Job summary
The Associate HR People Partner (HBPP) will report to the HR People Partner and be embedded in either a Trust business unit, operational locality or specialist service area to provide specialist support advice and guidance to the local management team. The Associate HRPP will act as an interface between the operational management teams and the centralised transactional services, ensuring effective communication in relation to the establishment position
Main duties of the job
- Act as a people partner to directorates, senior management and their teams, develop thorough understanding of the business plans and HR issues to ensure that workforce requirements are identified and support planned and delivered in a timely basis.
- To act as a change agent to proactively facilitate and deliver improvements to services. To support change management projects which impact on staff, working collaboratively with managers to achieve the desired business plan outcomes
About us
You're thinking about working for the ambulance service, but wondering what sets us apart and makes the six counties ofEssex,Hertfordshire,Bedfordshire, Suffolk, Norfolk andCambridgeshireso special.
You get to work inone of the most diverse areas of the country; the bustlingcapital city ison our doorstep and the bracing North Sea coast envelops our shores to the east.
We've gothistorical cathedral towns and cities, brand new communities, ruralbroadlandsand some of the busiest arteries of road and rail networks, including the M25, A14, M1, M11 and A12, and railway lines from London Liverpool Street out to Cambridge, Norwich,Peterborough,ColchesterandSouthend.
Wherever you go in the east of England there is always something to see and do; but if travelling around the UK and beyond is a must for you as well, theLuton,Stansted, Norwich andSouthendairports couldn't make it more easier to stay in touch with loved ones or send you ona deserved holiday or short break.
Job description
Job responsibilities
- Provide expert advice and support on highly complex or sensitive HR cases to managers.
- To use HR metrics/scorecard to monitor performance, highlighting areas of concern for discussion and action with the regional management team.
- To work review the workforce establishment plans with your management teams and to ensure proactive information sharing back to the HR People Partner to ensure this is kept up to date with local knowledge and the recruitment function can proactively ensure supply to shortfall areas.
- Ensure the provision of a consistent professional service across all directorates, 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, 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 organisation
- Maintain an up to date knowledge of current employment legislation and best practice, ensuring that these are reflected in Trust working practices and operations.
- Promote good employee relations, advising managers on good practice, ensuring that appropriate HR policies and procedures are implemented across the designated area of responsibility.
- Maintain accurate, up to date and accessible records of employee issues, which enable other colleagues and HR Management to track progress of cases and deal with queries in the absence of the postholder and to enable centralised reporting.
- Maintain an effective working relationship with recognised Trade Union and staff representatives.
- Work with individual managers to assist them with the planning and implementation of change management, service development programmes, and new ways of working. Ensure that this is within Trust policy and in accordance with all statutory obligations.
- Support individual managers in achieving continuous improvement. Make proposals for the development of strategies, policies, procedures and processes which facilitate this.
- Assist managers to plan, develop and implement performance management frameworks including use of the Trusts Appraisal process.
- Provide coaching and training sessions to your management teams, investigating offers, both in classroom and through more informal one to one and on the job learning.
- In liaison with training and OD colleagues assist in identifying the HR-related training needs of managers and staff. Develop miscellaneous courses/sessions to meet these needs.
- Deal with queries and advise managers and staff on terms and conditions of employment, in particular the NHSs Agenda for Change pay and conditions.
- Prepare and provide management information reports, returns and feedback as required, developing appropriate databases to support this work.
- Take part in recruitment and selection interview panels as required in support of your designated area management teams.
- Advise the HR Management teams of any shortfalls or problems in delivering the HR service and advise on corrective action
- Promote Equality & Diversity and a non-discriminatory culture.
- Identify and take action when other peoples behaviour undermines Equality and Diversity
Job description
Job responsibilities
- Provide expert advice and support on highly complex or sensitive HR cases to managers.
- To use HR metrics/scorecard to monitor performance, highlighting areas of concern for discussion and action with the regional management team.
- To work review the workforce establishment plans with your management teams and to ensure proactive information sharing back to the HR People Partner to ensure this is kept up to date with local knowledge and the recruitment function can proactively ensure supply to shortfall areas.
- Ensure the provision of a consistent professional service across all directorates, 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, 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 organisation
- Maintain an up to date knowledge of current employment legislation and best practice, ensuring that these are reflected in Trust working practices and operations.
- Promote good employee relations, advising managers on good practice, ensuring that appropriate HR policies and procedures are implemented across the designated area of responsibility.
- Maintain accurate, up to date and accessible records of employee issues, which enable other colleagues and HR Management to track progress of cases and deal with queries in the absence of the postholder and to enable centralised reporting.
- Maintain an effective working relationship with recognised Trade Union and staff representatives.
- Work with individual managers to assist them with the planning and implementation of change management, service development programmes, and new ways of working. Ensure that this is within Trust policy and in accordance with all statutory obligations.
- Support individual managers in achieving continuous improvement. Make proposals for the development of strategies, policies, procedures and processes which facilitate this.
- Assist managers to plan, develop and implement performance management frameworks including use of the Trusts Appraisal process.
- Provide coaching and training sessions to your management teams, investigating offers, both in classroom and through more informal one to one and on the job learning.
- In liaison with training and OD colleagues assist in identifying the HR-related training needs of managers and staff. Develop miscellaneous courses/sessions to meet these needs.
- Deal with queries and advise managers and staff on terms and conditions of employment, in particular the NHSs Agenda for Change pay and conditions.
- Prepare and provide management information reports, returns and feedback as required, developing appropriate databases to support this work.
- Take part in recruitment and selection interview panels as required in support of your designated area management teams.
- Advise the HR Management teams of any shortfalls or problems in delivering the HR service and advise on corrective action
- Promote Equality & Diversity and a non-discriminatory culture.
- Identify and take action when other peoples behaviour undermines Equality and Diversity
Person Specification
Qualifications
Essential
- Grad CIPD or substantial evidence of continuing professional and personal development equivalent to this level.
- Degree level qualification in HR or similar discipline.
Desirable
- Mediator
- Coach
- Agenda for Change job matching trained
- mental health first aider
Experience
Essential
- Significant in depth experience in general HR management or equivalent Provision of advice to managers.
- Participation in recruitment and selection.
- Designing and implementing HR training modules and delivering training.
Desirable
- Experience of change management and carrying out job evaluations.
- Experience within an NHS HR function.
Skills and Knowledge
Essential
- Detailed and up to date specialist knowledge of employment legislation, HR best practice and equal opportunity issues.
- Good presentation skills.
- Computer literate with good word processing skills and able to use databases and spreadsheets.
- Specialist HR procedural and policy knowledge across all areas of HR.
- Analytical and problem solving skills.
- Able to plan and prioritise work to meet deadlines
- Able to communicate effectively and with clarity and precision both orally and in writing.
- Ability to negotiate with Trade Union representatives, managers & colleagues
Desirable
- Knowledge of emergency and urgent care and current issues facing the NHS
Personal Attributes
Essential
- Responsive
- Calm
- Personable
- Good interpersonal skills and ability to build effective working relationships.
Person Specification
Qualifications
Essential
- Grad CIPD or substantial evidence of continuing professional and personal development equivalent to this level.
- Degree level qualification in HR or similar discipline.
Desirable
- Mediator
- Coach
- Agenda for Change job matching trained
- mental health first aider
Experience
Essential
- Significant in depth experience in general HR management or equivalent Provision of advice to managers.
- Participation in recruitment and selection.
- Designing and implementing HR training modules and delivering training.
Desirable
- Experience of change management and carrying out job evaluations.
- Experience within an NHS HR function.
Skills and Knowledge
Essential
- Detailed and up to date specialist knowledge of employment legislation, HR best practice and equal opportunity issues.
- Good presentation skills.
- Computer literate with good word processing skills and able to use databases and spreadsheets.
- Specialist HR procedural and policy knowledge across all areas of HR.
- Analytical and problem solving skills.
- Able to plan and prioritise work to meet deadlines
- Able to communicate effectively and with clarity and precision both orally and in writing.
- Ability to negotiate with Trade Union representatives, managers & colleagues
Desirable
- Knowledge of emergency and urgent care and current issues facing the NHS
Personal Attributes
Essential
- Responsive
- Calm
- Personable
- Good interpersonal skills and ability to build effective working relationships.
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
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).
