HR Business Partner

Job description

Job responsibilities

Change Management

To lead and deliver on the TUPE of services, coordinating all aspects of the programme, liasing with external and internal stakeholders.

To deliver key HR initiatives and change programmes ensuring that they are delivered in accordance with agreed requirements and in line with required best practice and associated legislative drivers. Where relevant benefits realisation exercise should be conducted and introduction of new ways of working supported by use of technology.

To work with workforce colleagues on organisation-wide change programmes.

Business Strategy and Objectives

Work in partnership with senior leaders in the divisions to deliver Trust and divisional business strategy and objectives by:

Ensuring that workforce issues are fully considered in business strategy;

Developing divisional workforce strategy in line with the Trusts Workforce Strategy, vision and priorities. This will include supporting with; business planning, business critical posts, talent management, succession planning, effective and appropriate use of temporary workforce etc.

National landscaping of emerging approaches, policies, procedures and best practice; and subsequently implementation accordingly;

Lead on identifying and delivering workforce related cost improvement programs (CIP) across the Division, resulting in the associated savings;

Developing and implementing plans to improve performance and productivity to achieve delivery of high quality patient services, operational and financial targets in conjunction with divisional management teams.

Improving People Management Capability

Develop and oversee the implementation of plans within directorates to improve the people management skills of senior leaders and managers by:

Using measurements of performance, effectiveness and staff engagement to assess management capability within directorates;

Lead and manage the HR interface with managers and staff in the organisation, providing expert advice and support on employee relations issues, offering terms and conditions advice, providing expert advice on complex HR cases to managers

Liaise with the ER team on Employee Relations matters and manage complex ER cases through advice and coaching, ensuring the approach is pragmatic, providing necessary development and coaching to the ER Advisors where appropriate

Identifying appropriate support and measures aimed at improving capability;

Coaching leaders and managers to develop skills and competencies for effective people management necessary for them to fulfil their operational roles. Work in collaboration with education and Training department to design and deliver training and development programmes and briefing update sessions in matters of HR policy and practice at all levels in the organisation.

Workforce Performance and Productivity

To ensure the effective provision of accurate and timely workforce data and support managers to interpret and analyse data to enable productivity gains including leading on the development of local plans/strategies to target and improve performance.

Actively contribute to the development of strategies to improve motivation, engagement and attendance of staff.

Develop and maintain divisional Workforce Intelligence dashboards (data systems) which will be presented to the divisions on a regular basis and at Trust wide performance review meetings. The data systems development will be ongoing and will incorporate a number of HR and Finance data sources.

Workforce Planning and Resourcing

To lead on the development of annual workforce plans that are reflective of business planning by working closely with the senior leaders in the divisions and business areas. Monitor trends in relation to workforce resourcing and take appropriate action by commissioning the resourcing teams to undertake recruitment campaigns where relevant etc.

Modernisation

To act as an advocate of change and support managers in identifying and implementing workforce modernisation including identification of new ways of working role redesign and improved performance measurement systems which are patient focused and improve service delivery.

Employee Relations

Accountable for the effective management of employee relation issues within designated areas of responsibility, working with the ER team to ensure compliance to leglislation and policies, whilst managing associated risks.

To support the ER agenda by overseeing specific ER activity across the organisation and implement processes and plans to improve this, working with the Head of ER and ER Team to review casework as necessary and provide support in addressing issues within their divisions.

To advise and sit on formal hearings for ER cases when required and assist with the preparation and delivery of management reports.

Interpret and advise on employment legislation and best practice on Employee Relation matters.

To ensure ER Performance indicators are in place to monitor activity and quality and take action as required.

Person Specification

Qualifications

Essential

• Educated to Masters Level
• CIPD Member

Desirable

• Project Management

Knowledge

Essential

• Up to date knowledge of TUPE
• Up to date knowledge of Employment Legislation
• Knowledge of NHS T&Cs

Experience

Essential

• Experience of Coordinating Change programmes, including TUPE
• Experience of working within the business to improve performance and productivity
• Experience providing a range of HR advice around application of policies
• Working with a range of data to support workforce intelligence and improvements

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).

UK Registration

Applicants must have current UK professional registration. For further information please see NHS Careers website (opens in a new window).

Employer details

Employer name

Medway NHS Foundation Trust

Address

Medway Maritime Hospital

Gillingham

ME7 5NY

Employer's website

https://www.medway.nhs.uk/ (Opens in a new tab)