Job summary
The role of HR Business Partner is critical to the smooth running of our workforce service within Pennine Care. Aligned to one of our service Networks, this role will cover a number of services for our Care Hubs and involve working as an integral member of the Network management team, support and contribute to the delivery of services and the Trust's objectives within the Network business unit through the provision and management of an effective, efficient and comprehensive Workforce service.
Main duties of the job
- Work collaboratively with the Network Director, managers and other stakeholders to support the forward planning, modernisation and transformation, engagement and performance of the workforce, embedding good HR practice and raising people management capability within the division.
- In line with development priorities, collaborate with other members of the Workforce and OD service in developing initiatives that create and add value to the business and performance of the Trust.
About us
We are proud to provide high quality mental health and learning disability services, both inpatient and in the community across five boroughs of Greater Manchester - Bury, Oldham, Rochdale, Stockport and Tameside and Glossop.
Our vision is for a happier and more hopeful life for everyone in our communities and our staff work hard to deliver the very best care for the people who use our services. Were really proud of our #PennineCarePeople and do everything we can to make sure were a great place to work.
All individuals regardless of race, age, disability, ethnicity, nationality, gender, gender reassignment, sexual orientation, religion or belief, marriage and civil partnership are encouraged to apply for this post. We would also encourage applications from individuals with a lived experience of mental illness, either individually or as a carer.
Job description
Job responsibilities
- Working closely with the Service Heads, Directors and Network managers, and as a full member of the Network management team, ensure the provision of a comprehensive Workforce service designed to meet the needs of the Network, supporting achievement of our Care Hub objectives whilst ensuring professional and consistent HR practice.
- Lead the development of effective people management expertise amongst managers within the division, coaching and supporting them in developing the skills necessary to effectively manage and engage their staff.
- Commission input from OD and Clinical and Professional service lines and the transaction/compliance services according to Network priorities and hold these functions to account on behalf of Network.
- Provide guidance and advice to managers on appropriate mechanisms/ approaches to managing organisational change and to lead on workforce elements of the organisational change process, ensuring that change takes place smoothly and as seamlessly as possible, through:
- Ensuring there is well-timed and effective communication with staff and their representatives.
- The development of implementation frameworks for change management proposals ensuring full compliance with employment law and good practice.
- To develop a positive and proactive approach to employment relations by building strong and effective partnerships between managers, clinicians, staff and their representatives and utilising agreed frameworks for consultation and negotiation as necessary.
- To identify and progress early interventions to minimise workplace conflict and assess the feasibility of introducing alternative approaches to resolving disputes.
- To support formal and informal mechanisms for consultation which involve staff in the planning and delivery of care.
- To liaise with the Employment Relations Team in providing advice and support to investigating officers, acting as a panel member in employment related hearings and appeals, providing senior advice and support to managers, considering the evidence presented to determine the appropriate action / outcome and advising on policy and procedural interpretation and organisational precedents.
- To liaise with external agencies such as other health care organisations, employment lawyers, solicitors, CIPD, other professional registration bodies, Department of Health as appropriate.
- To work collaboratively with the Network in providing a workforce planning service to programme groups, service/team managers and Service Directors. Advising on workforce aspects of the development of integrated service and workforce plans across the Pennine Care footprint.
- To commission appropriate input from the Workforce and Corporate teams to enable and support the development of people plans in the Network.
- To commission support and liaison with the Employment relations Team in the effective and proactive management of ER casework and investigations.
- To support managers in implementation of the integrated plans, providing advice and support, as necessary, in relation to change management issues such as re-profiling, skill mix and the more effective use of staffing.
- To assist the Network Director in developing and implementing where appropriate recovery plans for those key workforce measures/areas that are highlighted as underperforming e.g. sickness absence, resourcing, staff engagement, etc.
- To produce regular feedback reports providing updates to the Head of Workforce and contribute to Divisional/corporate reports on Workforce activity in identified areas e.g. policy, project and legal developments and Workforce Key Performance Indicators.
- To liaise with other Workforce and OD colleagues as appropriate to maintain effective communication links and develop collaborative working, ensuring that good practice and learning is shared and developed and to facilitate seamless service delivery.
- To deputise for the Head of Workforce as appropriate.
- To ensure that the Network is aware of and appropriately involved in Trust-wide Workforce and OD initiatives and that all necessary actions arising from such initiatives are implemented within the Network.
- To support and take the lead on specific project/development areas to achieve the implementation of strategic Workforce and OD objectives.
- To take responsibility for developing various corporate policies and procedures as required.
- To develop training and other procedural or developmental interventions to support policy implementation and management capability to enable them to carry out their duties in relation to people management.
- To lead specific initiatives as well as developing elements of the Workforce service/strategy in line with priorities.
- To act as a champion for best practice, enhancing the reputation of the Workforce service across the organisation.
Job description
Job responsibilities
- Working closely with the Service Heads, Directors and Network managers, and as a full member of the Network management team, ensure the provision of a comprehensive Workforce service designed to meet the needs of the Network, supporting achievement of our Care Hub objectives whilst ensuring professional and consistent HR practice.
- Lead the development of effective people management expertise amongst managers within the division, coaching and supporting them in developing the skills necessary to effectively manage and engage their staff.
- Commission input from OD and Clinical and Professional service lines and the transaction/compliance services according to Network priorities and hold these functions to account on behalf of Network.
- Provide guidance and advice to managers on appropriate mechanisms/ approaches to managing organisational change and to lead on workforce elements of the organisational change process, ensuring that change takes place smoothly and as seamlessly as possible, through:
- Ensuring there is well-timed and effective communication with staff and their representatives.
- The development of implementation frameworks for change management proposals ensuring full compliance with employment law and good practice.
- To develop a positive and proactive approach to employment relations by building strong and effective partnerships between managers, clinicians, staff and their representatives and utilising agreed frameworks for consultation and negotiation as necessary.
- To identify and progress early interventions to minimise workplace conflict and assess the feasibility of introducing alternative approaches to resolving disputes.
- To support formal and informal mechanisms for consultation which involve staff in the planning and delivery of care.
- To liaise with the Employment Relations Team in providing advice and support to investigating officers, acting as a panel member in employment related hearings and appeals, providing senior advice and support to managers, considering the evidence presented to determine the appropriate action / outcome and advising on policy and procedural interpretation and organisational precedents.
- To liaise with external agencies such as other health care organisations, employment lawyers, solicitors, CIPD, other professional registration bodies, Department of Health as appropriate.
- To work collaboratively with the Network in providing a workforce planning service to programme groups, service/team managers and Service Directors. Advising on workforce aspects of the development of integrated service and workforce plans across the Pennine Care footprint.
- To commission appropriate input from the Workforce and Corporate teams to enable and support the development of people plans in the Network.
- To commission support and liaison with the Employment relations Team in the effective and proactive management of ER casework and investigations.
- To support managers in implementation of the integrated plans, providing advice and support, as necessary, in relation to change management issues such as re-profiling, skill mix and the more effective use of staffing.
- To assist the Network Director in developing and implementing where appropriate recovery plans for those key workforce measures/areas that are highlighted as underperforming e.g. sickness absence, resourcing, staff engagement, etc.
- To produce regular feedback reports providing updates to the Head of Workforce and contribute to Divisional/corporate reports on Workforce activity in identified areas e.g. policy, project and legal developments and Workforce Key Performance Indicators.
- To liaise with other Workforce and OD colleagues as appropriate to maintain effective communication links and develop collaborative working, ensuring that good practice and learning is shared and developed and to facilitate seamless service delivery.
- To deputise for the Head of Workforce as appropriate.
- To ensure that the Network is aware of and appropriately involved in Trust-wide Workforce and OD initiatives and that all necessary actions arising from such initiatives are implemented within the Network.
- To support and take the lead on specific project/development areas to achieve the implementation of strategic Workforce and OD objectives.
- To take responsibility for developing various corporate policies and procedures as required.
- To develop training and other procedural or developmental interventions to support policy implementation and management capability to enable them to carry out their duties in relation to people management.
- To lead specific initiatives as well as developing elements of the Workforce service/strategy in line with priorities.
- To act as a champion for best practice, enhancing the reputation of the Workforce service across the organisation.
Person Specification
Education / Qualifications
Essential
- oMaster's Degree or equivalent.
- oMCIPD qualified or equivalent.
- oEvidence of ongoing professional development through self study or short courses.
Desirable
- oFCIPD
- oJob matching trained
- oQualified coach
Knowledge & Experience
Essential
- oSubstantial experience working at HR Managerial/Senior HR level.
- oExperience of leading a team of HR professionals
- oExperience of leading a modernisation agenda
- oExperience of working with a unionised environment including consultation and negotiation.
- oExperience of change management.
- oExperience of policy development.
- oExperience of budgetary management and financial processes
- oKnowledge of TUPE transfers.
- oProject management experience.
Desirable
- oExperience of working in the NHS
- oOD experience
Skills and Abilities
Essential
- oThorough knowledge of employment legislation, case law and best practice
- oThorough understanding of National NHS HR and oThorough understanding of National NHS HR and workforce agenda, including Agenda for change
- oExcellent interpersonal skills, ability to manage relationships and influence others
- oWell developed diplomacy and political skills.
- oProven track record of taking the initiative and driving forward improved ways of working.
- oExcellent verbal and written skills with the ability to communicate highly complex, sensitive or contentious information to a range of audiences
- oAbility to manage a diverse agenda and to deliver and work under pressure to meet deadlines.
- oWell developed analytical and judgement skills
- oAbility to use PC equipment including Microsoft outlook, word, PowerPoint and excel
- oCommitment to diversity and a sound awareness of equal opportunity issues
- oAbility to lead, influence and negotiate on difficult matters working in partnership with managers and staff side organisations.
- oAbility to utilise data and manipulate software to produce statistical reports
Desirable
- oUnderstanding of key strategic workforce/HR issues within NHS and local healthcare economy.
Person Specification
Education / Qualifications
Essential
- oMaster's Degree or equivalent.
- oMCIPD qualified or equivalent.
- oEvidence of ongoing professional development through self study or short courses.
Desirable
- oFCIPD
- oJob matching trained
- oQualified coach
Knowledge & Experience
Essential
- oSubstantial experience working at HR Managerial/Senior HR level.
- oExperience of leading a team of HR professionals
- oExperience of leading a modernisation agenda
- oExperience of working with a unionised environment including consultation and negotiation.
- oExperience of change management.
- oExperience of policy development.
- oExperience of budgetary management and financial processes
- oKnowledge of TUPE transfers.
- oProject management experience.
Desirable
- oExperience of working in the NHS
- oOD experience
Skills and Abilities
Essential
- oThorough knowledge of employment legislation, case law and best practice
- oThorough understanding of National NHS HR and oThorough understanding of National NHS HR and workforce agenda, including Agenda for change
- oExcellent interpersonal skills, ability to manage relationships and influence others
- oWell developed diplomacy and political skills.
- oProven track record of taking the initiative and driving forward improved ways of working.
- oExcellent verbal and written skills with the ability to communicate highly complex, sensitive or contentious information to a range of audiences
- oAbility to manage a diverse agenda and to deliver and work under pressure to meet deadlines.
- oWell developed analytical and judgement skills
- oAbility to use PC equipment including Microsoft outlook, word, PowerPoint and excel
- oCommitment to diversity and a sound awareness of equal opportunity issues
- oAbility to lead, influence and negotiate on difficult matters working in partnership with managers and staff side organisations.
- oAbility to utilise data and manipulate software to produce statistical reports
Desirable
- oUnderstanding of key strategic workforce/HR issues within NHS and local healthcare economy.
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).
UK Registration
Applicants must have current UK professional registration. For further information please see
NHS Careers website (opens in a new window).
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).
UK Registration
Applicants must have current UK professional registration. For further information please see
NHS Careers website (opens in a new window).
