HR Business Partner

Whittington Hospital NHS Trust

This job is now closed

Job summary

Reporting to the Deputy Director of HR Ops, the HR Business Partner will work alongside one or more of the Integrated Care Service Units (ICSU) and Corporate Services. The post holder will provide an access point of expert Workforce and Human Resources support and advice, commissioning an appropriate level of service from these areas to enable the delivery of ICSU priorities. The post holder will support the services with expert decision making advice and information. The post holder will constructively challenge all aspects of workforce and business performance within the ICSU. The post holder will also work with the ICSU to ensure that robust Human Resources Policies, Procedures and effective control and monitoring processes are in place.

Main duties of the job

JOB SUMMARY

Establish and manage relationships with the ICSU, gaining an in depth understanding of the services provided together with its HR, Financial Information and Business Intelligence needs.

Support the ICSU in the achievement of KPIs through the effective use of Business Intelligence and act as the first line of challenge to the ICSU when performance is not at expected levels.

Work with other Finance and HR Business Partners to improve communication, business protocols and business efficiency throughout the Trust and to share specialist knowledge as appropriate.

Ensure that appropriate arrangements are in place to comply with the Trust's responsibilities relating to recruitment, Equality and Diversity and other Trust wide HR polices.

Commission specialist work and analysis, as required by the ICSU, from Assistant HR Business Partners and other HR colleagues in other departments both inside and outside of the Trust.

About us

Whittington Health serves a richly diverse population and works hard to ensure that all our services are fair and equally accessible to everyone. Nowhere is this more obvious than in the way we look after our staff. We aim to employ a workforce which is as representative as possible of this population, so we are open to the value of differences in age, disability, gender, marital status, pregnancy and maternity, race, sexual orientation, and religion or belief. The Trust believes that as a public sector organisation we have an obligation to have recruitment, training, promotion and other formal employment policies and procedures that are sensitive to these differences. We think that by doing so, we are better able to treat our patients as well as being a better place to work.

Date posted

29 July 2024

Pay scheme

Agenda for change

Band

Band 8b

Salary

£66,718 to £76,271 a year per annum inclusive of Inner London HCAS

Contract

Permanent

Working pattern

Full-time

Reference number

220-WHT-2437

Job locations

Jenner Building, Whittington Hospital

Magdala Avenue

London

N19 5HT

Job description

Job responsibilities

Main Duties and Responsibilities

Business Partnering

Act as a primary contact for Workforce issues arising in the ICSU.

Attendance at ICSU management team meetings as required.

Provide support for key strategic decisions within the ICSU enabling and supporting the development of QIPP schemes.

Proactively identify solutions for issues, poor performance, QIPP schemes and CIP initiatives, engaging with stakeholders and presenting these to the ICSU.

Commission specialist expertise, where appropriate, to proactively analyse and interpret data from a variety of sources to produce information required to support evidence-based strategic and operational decision making.

Support the ICSU proactively in exploiting the full potential of central and local workforce, finance and performance management systems.

Liaise with key suppliers of information services both internal and external to ensure that the requirements of the ICSU are delivered to the right levels of quality and in the agreed timescales and hold them to account where this is not the case.

Work collaboratively with other Business Partners to identify and implement best practice and maintain a consistency of approach across all ICSUs in support of the Trust Workforce Strategy.

Maintain an appropriate level of impartiality in line with the post holders professional responsibilities.

Identification of strategies to deliver on financial recovery plans to enable the service to meet present and future business challenges and financial targets

Specialist Workforce

Support the ICSU to develop and maintain a local workforce plan to enable the service to meet present and future business challenges and financial targets ensuring appropriate stakeholder involvement.

Ensure that focused and relevant workforce information is available to guide the development of local strategies and monitoring of performance within the business areas.

Facilitate the development, negotiation and implementation of identified workforce related policies and support management in developing a workforce response during the tendering process.

Lead and provide direction in developing best practice approaches to proactively support services in the delivery of excellent people management practice e.g. coaching managers in such activity.

Provide proactive support and professional advice to services tendering for business, advising on all workforce related matters and inputting to the tender response.

Proactively use HR KPIs to assist senior managers in the early identification of workforce performance shortfalls and help to identify and implement appropriate interventions to ensure that service areas achieve KPIs agreed by the Board.

Develop and present HR training programmes to assist managers in improving their HRM capabilities.

Work alongside Learning and Development colleagues to agree development strategies and interventions to up-skill line managers in best people management practice and implement organisational change.

Ensure a highly visible and democratic leadership style underpinned by robust values relating to equality, diversity, consistency and openness.

Demonstrate a strong customer focused approach that is proactive in support of the success of the business and maintains best HR Practice.

Provide support and professional advice in relation to all change management matters including highly sensitive and complex issues such as TUPE, redundancies and service redesign.

Ensure that all advice provided is in line with legislation, professional best practice, policies and procedures.

Responsible for the development of HR protocols for implementation within the ICSU or across the Trust.

Jointly responsible with the ICSU managers for the development and implementation of workforce strategies for the ICSU;

Responsible for maintaining such information systems as to support the effective delivery of the role.

Quality and Professional Standards

Ensure that management information supplied to the ICSU is accurate, consistent and fit for purpose.

Raise data quality concerns with the ICSU and facilitate the development of plans for improvement.

Escalate specific concerns via professional and/or line management routes as appropriate.

Mentor other more junior staff in the same profession.

Continuous Improvement

Liaise with colleagues to improve the workforce control and reporting environment.

Spot warning signs of things going wrong and provide a decisive response to significant delivery challenges.

Encourage a culture of innovation focused on adding value.

Provide constructive challenge to senior management on change proposals which will effect own business area.

Proactively analyse the ICSU to identify opportunities for change and challenge the ICSU with these opportunities.