B8 Workforce Lead HR Business Partner

Job responsibilities

The post holder will work proactively with the project team, to support the timely delivery of all people aspects of the project, working closely with the existing Workforce/People teams. Providing expert advice and guidance, they will lead on the effective and timely delivery of the workforce plan to ensure a smooth transition between current practice and new ways of working and the transition to the new health campus.

KEY TASKS:

1. Communication and Working Relationships

1.1. To be a strategic workforce business partner supporting the Future Systems Programme.

1.2. To act as the key contact between the project team and the Workforce division across the full range of workforce functions mobilising actions in response to requests from the project leadership. This involves engaging with a wide range of colleagues internally and externally to the Trust including:

- Executive Directors

- Corporate Directors

- Clinical Directors

- Associate Directors of Operations

- Heads of Nursing

- Deputy Directors of Workforce

- Finance Managers

- The Future System Leadership team

- Trade Union Representatives including Full Time Officers

- HR Departments in other organisations

- Legal Services and other Professional Bodies.

1.3 Establish key working relationships with all project stakeholders which will include constructive and professional challenge regarding a broad range of project issues.

1.4 Develop links and build professional working relationships with other Workforce leaders in Trusts who have been or are going through similar projects.

1.5 Utilise resources across the Trust as required to organise the workforce programme using relevant evidence and intelligence.

1.6 Identify the key workforce groups and individuals with whom to engage and communicate.

1.7 To work with the National Hospital Programme Team (NHP) to shape the future workforce model.

2. Workforce and Business Planning / Service Improvement

2.1 To be the workforce planning expert, leading, developing and implementing project workforce plans, as part of the strategic business planning process aligned with the Trusts Workforce Strategy and People Plan, thereby ensuring delivery of all people aspects of the project.

2.2 Identify all workforce changes required considering the wider ways of working acroos the organisation and the impact on the workforce

2.3 Lead, develop and implement staff engagement plans, recruitment and retention plans and workforce transformation plans to support the programmes objectives.

2.4 Work with clinical leads to develop new and innovative ways of working within the new healthcare facility.

2.5 Work closely with the Human Resources Directorate to advise and implement project workforce planning in order to achieve its full alignment with service and financial planning.

2.6 Work with and influence senior leaders, managers and staff representatives to develop the workforce plan.

2.7 To identify opportunities and barriers to the success of the Workforce stream and developing solutions to address these

2.8 Demonstrate expert knowledge on Policies, Procedures, Terms and Conditions, Employment Legislation and the promotion of good employee relations when implementing change.

3. Staff Engagement and Development

3.1 Develop and implement an organisational development approach to engage staff in developing new way of working and delivering services, through design and delivery of staff engagement strategies and action plans

3.2 Develop and implement an induction/transfer process for all staff moving to new ways of working.

3.3 Lead in the development of staff engagement plans ensuring staff involvement, motivation and contribution of the project.

3.4 Work in collaboration with colleagues in Education and Training to use a range of support methods to develop training and engagement packages as required.

4. Workforce Stream Performance

4.1 To be responsible for the delivery of project KPIs providing an efficient and timely supply of relevant information for project management.

4.2 Undertake benchmarking with other NHS organisations to identify and achieve best practice.

4.3 Present workstream progress to the project management team and Trust Executive Board, as and when required.

4.4 To regularly prepare and communicate reports, presetations and workstream plans for a variety of audiences.

5. Workforce Transformation and Organisational Development

5.1 Lead on the development of an orgnisational development package to support the move to the new Health Campus and new ways of working.

5.2 Lead the process of staff involvement and consultation and assist in the facilitation of change necessary to enable the divisions to introduce new ways of working, in line with employment law.

5.3 Act as an advocate for the project, by identifying the need for delivering productivity and efficiency improvements through new working practices.

5.4 Provide lead workforce support and specialist advice on a range of organisational change processes.

5.5 Consult and negotiate with staff side organisations when planning and implementing organisational change and transformation.

5.6 Coach managers in the process of implementing change and supporting those involved and affected by it.

5.7 Work in partnership with the finance and project leads providing expert workforce intelligence and solutions.

6. Policy, Service and Organisation

6.1 Contribute to the development of workforce policies and procedures as required.

6.2 Develop HR processes as required in conjuction with the project aims and objectives

6.3 Monitor external developments and develop and implement initiatives to ensure delivery of the projects strategic and operational objectives.

6.4 Attend Trust-wide working groups relating to the project workforce agenda.

7. Finance

7.1 Support and participate in financial planning activity including workforce planning and efficiency programmes.

7.2 Contribute to the identification of project related cost efficiency schemes.

7.3 Ensure the workforce elements of business cases are well-structured, cost effective and deliver strategic and operational project objectives

7.4 Be responsible for constructing, analysing and completion of the workforce impact of tenders for new or revised services.

7.5 Ensure compliance with the principles of Agenda for Change and all pay scales to maintain the integrity of the pay system.

7.6 Work in collaboration with divisional managers in developing options to maximise financial efficiency and best value workforce models.

8. Corporate

8.1 Fully participate in and promote the implementation of the Trusts Workforce Strategy.

8.2 Provide cover for other HR Business Partners and and the Deputy Director of Workforce.

8.3 Represent Workforce at Trust wide project meetings

8.4 Develop and maintain effective consultation and negotiation arrangements with staff side organisations.

8.5 Provide expert advice to managers on the interpretation of terms and conditions of employment, ensuring compliance with the organisations policies and employment legislation, to ensure processes are fair, equitable, promote best practice and are free from risk of litigation.

Experience

Essential

• Significant experience of working in an HR function at a senior level in a large complex organisation.
• Extensive experience demonstrating competence across complex employee relations matters.
• Significant experience of complex, large organisational change programmes.
• Experience of developing long ranging workforce plans, recruitment and retention and staff engagement strategies.
• Proven track record in board member responsibility and active participation in creating and executing business plans and CIP programmes.
• Knowledge and understanding of key NHS and HR issues both local and national.
• A sound working knowledge of employment legislation and case law and its application to a wide range of professional groups.

Desirable

• Experience of working in an HR function in NHS.
• Experience of working in a unionised environment.
• Experience of integrated workforce information systems.
• Experience of contributing to regional network meetings when required.
• Policy review and development.
• Experience of managing a workforce stream in the setting up of a new organisation or transfer of premises.
• Specialist and expert knowledge of agenda for change terms and conditions.

Qualifications

Essential

• MCIPD qualified or equivalent proven HR skills and experience
• Masters level education or equivalent experience
• Evidence of further professional/personal development

Skills and Abilities

Essential

• Strategic awareness able to align Workforce activities with wider Trust and Divisional objectives.
• Planning and organisational skills - able to prioritise and work to tight timescales.
• Ability to deliver bespoke training.
• Self-motivated with resilience and tenacity and able to manage pressure.
• Able to evaluate situations and assimilate information quickly.
• Excellent IT skills including ability to use the full range of MS Office applications.
• Responsive and outcome driven.
• Highly effective interpersonal skills including negotiation and influencing skills and the ability to be assertive when appropriate.
• Excellent verbal and written communication, in particular well written and reasoned cases, investigation and appeal reports.
• Able to identify, interpret and analyse workforce reports, financial reports, complex legal decisions and case law.
• Leadership and drive to champion improvement initiatives.

Desirable

• Proven coaching and facilitation skills.
• Political awareness and sensitivity in particular when working with senior operational and clinical staff including Directors.

Personal Qualities

Essential

• Customer focused and able to work within the Trust Values.
• Able to attend meetings or conferences outside the region and outside normal working hours as required.
• Maintains own continuing professional and personal development.

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.

Certificate of Sponsorship

Applications from job seekers who require current Skilled worker sponsorship to work in the UK are welcome and will be considered alongside all other applications. For further information visit the UK Visas and Immigration website (Opens in a new tab).

From 6 April 2017, skilled worker applicants, applying for entry clearance into the UK, have had to present a criminal record certificate from each country they have resided continuously or cumulatively for 12 months or more in the past 10 years. Adult dependants (over 18 years old) are also subject to this requirement. Guidance can be found here Criminal records checks for overseas applicants (Opens in a new tab).