Job responsibilities
PRINCIPAL ACCOUNTABILITIES
Organisational - HR Business Partner
Proactively model and establish the HR Business Partner model as a strategic contributor to the achievement of divisional and Trust objectives.
Deal with highly complex and sensitive employee relations matters (disciplinary, grievances, performance, and organisational change), providing comprehensive and professional advice and support to managers and staff across the Trust.
Ensure the provision of effective workforce performance management systems, processes and information and the provision of accurate and timely workforce data and associated advice, guidance, and support to managers.
Be an active member of the divisional management team, helping develop the application of effective HR/OD practice in order to drive performance against objectives and strategy.
Be able to develop robust relationships establishing credibility within the operational services and wider Trust.
Ensure Managers understand their responsibilities with regard to Trust workforce policies and procedures.
Work with divisional leads and management teams to help them develop workforce plans through the identification of workforce requirements, including numbers, skills and behaviours, proactively developing affordable strategies to meet workforce needs.
Lead on/participate in key projects/initiatives as identified e.g., Cost Improvement programmes
Identify workforce information requirements for managers and work with the Workforce Information Analyst to ensure that a suitable portfolio of information is provided to Divisions
Utilise workforce data to present and report to the Divisions/Departments. Analyse and identify trends in data, anticipate workforce issues and work with managers to develop appropriate plans to address these.
Work with management teams to ensure that staff are fully compliant with mandatory training requirements and have regular performance development reviews. Ensure that effective processes are in place for performance management and personal development.
Develop and support a positive employee relations climate through the promotion of effective partnership working with staff side colleagues, ensuring effective mechanisms for staff representation, communication and consultation, and developing an environment of trust, co-operation and involvement.
Offer expert guidance to managers with regard to the design, development, planning and implementation of organisational change. Provide advice and support with regard to the workforce aspects of change, ensuring compliance with Trust policies and procedures and relevant employment legislation.
Act as an advocate of change in support of business and HR strategies and champion best practice HR management, influencing key business decisions to ensure the effective management of staff through the fair, efficient and pragmatic approach
Identify areas of high staff costs and work with managers to help identify and implement approaches to ensure the efficient use of resources.
Provide advice on effective approaches to maximise staff attendance and the management of attendance in accordance with the Attendance Management Policy.
Work with managers to identify and secure workforce productivity improvements using appropriate workforce data and benchmarking information.
Ensure the fair and effective operation of Trust systems for pay and conditions of service for all staff.
Work with managers to develop and support effective systems and practices for staff communication and engagement, including the analysis of data and feedback and the formulation of action plans.
Represent the Trust with regard to Employment Tribunal claims, responding on behalf of the Trust, liaising with external agencies such as employment lawyers, regional Trades Union officers, ACAS and organisations such as the BMA and NMC where appropriate, co-ordinating cases, providing input and agreeing potential outcomes with legal representatives, attending the Employment Tribunal on behalf of the Trust and giving evidence as required.
Contribute to the effective provision of reporting assurance to the People Delivery Group and People Committee
To participate fully in a variety of Trust wide committees and groups including Partnership Forum, H&W and EDIB Steering Group
Represent the HR function as required including attendance at appropriate internal and external meetings.
Quality - HR Governance & Projects
Act as designated lead for the implementation of HR HR/OD projects, e.g. NHS Staff Survey, Culture & Wellbeing and/or Equality, Diversity Inclusion & Belonging as required.
Work closely with the Employee Services Team to ensure a smooth and effective Agenda for Change Job Evaluation process is in place and contribute as a panel member as and when required.
Support the Deputy Director of HR and Senior HR Business Partner in the monitoring and reporting HR governance requirements e.g., mandatory training, PDR compliance and workforce KPIs
Act as Lead for HR Policy Development by developing and maintaining monitoring systems to ensure that policies are reviewed in a timely manner and that appropriate staff and ensure management and staff side consultation is undertaken.
Lead the participation in the NHS Staff Survey, Pulse Surveys within the divisions ensuring a high response rate, providing analysis of the results and the development of action plans.
Identify associated training requirements and develop and deliver training to build leadership awareness and capability.
Support with specific HR contract management by monitoring the performance of service provided through 3rd party providers.
Contribute to the delivery of the NHS People Plan/ LHCH People Strategy and other HR improvement initiatives.
Support the deliver a comprehensive high quality, responsive and customer focussed Medical HR service to senior clinicians/managers and medical staff within the Trust.
Act as a conduit between the HR Business Partners and clinical divisions to ensure medical staffing issues raised and addressed promptly and set up appropriate communication channels to support this approach.
Work closely with the workforce systems team to support the implementation and application of workforce systems including Roster & Employee Online
Work closely with the Recruitment Resourcing Lead and HR Business Partners to ensure the smooth recruitment and on boarding of staff.
Ensure effective communication and networking with other HR Managers/Business Partners across Cheshire and Merseyside to ensure consistency in advice and practice
Ensure effective communication of key information and requirements to managers and staff across the Trust.
Managerial/Leadership
Provide leadership and direction to the HR Business Team to ensure the provision of effective strategic and business focused services and the availability of expert advice and dedicated strategic support across the Trust.
Oversee and support the HR Advisor/Assistants monitoring activity and performance and reporting progress through to the Senior HR Business Partner.
Provide line management support to the Business Team as required, including appraisals, objective setting, providing effective leadership, coaching and support.
Work closely with the Head of Resourcing and OD Team to ensure the effective co-ordination of HR and OD Services
Act as authorised signatory for purchases and payroll matters
Foster a positive climate of employee relations throughout the Trust, developing and maintaining good working relationships with local and regional Trade Union representatives.
Be an advocate for Trust values and associated behaviours and actively coach managers and leaders in reflecting them in practice, providing challenge where appropriate.
Deputise and present at meetings / committees for the Deputy Director of HR and L&D when required.
