Job responsibilities
KEY DUTIES
Operational Service Delivery
Ensure the provision of a pro-active, innovative, effective and high-quality HR service which is responsive to the needs of all stakeholders.
Provision of strategic leadership
Manage and provide professional advice and guidance on highly complex, highly sensitive or highly contentious employee relations issues and enquiries received within the department, providing timely expert advice in order to minimise risk and financial exposure.
Implement effective HR systems to record and monitor all case activity and monitor compliance in relation to data protection, E&D and other HR related legislation including legal costs.
Work in partnership with stakeholders and the Trusts senior management team to identify and implement workforce plans and strategies enabling the successful delivery of the service objectives and achievement of business targets.
Anticipate the impact of external changes on the workforce and develop effective solutions and strategies to support the changing environment.
Support the Head of HR Operations in the delivery of management/workforce information to meet Trusts obligations and priorities.
Work as a member of the HR Operations Senior Management Team to ensure the achievement of the service business plan, objectives and KPIs.
Represent the service at various meetings as required.
Support the Head of HR Operations to maintain and develop professional HR services, systems, records, and quality/control procedures.
Implement and maintain effective recording and monitoring systems for attendance management activity.
Monitor and manage delivery against targets producing regular management and update reports detailing service performance levels.
Proactively seek customer service feedback from stakeholders and make recommendations to the HR Senior Management team.
Develop and implement new policies and SOPS relating to HR as appropriate and ensure that they are embedded within the department which reflect national and local policy and current legislative requirements.
Employee Relations and Stakeholder Management
Maintain effective industrial relations with staff side to ensure the efficient and effective management of cases.
Establish strong relationships with stakeholders to ensure that services are delivered effectively and improvements are made where possible.
Support and promote the health and wellbeing agenda, influencing stakeholders to promote opportunities for improved attendance management.
Work with external organisations i.e. NHS employers enabling the effective management of complex and contentious workforce matters to inform strategy and service development.
Develop effective relationships with stakeholders enabling the continuous improvement in the efficiency and effectiveness of the HR Service.
Develop and sustain effective relationships within the Trust and ensure the service is viewed positively by adding value to the HR Service.
Develop and maintain relationships within the wider HR community to enable networking and sharing of best practice.
Develop and maintain effective internal and external communication networks to support the delivery of the HR Service.
Facilitate the process of involvement, consultations, negotiations with staff and their representatives working closely with the staff side representatives.
Actively promote positive behaviours, the Trusts values and culture across the division.
Champion the Equality and Diversity agenda and proactively support stakeholders to ensure the principles are embedded within their organisations where trainees are on placement.
Advise stakeholders to create an environment of health and well-being. Undertake specific projects where trends or issues arise to ensure that all staff feel valued and respected in the workplace.
Attend stakeholder meetings as required.
Foster a positive climate of employee relations within the service, to sustain an effective partnership approach and develop and maintain good working relationships with representatives of Trade Unions and staff organisations.
Oversee the monitoring of employee relations activity including case type, complexity, and volume of ER cases in the division to diagnose organisational health and other issues for the service which need to be addressed and then working collaboratively with specialist leads to propose appropriate interventions/solutions.
Organisation Development and Strategy
Lead by example, working in partnership with the Learning & Development team; develop a coaching culture across the HRBP service to support personal development and improve people management skills ensuring the continuous professional development of the HRBP and advisory service.
Identify specific employment issues from workforce trends and staff feedback mechanisms implementing HR interventions to meet business needs. Working in partnership with the Senior HR Management team and key stakeholders enabling the successful delivery of a joined-up service for the management of employment and educational matters for staff.
Oversee the design and delivery of HR skills training to internal and external stakeholders as identified to enable effective implementation of policies and procedures.
Lead workforce thinking, encouraging innovation and championing workforce modernisation to support service development.
Act as an advocate of modernisation and change to identify new ways of working that support the efficient delivery of service to key stakeholders.
Lead and project manage key HR initiatives and change programmes in accordance with agreed requirements realising effective co-ordination of people, resource and talent ensuring the benefits are realised.
Embed a culture of continuous learning including the implementation of lessons learned processes for continual service improvement.
Support the Head of HR Operations with the delivery of change management programmes, engagement and staff well-being assisting in the design of key change programmes to ensure they realise effective coordination of people, resource and talent; to ensure that such initiatives are embedded, and the benefits realised.
Proactively horizon scan the broader external climate to identify government policy, economic and other social issues which may affect trends in industrial relations and then proactively anticipate any issues for the Trust ahead of them occurring so contingency plans/solutions can be developed.
As a senior member of the HR team contribute to the development of the Workforce function including policies, strategies and business plans which enable Service corporate aims and objectives to be achieved.
To provide proactive input on contemporary and novel HR models, practices and interventions to ensure that the HR service remains outward looking and receptive to new ideas and approaches.
Co-ordinate the provision of accurate and timely information as requested.
Support stakeholders in the analysis of HR metrics/statistics highlighting any trends.
Support stakeholders in the development of action plans to address any areas which require improvement.
Coach and guide stakeholders on specific employment relations issues emphasising the importance of good record keeping and data protection.
Raising HR Management Capability championing best HRM practice, influencing key business decisions to ensure the effective management of staff through the fair, efficient and pragmatic application of best HR practice; this will include the training and coaching of managers in HR policy and practice and the monitoring and development of best HR practice to embrace diversity in the workforce.
Workforce Planning and Information
Support the implementation of workforce metrics and performance targets and work closely with the Workforce information team to produce regular monitoring reports for effective cascade of management information to key stakeholders.
Analyse workforce information and productivity measures and work with the Head of HR Operations and key stakeholders to develop plans and strategies to support improvement and efficiency within the Service.
Work with the Senior Management team and senior stakeholders to strategically align workforce strategies to enhance service delivery and employee experience.
Identify specific employment issues from workforce trends and staff feedback mechanisms and support the development of local and Trust-wide HR interventions to meet business needs.
Work with the Head of HR to develop metrics which measure contribution of the HRBP roles to Trust objectives.
Team Leadership and Development
Support colleagues in their continuous professional development.
Lead on the monitoring of regular reports on contractual matters escalating any areas of concern to the Head of HR Operations and the Assistant Director of HR Operations.
Be responsible for own development, including attendance at mandatory training and continually keep up to date with changes to employment legislation and best practice.
