Job summary
People Business Partner
University Hospitals Plymouth NHS Trust
Band 8a - £50,952 - £57,349 Per Annum (inclusive)
An exciting opportunity has arisen for a People Partner to join our team at University Hospitals Plymouth NHS Hospital located in the South West Peninsula.
Although a core member of the People Team, you will be an integral part of the management team you support. You will lead on all aspects of the people agenda, including the people plan to clarify, identify and deliver strategic objectives in line with Trust values and behaviours.
Providing expert HR leadership, you will be partnering and coaching senior leaders to effectively transform services and enable the delivery of high quality care.
The successful People Partner will have significant operational HR demonstrable experience, developing and implementing people strategies and proven evidence of leading the people elements of key organisational change programmes and including supporting the development of workforce planning.
This is a fantastic opportunity to further develop your professional career, working with a great team.
Closing date: 25th June 2023
Contact: Meghan Field (meghan.field@nhs.net) to arrange an informal discussion with Mo Holas, Deputy Director of People.
***Preference will be given to internal Trust staff, as well as 'Priority' and 'At Risk' status including NHS At Risk staff throughout Devon who are able to display recent relevant experience as dictated by the Person Specification.***
Main duties of the job
To manage and lead the provision of a high quality, responsive and comprehensive People service for the Trust.
To provide strategic Business Partner support to Senior Managers within a designated Care Group and Service Lines, and ensure the provision of expert human resources management advice, guidance on employee relations, human resource policies and organisational and cultural change.
To ensure that the HR service is customer focussed, efficient, effective and delivered to the highest possible professional HR standards.
To develop and support the implementation of workforce programmes and policies to increase workforce productivity and enable the organisation to achieve its strategic objectives.
To take a corporate role in driving the People agenda forward throughout the Trust, working in partnership with Managers, Staff Side Representatives, staff and other partners in ensuring that the Trust is an employer of choice and adopting excellent employment practice.
About us
We are a people business - where every member of staff matters and can make a difference. Patients are at the heart of everything we do. Joining University Hospitals Plymouth NHS Trust means becoming part of a team of dedicated staff, who are committed to leading the way through innovation, clinical excellence and great customer care. The Trust has great opportunities for career development in a highly progressive working environment. We offer all of this in a vibrant, modern city with a historic reputation for adventure.
Please note that all communication will be electronic, please check your email account regularly.
We recognise that work life balance is important for our colleagues and so we invite requests from applicants around less than full time/flexible working for our advertised roles. Please contact the recruiting manager to discuss this prior to your application submission. We commit to giving this full consideration in each case. We encourage people from diverse backgrounds to apply for our roles, as diversity strengthens our teams. It is sometimes necessary to close vacancies before the closing date. If you have not heard from us within 4 weeks of the closing date, please assume that you have not been shortlisted.
***Preference will be given to internal Trust staff, as well as 'Priority' and 'At Risk' status including NHS At Risk staff throughout Devon who are able to display recent relevant experience as dictated by the Person Specification.***
Job description
Job responsibilities
People Partner
- Act as a strategic People Partner to a designated Care Group and Service Lines, developing a thorough understanding of the business plans and HR and OD issues to ensure that their workforce requirements are identified, planned and delivered on a timely basis.
- Lead and manage the HR interface with Managers and staff in the Trust, providing expert advice and support on employee relations issues, offering legal terms and conditions advice, providing expert advice on complex HR cases to Managers.
- Ensure the provision of a consistent professional service across all Service Lines, underpinned by sound knowledge and the principles of good practice.
- Develop the management capability of Line Managers, coaching and equipping them with the knowledge and skills to handle staff management responsibilities in line with the Trusts strategic direction.
- Influence and drive business thinking and develop HR approaches that support operational business objectives, organisational design and resource plans.
- Act as an advocate of change and champion change for all employees of the Trust by educating, informing and coaching staff and Managers where appropriate.
- Foster a positive climate of employee relations within the Trust, to support the implementation of a partnership approach and develop and maintain good working relationships with representatives of Trade Unions and staff organisations.
- Work in partnership with the Organisational Development team to develop interventions to address the leadership and management agenda within the Trust and promote cultural change.
- Work in partnership with the Workforce Team to develop workforce reports that meet the needs of Service Line Managers and Heads of Service. Support Managers in achieving strategic objectives and increasing workforce productivity.
Employee Relations
- Take responsibility for the management of complex employee relations cases through advice and coaching, ensuring the approach is pragmatic.
- Facilitate advice and guidance on national/local terms and conditions of employment.
- Develop and maintain expertise in specified areas of Human Resources management practice, including employment legislation and case law, a n d impart this knowledge to Managers and staff across the Trust.
- Support the designated Care Group and Service Lines to identify problems, develop appropriate interventions and solutions by facilitating improvement processes concerning individual and team performance and change management.
- Interpret and advise on employment legislation and best practice in all Employee Relations matters.
- Support all cases that could or do result in employment tribunal proceedings, providing a strategic approach to the management of claims.
- Participate in a range of external HR networks representing the directorate and the Trust, to develop knowledge of the best HR management practice outside the Trust.
- Take an active role in the Joint Staff Negotiating Committee (JSNC).
Policy Development
- Hold regular meetings with Managers and stakeholders to review HR management practices and communicate workforce policies and procedures.
- Design and deliver workshops on employee relations and performance management topics
Job description
Job responsibilities
People Partner
- Act as a strategic People Partner to a designated Care Group and Service Lines, developing a thorough understanding of the business plans and HR and OD issues to ensure that their workforce requirements are identified, planned and delivered on a timely basis.
- Lead and manage the HR interface with Managers and staff in the Trust, providing expert advice and support on employee relations issues, offering legal terms and conditions advice, providing expert advice on complex HR cases to Managers.
- Ensure the provision of a consistent professional service across all Service Lines, underpinned by sound knowledge and the principles of good practice.
- Develop the management capability of Line Managers, coaching and equipping them with the knowledge and skills to handle staff management responsibilities in line with the Trusts strategic direction.
- Influence and drive business thinking and develop HR approaches that support operational business objectives, organisational design and resource plans.
- Act as an advocate of change and champion change for all employees of the Trust by educating, informing and coaching staff and Managers where appropriate.
- Foster a positive climate of employee relations within the Trust, to support the implementation of a partnership approach and develop and maintain good working relationships with representatives of Trade Unions and staff organisations.
- Work in partnership with the Organisational Development team to develop interventions to address the leadership and management agenda within the Trust and promote cultural change.
- Work in partnership with the Workforce Team to develop workforce reports that meet the needs of Service Line Managers and Heads of Service. Support Managers in achieving strategic objectives and increasing workforce productivity.
Employee Relations
- Take responsibility for the management of complex employee relations cases through advice and coaching, ensuring the approach is pragmatic.
- Facilitate advice and guidance on national/local terms and conditions of employment.
- Develop and maintain expertise in specified areas of Human Resources management practice, including employment legislation and case law, a n d impart this knowledge to Managers and staff across the Trust.
- Support the designated Care Group and Service Lines to identify problems, develop appropriate interventions and solutions by facilitating improvement processes concerning individual and team performance and change management.
- Interpret and advise on employment legislation and best practice in all Employee Relations matters.
- Support all cases that could or do result in employment tribunal proceedings, providing a strategic approach to the management of claims.
- Participate in a range of external HR networks representing the directorate and the Trust, to develop knowledge of the best HR management practice outside the Trust.
- Take an active role in the Joint Staff Negotiating Committee (JSNC).
Policy Development
- Hold regular meetings with Managers and stakeholders to review HR management practices and communicate workforce policies and procedures.
- Design and deliver workshops on employee relations and performance management topics
Person Specification
Knowledge & Experience
Essential
- Senior HR demonstrable experience in a large complex organisation
- Proven evidence of providing HR professional advice and support at senior level
Desirable
- Demonstrable experience of working in a large clinical setting
Qualifications
Essential
- Management qualification in related subject
- MCIPD qualified or equivalent demonstrable experience
Aptitude & Abilities
Essential
- Leadership with a strong focus on timely delivery of outcomes and achievements
- Excellent interpersonal skills and the ability to influence others
Person Specification
Knowledge & Experience
Essential
- Senior HR demonstrable experience in a large complex organisation
- Proven evidence of providing HR professional advice and support at senior level
Desirable
- Demonstrable experience of working in a large clinical setting
Qualifications
Essential
- Management qualification in related subject
- MCIPD qualified or equivalent demonstrable experience
Aptitude & Abilities
Essential
- Leadership with a strong focus on timely delivery of outcomes and achievements
- Excellent interpersonal skills and the ability to influence others
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.
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).
Additional information
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.
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).
