the NMC where appropriate, co-ordinating cases, providing input and agreeing potential outcomes with legal representatives, attending the Employment Tribunal on behalf of the organisation and giving evidence as required.
- To highlight areas of concern or for review within the HR team.
Job description
Job responsibilities
Job Purpose
- To lead and direct the HR agenda, plans and programmes of work within a specified service/corporate area.
- To provide leadership and expert advice within a service/corporate area in relation to absence management, workforce planning, transformation of services, employee relations and development of staff.
- To be an active decision maker within the Service /Corporate area senior management team, which will require a strong understanding of HR Management and a comprehensive understanding of the business, the activity, financial position and related terms and conditions of the Service/Corporate area for which the post holder carries responsibility.
- The postholder will also lead on specific organisation wide pieces of work as agreed with the Deputy Director of People.
Dimensions
- The HR Business Partner will lead and direct the people agenda within the specific service/corporate areas.
- Extensive and comprehensive HR knowledge of employment law and operational HR expertise, with an evidenced track record of achievement and personal impact in a complex (preferably healthcare) organisation.
- You will be able to manage complex relationships with stakeholders with a knowledgeable, diplomatic and solution focused approach.
- An ability to influence people to achieve pragmatic outcomes aligned to the organisations strategic priorities is essential.
- Must be CIPD qualified, hold a Masters/Post-graduate level qualification or equivalent and have experience of leading strategic and operational Human Resource Management in a complex multi-disciplinary organisation.
Key Responsibilities
- To work in partnership with the Service Directors, Deputy Directors, Corporate Heads and Heads of Service on local strategies and action plans to attain and maintain performance levels within organisations thresholds with regard to all workforce related KPIs.
- To provide expert advice and guidance in all employee relations cases, ensuring adherence to CityCare policies and legislation. To ensure cases are proactively progressed within the service/corporate areas to ensure timely conclusion.
- To promote work within the service /corporate areas to review and modernise the workforce, and provide appropriate support to develop workforce plans and support business development plans, including active engagement at a lead level in small, medium and major organisational change initiatives.
- To develop a positive approach to employment relations in the service/corporate areas, building strong and effective partnerships between managers, clinicians, staff and their representatives, utilising agreed frameworks for consultation and negotiation as necessary.
- To work with managers and staff side representatives on all aspects of change management which may involve TUPE (Transfer of Undertakings, Protection of Employment), redundancy and redeployment, providing clear and logical business cases to support proposed changes.
- To work with the Workforce Data and Planning team to ensure regular, meaningful workforce information is provided to a sufficient level of detail to all line managers within the service and corporate areas.
- To contribute fully within the HR team, and consult with the service /corporate areas on the review of existing and development of new policies and procedures.
- To take the lead for ensuring staff side involvement in relevant activities within the service and corporate areas.
- To participate fully in business planning, service development and budget setting processes within the service and corporate areas.
- To support the drafting of, and quality assure, HR related documentation, such as organisational change papers, investigation reports, prior to them being issued and challenge decisions and the direction of travel as and when necessary to ensure that the appropriate approach is being taken.
- To advise on appropriate recruitment and selection processes, participating in assessment of candidates as necessary and ensuring liaison with the Recruitment and Transactional team where necessary.
- To provide direction to key managers in the service and corporate areas on achievement of HR related standards monitored by external bodies such as the Care Quality Commission.
- To manage and supervise the nominated HR Advisors for the service and corporate areas, addressing any performance shortfalls and development needs as necessary.
- To represent the service and corporate areas at internal or external meetings or events as required.
- To ensure staff at all levels within the service and corporate areas are briefed on changes in legislation, organisation policy, performance. Briefings will be carried out either by the postholder or other appropriate members of the HR team.
- To ensure appropriate provision of ad hoc HR related training to staff at all levels within the service and corporate areas as required. This will involve designing, delivering and evaluating training provided at a senior level and ensuring provision is made for necessary training to other levels of staff.
HR Team Specific
- To take responsibility for a designated portfolio of corporate work that supports delivery of the national, regional and the organisations HR agenda. This will require undertaking activities such as reporting to relevant committees, establishing action plans, providing regular high quality reports and leading and facilitating effective meetings.
- To ensure appropriate management, leadership and development opportunities are made available to the HR Advisors. This will require the post holder to give the HR Advisor clear and regular feedback on performance, dealing with poor performance through the appropriate procedures.
- To participate fully in a variety of organisational wide committees and groups including the Trade Union Partnership Forum, People Steering Board and supporting sub-groups.
- To represent and/or deputise for the Deputy Director of People as required.
- To liaise and work with HR colleagues as appropriate to maintain effective communication, ensuring that best practice is shared and developed and to facilitate cross cover for colleagues.
- To provide training as part of regular management and leadership development programmes.
- To participate as a panel member in employment related hearings and providing direction and support to managers when considering the evidence presented and reaching the most appropriate outcome.
- To liaise with external agencies such ICS, health and social care organisations, employment lawyers, CIPD, other professional registration bodies, temporary staffing agencies, etc as appropriate.
- To represent CityCare with regard to Employment Tribunal claims, responding on behalf of the organisaiton liaising with external agencies such as employment lawyers, regional Trades Union officers, ACAS and organisations such as the NMC where appropriate, co-ordinating cases, providing input and agreeing potential outcomes with legal representatives, attending the Employment Tribunal on behalf of the organisation and giving evidence as required.
- To highlight areas of concern or for review within the HR team.
Person Specification
Experience
Essential
- Experience of leading strategic and operational Human Resource Management in a complex multi-disciplinary organisation.
- Experience of managing a HR team and responding to a rapidly evolving workforce agenda.
- HR Management experience within the NHS
- Experience of using a job evaluation system
- Experience of using and advising on the use of workforce information to identify intitatives and support the business
- Extensive experience of providing expert HR advice to all levels of staff within a complex organisation
- Evidence of operating, leading and influencing as part of a senior management team
Desirable
- Use of staff software systems eg ESR
Knowledge and skills
Essential
- An understanding of the national NHS agenda and the key contribution of Human Resources.
- Strong understanding of all aspects of HR Management
- Detailed understanding of the principles of change management and able to demonstrate a successful track record of major organisational change.
- Extensive experience of Trade Union consultation and negotiation.
- Thorough understanding of UK employment legislation, and current HR practice.
- Detailed knowledge of the Agenda for Change terms and conditions of Service
- Excellent leadership, interpersonal and influencing skills
- Ability to form positive relationships at all levels
- Political and emotional awareness
- Ability to adjust behaviour as appropriate as necessary
- Project Management skills.
- Competent in the use of Microsoft Office Suite Ability to communicate concepts and HR theories effectively. Negotiating and influencing skills
- Ability to present ideas and proposals effectively. Excellent oral and written communication skills
- Ability to communicate effectively in writing, and verbally with individuals on a one-to-one basis and with groups.
- Ability to design, deliver and facilitate training interventions to all levels of staff
- Strong analytical and problem solving visioning skills
- Ability to make decisions based on complex information
Desirable
- Broad understanding of organisational development techniques
Special Requirements
Essential
- Commitment to and focused on quality, promotes high standards in all they do.
- Ability to lead on a programme of work to support the people strategy, workplan and programmes
- Ability to champion a value-driven style consistent with the values of the public services and specifically with the organisational values
- Works across boundaries, looks for collective success, listens, involves, respects and learns from the contribution of others
- Values diversity and difference; operates with integrity and openness
- Works well with others, is positive and helpful, listens, involves, respects and learns from the contribution of others.
- Consistently looks to improve what they do, look for successful tried and tested ways of working, and also seeks out innovation.
- The ability to identify people initiatives to support the transformation agenda
- Actively develops themselves and supports others to do the same.
- Values diversity and difference, operates with integrity and openness
- Ability to be flexible over hours worked within contracted hours to meet the needs of the service
- Ability to work out of hours if necessary
- Ability to work autonomously and is able to lead and coordinate workloads
- Ability to manage conflicting priorities and adapt to meet new demands
- Able to travel between CityCare locations as required to meet the needs of the role, often at short notice
Qualifications
Essential
- Member status of the Chartered Institute of Personnel and Development
- Educated to degree level, or equivalent qualification, or equivalent experience.
- Masters in HRM or equivalent Post Graduate Qualification in Human Resources Management
Desirable
- Psychometric Training Level A/B
Person Specification
Experience
Essential
- Experience of leading strategic and operational Human Resource Management in a complex multi-disciplinary organisation.
- Experience of managing a HR team and responding to a rapidly evolving workforce agenda.
- HR Management experience within the NHS
- Experience of using a job evaluation system
- Experience of using and advising on the use of workforce information to identify intitatives and support the business
- Extensive experience of providing expert HR advice to all levels of staff within a complex organisation
- Evidence of operating, leading and influencing as part of a senior management team
Desirable
- Use of staff software systems eg ESR
Knowledge and skills
Essential
- An understanding of the national NHS agenda and the key contribution of Human Resources.
- Strong understanding of all aspects of HR Management
- Detailed understanding of the principles of change management and able to demonstrate a successful track record of major organisational change.
- Extensive experience of Trade Union consultation and negotiation.
- Thorough understanding of UK employment legislation, and current HR practice.
- Detailed knowledge of the Agenda for Change terms and conditions of Service
- Excellent leadership, interpersonal and influencing skills
- Ability to form positive relationships at all levels
- Political and emotional awareness
- Ability to adjust behaviour as appropriate as necessary
- Project Management skills.
- Competent in the use of Microsoft Office Suite Ability to communicate concepts and HR theories effectively. Negotiating and influencing skills
- Ability to present ideas and proposals effectively. Excellent oral and written communication skills
- Ability to communicate effectively in writing, and verbally with individuals on a one-to-one basis and with groups.
- Ability to design, deliver and facilitate training interventions to all levels of staff
- Strong analytical and problem solving visioning skills
- Ability to make decisions based on complex information
Desirable
- Broad understanding of organisational development techniques
Special Requirements
Essential
- Commitment to and focused on quality, promotes high standards in all they do.
- Ability to lead on a programme of work to support the people strategy, workplan and programmes
- Ability to champion a value-driven style consistent with the values of the public services and specifically with the organisational values
- Works across boundaries, looks for collective success, listens, involves, respects and learns from the contribution of others
- Values diversity and difference; operates with integrity and openness
- Works well with others, is positive and helpful, listens, involves, respects and learns from the contribution of others.
- Consistently looks to improve what they do, look for successful tried and tested ways of working, and also seeks out innovation.
- The ability to identify people initiatives to support the transformation agenda
- Actively develops themselves and supports others to do the same.
- Values diversity and difference, operates with integrity and openness
- Ability to be flexible over hours worked within contracted hours to meet the needs of the service
- Ability to work out of hours if necessary
- Ability to work autonomously and is able to lead and coordinate workloads
- Ability to manage conflicting priorities and adapt to meet new demands
- Able to travel between CityCare locations as required to meet the needs of the role, often at short notice
Qualifications
Essential
- Member status of the Chartered Institute of Personnel and Development
- Educated to degree level, or equivalent qualification, or equivalent experience.
- Masters in HRM or equivalent Post Graduate Qualification in Human Resources Management
Desirable
- Psychometric Training Level A/B
Additional information
UK Registration
Applicants must have current UK professional registration. For further information please see
NHS Careers website (opens in a new window).
