Job summary
Band 8b Human Resources Business Partner
An exciting opportunity has arisen to join the organisation as an HR Business Partner. As a member of the People and OD Senior Leadership team, your main focus will be to support our Divisions and provide proactive, value adding, strategically aligned leadership to the Divisional Management Team in the development and delivery of our People Strategy, aligned to the wider NHS People Promise.
Working under the leadership of a Deputy Chief People Officer and joining a friendly, supportive and progressive business partnering team, this role provides an excellent opportunity to participate in Trust-wide workforce projects, contributing and leading on the development of policies, strategies and plans, ensuring their alignment with business objectives, Trust values and best practice.
The post holder should be able to travel multi-site - West Middlesex , Harbour Yard and Chelsea Hospital
Main duties of the job
We are looking for a highly motivated, responsive and enthusiastic HR professional with a significant amount of experience of working effectively at a senior level in large, complex, high performing environments and the passion to deliver the people agenda, so that our patients get outstanding care from our highly motivated people.
If you have the commitment to drive forward our People Strategy and want to make a significant contribution to ensuring we provide the best experience for our people to deliver excellent outcomes for our patients, we would love to hear from you.
About us
Chelsea and Westminster Hospital NHS Foundation Trust is proud to be one of the top performing and safest trusts in England. We have two main acute hospital sites--Chelsea and Westminster Hospital and West Middlesex University Hospital, plus our award-winning clinics across North West London and beyond.
Job description
Job responsibilities
- Proactively contribute to the development of divisional workforce plans, ensuring that workforce plans are consistent with corporate workforce priorities and that financial, activity and HR metrics are aligned.
- Support the development of business cases and service development plans ensuring that productivity metrics, workforce and role redesign options are fully explored.
- Set and agree key workforce performance indicators for the division and clinical directorates, analysing data each reporting period and driving discussions with divisional management teams to ensure plans are put in place to resolve areas of concern.
- Lead organisational thinking regarding external changes and impact on the divisions workforce and work in collaboration with professional leads in the development of innovative workforce interventions, solutions and best practice ways of working.
- Proactively seeks to understand readiness for change plans across the division and develop and lead initiatives to ensure successful implementation with key stakeholders, including engaging and consulting with trade unions. Ensure structural change is well managed.
- Drive strategic discussions in the areas of people and succession planning to ensure the division has the right talent in the right place at the right time, forecasting people needs and ensuring that these are being met.
- Develop and monitor recruitment and retention strategies for hard to fill posts and ensure recruitment controls are in place
- Lead on the development of a climate of active staff engagement in support of the objectives of the Trust, in particular the delivery of exemplary patient safety and experience.
- Use the national staff survey and develop innovative ways of tracking and reporting on staff experience, to develop interventions to enhance engagement.
- Promote organisational development and change across the division by understanding and interpreting leadership issues and delivering innovative leadership development solutions that change behaviours.
- Champion the continuous development of leadership capability by
- Leading the divisions talent management process and aggregate development requirements to inform training needs
- Ensuring line managers are trained and supported in dealing with staff management issues.
- Leading on the delivery of division wide coaching to build capability
- Developing bespoke organisational development and training initiative
- In conjunction with professional leads and the learning & development team, proactively lead the improvement of capability across the divisional teams at every level, ensuring performance is managed effectively and agreeing development activities through central programmes and division specific development activities
Job description
Job responsibilities
- Proactively contribute to the development of divisional workforce plans, ensuring that workforce plans are consistent with corporate workforce priorities and that financial, activity and HR metrics are aligned.
- Support the development of business cases and service development plans ensuring that productivity metrics, workforce and role redesign options are fully explored.
- Set and agree key workforce performance indicators for the division and clinical directorates, analysing data each reporting period and driving discussions with divisional management teams to ensure plans are put in place to resolve areas of concern.
- Lead organisational thinking regarding external changes and impact on the divisions workforce and work in collaboration with professional leads in the development of innovative workforce interventions, solutions and best practice ways of working.
- Proactively seeks to understand readiness for change plans across the division and develop and lead initiatives to ensure successful implementation with key stakeholders, including engaging and consulting with trade unions. Ensure structural change is well managed.
- Drive strategic discussions in the areas of people and succession planning to ensure the division has the right talent in the right place at the right time, forecasting people needs and ensuring that these are being met.
- Develop and monitor recruitment and retention strategies for hard to fill posts and ensure recruitment controls are in place
- Lead on the development of a climate of active staff engagement in support of the objectives of the Trust, in particular the delivery of exemplary patient safety and experience.
- Use the national staff survey and develop innovative ways of tracking and reporting on staff experience, to develop interventions to enhance engagement.
- Promote organisational development and change across the division by understanding and interpreting leadership issues and delivering innovative leadership development solutions that change behaviours.
- Champion the continuous development of leadership capability by
- Leading the divisions talent management process and aggregate development requirements to inform training needs
- Ensuring line managers are trained and supported in dealing with staff management issues.
- Leading on the delivery of division wide coaching to build capability
- Developing bespoke organisational development and training initiative
- In conjunction with professional leads and the learning & development team, proactively lead the improvement of capability across the divisional teams at every level, ensuring performance is managed effectively and agreeing development activities through central programmes and division specific development activities
Person Specification
Education and qualifications
Essential
- Educated to Master's degree level or equivalent. Significant active operational HR experience.
- Graduate of the CIPD
- MCIPD
Experience
Essential
- Successful track record of working as an HR Business Partner and delivering to agreed targets.
- Significant experience of facilitating and managing change
- Demonstrable success in delivering large scale change
- Evidence of effective working at a senior level in large, complex, high performing environments.
- Experience of developing workforce strategies and plans.
- Experience designing and delivering a range of workforce development initiatives designed to improve workforce KPIs or staff engagement.
- Experience in delivering range of training on HR issues.
- Vast Acute NHS experience
- Relevant years of experience at HRBP level.
Skills and knowledge
Essential
- Specialist knowledge across a range of HR topics
- Able to analyse, provide authoritative advice on and manage highly complex and sensitive situations where there is often conflict
- Ability to analyse and understand business, financial and workforce data
- Ability to interpret and apply HR knowledge to the Trust workforce strategy
- Sound, up to date knowledge of HR best practice
- Demonstrable coaching behaviours and ability to model these to managers and leaders at all levels
- Excellent interpersonal skills and ability to form productive collaborative working relationships
- Highly developed persuasive, motivational and negotiating skills
- Ability to write and present succinct reports, with data analysis, on complex workforce issues
Person Specification
Education and qualifications
Essential
- Educated to Master's degree level or equivalent. Significant active operational HR experience.
- Graduate of the CIPD
- MCIPD
Experience
Essential
- Successful track record of working as an HR Business Partner and delivering to agreed targets.
- Significant experience of facilitating and managing change
- Demonstrable success in delivering large scale change
- Evidence of effective working at a senior level in large, complex, high performing environments.
- Experience of developing workforce strategies and plans.
- Experience designing and delivering a range of workforce development initiatives designed to improve workforce KPIs or staff engagement.
- Experience in delivering range of training on HR issues.
- Vast Acute NHS experience
- Relevant years of experience at HRBP level.
Skills and knowledge
Essential
- Specialist knowledge across a range of HR topics
- Able to analyse, provide authoritative advice on and manage highly complex and sensitive situations where there is often conflict
- Ability to analyse and understand business, financial and workforce data
- Ability to interpret and apply HR knowledge to the Trust workforce strategy
- Sound, up to date knowledge of HR best practice
- Demonstrable coaching behaviours and ability to model these to managers and leaders at all levels
- Excellent interpersonal skills and ability to form productive collaborative working relationships
- Highly developed persuasive, motivational and negotiating skills
- Ability to write and present succinct reports, with data analysis, on complex workforce issues
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.
UK Registration
Applicants must have current UK professional registration. For further information please see
NHS Careers website (opens in a new window).
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.
UK Registration
Applicants must have current UK professional registration. For further information please see
NHS Careers website (opens in a new window).