HR Business Partner - Specialised, Secure and CAMHS

Job description

Job responsibilities

1. Business partnering practice

Develop and demonstrate a thorough understanding of the people issues within designated area to ensure that their workforce solutions are identified, planned and delivered on a timely basis.

Develop excellent working relationships and stakeholder engagement at all levels within designated area to enable the effective diagnosis of people issues and the development of solutions.

Contribute to the on-going development of the AWP Workforce Strategy and plans and ensure the Workforce Strategy is communicated and understood and that plans are implemented. Provide specialist HR advice and lead interventions to enable and support the delivery of the AWPs vision, business plans and cost improvement plans.

Ensure that all case work is handled effectively, taking a lead role when required, e.g. disciplinary hearings where there is the possibility of dismissal. Identify the need within designated Divisions for advice on particularly complex, sensitive or high profile/risk employee relations cases, facilitating the provision of options appraisals and risk assessments of possible courses of action.

Work collaboratively with the wider HR Directorate team to ensure effective communication and integration, sharing knowledge and information to deliver a seamless service to the organisation.

2. Workforce plans and workforce reporting

Contribute to the development of AWPs Workforce Plan and lead on the implementation in designated Divisions.

Provide strategic and specialist advice on the workforce impacts and implications of short and long term business planning to enable the Division to meet present and future business challenges.

Act as an advocate of change and support managers in identifying and implementing workforce solutions, such as new ways of working, workforce reconfiguration, role redesign, career pathways and use of development pathways such as apprenticeships.

Present and analyse workforce information for designated Division, including the Workforce Dashboard, including staff-in-post, recruitment/ vacancies, sickness absence, turnover/ retention data, statutory and mandatory training, appraisal and supervision rates, employee relations data and soft intelligence, identifying areas of concern.

3. Recruitment and reward plans

Provide expert advice and act as the front line contact with key stakeholders in Division to assess current and future needs to ensure that recruitment plans are aligned with divisional business plans.

Understand the root causes of resourcing issues within designated Division and devise and implement actions to unblock issues; this may include problem solving through mechanisms such as use of recruitment payments.

Develop effective recruitment planning and take action to ensure that vacancy levels are appropriately managed and short term, high cost temporary solutions are minimised.

4. OD Plan

Support the embedding of the AWP values within areas of responsibility and across the organisation by supporting managers and teams to live the values and to challenge behaviours that are not in line with those values.

Analyse data from the annual staff survey, exit interviews, and retention surveys to understand the root causes of issues within designated Division where specific interventions may be required.

5. Leadership Development Plan

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 AWPs strategic direction and HR Strategy.

Role model effective leadership skills, managing and coaching managers in Division to enhance performance, learning and skills, communicating clear standards and supporting them to reach their full potential.

6. Learning and Development Plan

Effectively progress the learning and development agenda in Division, in line with AWPs Learning and Development Plan, seeking support from the AWP subject matter expert as required.

7. Equality, Diversity and Inclusion

Effectively progress the equalities agenda of a diverse workforce in Division, in line with AWPs diversity and equality agenda, seeking support from the AWP subject matter experts as required.

Ensure that equality and diversity issues are recognised and addressed in accordance with legislation, policies and procedures.

8. Well-being and retention plan

Work with Division to progress the staff well-being and retention agenda, in line with AWPs wellbeing and retention plan, seeking support from the AWP subject matter experts as required.

Ensure that well-being and retention issues are recognised and addressed in accordance with legislation, policies and procedures.

Work with Division and HR colleagues to promote well-being in all aspects of people management including recruitment, selection, management and development of staff.

9. Team management

Provide line management to HR staff within a designated team.

Please see the HRBP job description for full details.

Person Specification

Qualification

Essential

• CIPD qualified
• Educated to degree level or equivalent plus further training and experience to post graduate diploma level.

Knowledge/Experience

Essential

• Specialist knowledge across a range of HR practices.
• Significant experience of working in a large complex organisation
• Experience of delivering projects against timescales
• Demonstrable experience of delivering improvements to services or systems
• Effective influencing with individuals at all levels.

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).

Employer details

Employer name

Avon & Wiltshire Mental Health Partnership NHS Trust

Address

NHS Bath House

Bath

BA1 3QE

Employer's website

http://www.awp.nhs.uk/about-us/working-for-us/ (Opens in a new tab)