HR/OD Business Partner

Job description

Job responsibilities

Work as a key member of the divisional senior leadership team, coaching and influencing practice and behaviour at the most senior level to deliver safe, effective patient care.

Work as a key member of the workforce management team, role modelling behaviour and providing expert guidance and applying judgement to highly complex situations.

Act as a strategic business partner to the division. Develop thorough understanding of the wider business team objectives and strategic direction, contributing to the decision-making process and ensuring all workforce requirements are identified, planned and delivered through a robust workforce plan.

Influence and drive business thinking and develop HR processes that support operational business objectives, organisational design and resource plans and advise and support the implementation of workforce change processes as appropriate.

Providing expert advice and support on employee relations issues, offering employment legislation and legal terms and conditions advice, whilst ensuring continuity of patient service delivery.

Ensure the division and its teams, are provided with accurate and timely Workforce/OD information as required to support the performance management of the divisions, identify and mitigate risks and escalate issues where required.

Manage workforce risks in their area and use workforce and clinical quality data information to drive and influence change.

Understand the reasons behind negative workforce issues - high bank and agency spend, high sickness, poor staff satisfaction, bullying and harassment etc. taking appropriate action to ensure there is a reduction without having a detrimental effect on patient care.

Ensure managers at all levels have a thorough understanding of their role and responsibilities in the recruitment process and have the relevant skills to perform this role.

Provide expert consultancy advice to support effective people management of staff across the organisation

Work with the OD practitioners to develop the leadership capability of line managers, coaching and equipping them with the knowledge, skills and values to handle the challenges of line management professionally, consistently and in a timely manner to facilitate the culture of continuous improvement and staff engagement and to deliver change.

Foster a positive climate of employee relations in the Trust, to support the implementation of a partnership approach and develop and maintain good working relationships with representatives of Trade Unions and staff organisations.

Develop and maintain expertise in HR practice and legislation and impart this knowledge to managers and staff across the Trust.

Support the divisions to identify problems, develop appropriate interventions and solutions by facilitating improvement processes concerning individual and team performance.

Be creative in resolving problems with difficult and complex HR issues to avoid an impact on front line services.

Undertake organisational change projects and provide expert HR input to consultation and change management in line with Trust policy, procedures and employment legislation.

Undertake the development and review of Trust wide employment policies and procedures, ensuring that they comply with employment law and are aligned with the Trusts corporate objectives.

Undertake investigations in line with Trust policies and procedures, participate in grievance and disciplinary panels and support the wider work of the Workforce and OD Directorate in developing a positive employee relations culture.

As a senior member of the Workforce and OD Directorate empower staff to achieve continuous improvement and new ways of working across the Directorate e.g. modernised working practices

General

Provide professional leadership to the wider HR team, providing coaching, mentoring, support and advice for HR colleagues on all aspects of HR work eg casework, employee relations issues. Manage the budget in consultation with the Head of Strategic HR identifying savings as appropriate. Authorised to sign expenses claims.

Ensure the continued professional development of team members.

The post holder must comply with all relevant policies, procedures and training on infection prevention and control.

Additional information

Physical Effort

Frequent requirement for sitting or standing in a restricted position for substantial periods of time.

Mental Effort

Frequent requirement for prolonged concentration and pro-active engagement with stakeholders.

Working Conditions

Frequent requirement to travel across the Trust site and external meetings.

Emotional Effort

Frequent exposure to challenging behaviours/situations in the process of developing individuals and teams and coaching for performance and innovation.

Person Specification

Qualifications

Essential

• oMember CIPD
• oEducated to Masters level or equivalent experience
• oEvidence of Continuing Professional Development

Experience

Essential

• Thorough understanding of contemporary HR practices, looking outward at the best organisations nationally
• Senior HR experience in a large complex organisation
• Evidence of providing HR professional advice and support at senior level and to interpret policies correctly but constructively so as to help the Trust achieve its objectives in a risk managed way
• Experience of developing, negotiating and delivering HR policies
• Significant experience of managing staff
• Demonstrate transformational change management experience in a large complex organisation
• Significant knowledge of employment law and its application. Successful experience of advising on employee relations issues with strong legal knowledge.

Knowledge

Essential

• Knowledge and understanding of key NHS issues including national and local policy drivers
• Demonstrable experience of working effectively with Trade Unions

Skills

Essential

• Visible leadership
• Excellent interpersonal skills and the ability to influence others
• Able to lead, develop and motivate team working
• Excellent communication skills, both verbal and written
• Strong analytical skills
• Ability to work on own initiative and as part of multi -purpose teams
• Ability to cope with tight deadlines and competing priorities
• Well developed customer service skills
• Experience of demonstrable ability developing strong working relationships at all levels of the organisation
• Effective IT skills
• Ability to give clear advice to senior managers and stakeholders and to interpret policies correctly but constructively so as to help the Trust achieve its objectives in a risk managed way

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

Blackpool Teaching Hospitals NHS Foundation Trust

Address

Blackpool Teaching Hospitals

Whinney Heys Road

Blackpool

FY3 8NR

Employer's website

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