Job summary
As a key member of the senior HR team, you will lead and shape the operational HR service to move our strategy and employee relations agenda forward in practice. You'll provide strategic leadership to the HR function, ensuring high standards of people management across the organisation and continue to build our reputation locally as an employer of choice and equality. This is a high-profile leadership role which will play a pivotal role in delivering outstanding HR services enabling the Trust to recruit and retain the best healthcare workforce to deliver its objectives. The role is responsible for leading teams which look after Employee Relations, Medical Staffing and general HR advice and guidance.
You will have outstanding HR leadership and communication skills, a track record of optimising operational performance across complex organisations and the creativity to shape a strong, customer-focused approach within the HR team. You will also have commercial acumen and a well developed understanding of effective employee relations.
Main duties of the job
The Deputy Director of HR (Operations) is responsible for ensuring that the organisation has in place excellent operational HR practice to help support and manage our people.
Whilst not directly responsible for the Trust's culture change programme, the post holder will take a proactive approach in developing the culture of the organisation so that the Trust is genuinely a place that attracts, engages, supports and develops staff.
The post holder will provide strong visible leadership and support with the HR service to ensure individual contributions are maximised and development needs are met whilst ensuring a truly integrated HR service.
The post holder will be responsible for setting the strategic vision for operational services in the development of the operational function, in order to ensure exemplary service and driving through operational improvements across the processes, systems and policies.
Where required the post holder will deputise for the HR Director including attendance at the Trust Board and working with senior colleagues will be responsible for ensuring the delivery of a professional HR service of the highest quality to managers and staff across the Trust
About us
Bedfordshire Hospitals NHS Foundation Trust provides hospital services to a growing population of around 700,000 people living across Bedfordshire and the surrounding areas across two busy hospital sites in Bedford and Luton. Both hospital sites offer key services such as A&E, Obstetrics-led Maternity and Paediatrics.
You will be joining a friendly, high performing Trust committed to ensuring the health and wellbeing of staff. As one of the largest NHS Trusts in our region you will have access to a programme of high quality training and development to help you grow your career. We have state-of-the art facilities placing us at the heart of cutting edge health care. The Trust continues to be committed to delivering the best patient care using the best clinical knowledge and technology available.
Please note that vacancies may close prior to the advertised closing date when sufficient number of applications have been received. Please ensure that you make your application as soon as possible.
All new staff will be subject to a probationary period covering their first six months in post. Travel between hospital sites may be required.
Please review all documents attached to this advert to ensure you familiarise yourself with all requirements of the job.
Job description
Job responsibilities
Please see attached Job Description for full details.
EMPLOYEE RELATIONS
- Provide effective leadership to the Employee Relations function, demonstrating an expert understanding and knowledge of employment law, offering vision and direction to provide an excellent, high quality service. As the senior expert, you will also advise on highly complex and sensitive employee relations matters, including Employment Tribunals and matters involving regulatory bodies/external agencies.
- Provide professional support and direction to encourage early resolution of disciplinary and grievance matters and employment disputes.
- Identify and set appropriate standards across the function and the Trust on employee relations activity, developing a framework for corporate and local reporting.
- As the lead expert, develop HR practice and policies in partnership with key stakeholder/leads, interpreting and assessing national/regional strategy and best practice to enable the Trust to achieve its strategic aim.
- Work with the HR Business Partners to improve and maximise service improvements in employee relations casework, focusing on quality and place to ensure that the Trusts values remain central to all service improvements.
- Work with the HR Business Partners to ensure the provision of expert employee relations advice to staff across the organisation, including managers, HR colleagues and Trade Union representatives.
- Work in partnership with staffside (JSMC & Local Negotiating Committee) representatives to influence and implement change as appropriate.
MEDICAL WORKFORCE
- Provide effective leadership of the medical workforce team to ensure a responsive service that provides excellent advice and support in relation to the medical workforce.
- Working in partnership with the Medical Director, Deputy Medical Directors and other senior medical leaders to identify key workforce priorities. Developing programmes of work that enables successful delivery against those strategic aims and plans.
- Work in partnership with key stakeholders and regulatory bodies to respond to national/local initiatives and plans.
- In partnership with the Head of Medical Workforce, promote and support effective management of workforce systems to help drive agreed benefits in relation to e-rostering and job planning systems.
GENERAL HR ADVICE
- Responsible for developing and effectively implementing, policies associated with pay, workforce and partnership working with trade unions to ensure the adoption of good people management practice.
- Ensuring HR operational teams are working to required standards and measuring performance against key performance indicators. Operating within relevant governance frameworks to ensure effective decision making.
GENERAL DUTIES
- Support the HR Director in providing a comprehensive HR service to the Trust and provide input into the development and delivery of the Trust workforce strategy, business plan, Care Quality Commission standards and other HR related governance and compliance requirements.
- Support the development of a workforce strategy to ensure its implementation through the development of policies and practices which support the Trusts values, business strategy and priorities.
- To lead on strategic departmental HR projects which impact across the Trust, ensuring these fit with the programme of workforce transformation.
- To produce and present reports to senior management and service line meetings as required
HR POLICY AND PRACTICE
- Work together with key stakeholders, develop, communicate and implement best practice HR policies and processes that ensure both compliance with statutory requirements and best practice standards and which support the Trusts business priorities and objectives.
WORKFORCE PERFORMANCE
- To ensure the delivery of Trust-wide workforce performance targets in particular to facilitate the achievement of workforce related targets within the Trust scorecard. To contribute to the development and review of key workforce related performance indicators.
- Lead the development and review of workforce information and productivity measures and ensure their use in policy development, planning, resource allocation and decision making in all aspects of HR management.
PARTNERSHIP
- Develop and oversee collaboration with stakeholders in the development and delivery of HR practices to ensure the engagement of staff and their representatives together with other partner organisations across the sector.
CHANGE MANAGEMENT
- Direct HR support to the development and successful implementation of service improvement and transformation initiatives and other strategic change projects in accordance with established Trust policy and the alignment of such initiatives to HR strategy and workforce planning.
ADVICE & COUNSEL
- Provide clear expert advice and guidance to leaders across the Trust to ensure the efficient and effective resolution of individuals and collective staffing issues.
REWARD
- Oversee the development of pay and benefits strategies which support the recruitment, retention and high performance of the workforce through cost effective and best practice solutions.
EXTERNAL RELATIONSHIPS
- Act as an ambassador for the Trust, representing the organisation to relevant parties, other NHS bodies, regulators, voluntary sector and other relevant organisations, developing constructive relationships to the benefit of the Trust.
Job description
Job responsibilities
Please see attached Job Description for full details.
EMPLOYEE RELATIONS
- Provide effective leadership to the Employee Relations function, demonstrating an expert understanding and knowledge of employment law, offering vision and direction to provide an excellent, high quality service. As the senior expert, you will also advise on highly complex and sensitive employee relations matters, including Employment Tribunals and matters involving regulatory bodies/external agencies.
- Provide professional support and direction to encourage early resolution of disciplinary and grievance matters and employment disputes.
- Identify and set appropriate standards across the function and the Trust on employee relations activity, developing a framework for corporate and local reporting.
- As the lead expert, develop HR practice and policies in partnership with key stakeholder/leads, interpreting and assessing national/regional strategy and best practice to enable the Trust to achieve its strategic aim.
- Work with the HR Business Partners to improve and maximise service improvements in employee relations casework, focusing on quality and place to ensure that the Trusts values remain central to all service improvements.
- Work with the HR Business Partners to ensure the provision of expert employee relations advice to staff across the organisation, including managers, HR colleagues and Trade Union representatives.
- Work in partnership with staffside (JSMC & Local Negotiating Committee) representatives to influence and implement change as appropriate.
MEDICAL WORKFORCE
- Provide effective leadership of the medical workforce team to ensure a responsive service that provides excellent advice and support in relation to the medical workforce.
- Working in partnership with the Medical Director, Deputy Medical Directors and other senior medical leaders to identify key workforce priorities. Developing programmes of work that enables successful delivery against those strategic aims and plans.
- Work in partnership with key stakeholders and regulatory bodies to respond to national/local initiatives and plans.
- In partnership with the Head of Medical Workforce, promote and support effective management of workforce systems to help drive agreed benefits in relation to e-rostering and job planning systems.
GENERAL HR ADVICE
- Responsible for developing and effectively implementing, policies associated with pay, workforce and partnership working with trade unions to ensure the adoption of good people management practice.
- Ensuring HR operational teams are working to required standards and measuring performance against key performance indicators. Operating within relevant governance frameworks to ensure effective decision making.
GENERAL DUTIES
- Support the HR Director in providing a comprehensive HR service to the Trust and provide input into the development and delivery of the Trust workforce strategy, business plan, Care Quality Commission standards and other HR related governance and compliance requirements.
- Support the development of a workforce strategy to ensure its implementation through the development of policies and practices which support the Trusts values, business strategy and priorities.
- To lead on strategic departmental HR projects which impact across the Trust, ensuring these fit with the programme of workforce transformation.
- To produce and present reports to senior management and service line meetings as required
HR POLICY AND PRACTICE
- Work together with key stakeholders, develop, communicate and implement best practice HR policies and processes that ensure both compliance with statutory requirements and best practice standards and which support the Trusts business priorities and objectives.
WORKFORCE PERFORMANCE
- To ensure the delivery of Trust-wide workforce performance targets in particular to facilitate the achievement of workforce related targets within the Trust scorecard. To contribute to the development and review of key workforce related performance indicators.
- Lead the development and review of workforce information and productivity measures and ensure their use in policy development, planning, resource allocation and decision making in all aspects of HR management.
PARTNERSHIP
- Develop and oversee collaboration with stakeholders in the development and delivery of HR practices to ensure the engagement of staff and their representatives together with other partner organisations across the sector.
CHANGE MANAGEMENT
- Direct HR support to the development and successful implementation of service improvement and transformation initiatives and other strategic change projects in accordance with established Trust policy and the alignment of such initiatives to HR strategy and workforce planning.
ADVICE & COUNSEL
- Provide clear expert advice and guidance to leaders across the Trust to ensure the efficient and effective resolution of individuals and collective staffing issues.
REWARD
- Oversee the development of pay and benefits strategies which support the recruitment, retention and high performance of the workforce through cost effective and best practice solutions.
EXTERNAL RELATIONSHIPS
- Act as an ambassador for the Trust, representing the organisation to relevant parties, other NHS bodies, regulators, voluntary sector and other relevant organisations, developing constructive relationships to the benefit of the Trust.
Person Specification
Qualifications & Education
Essential
- oMasters level education or equivalent experience
- oMCIPD qualified or equivalent experience
- oEvidence of continued professional development
Desirable
Experience & Knowledge
Essential
- oSenior management experience at a very senior level in an organisation of comparable size and complexity
- oExperience of successful human resource management and people development in a large complex public or private organizational
- oExperience of contributing to corporate strategy outside field of expertise
- oKnowledge and experience of organisation, team and individual interventions to drive improvement.
- oExperience of building, maintaining and utilizing successful partnerships across a range of organisations
- oExperience of managing significant budgets and achieving recurrent savings
- oExperience of driving innovative recruitment and retention solutions
- oThorough and up to date knowledge of employment law and its impact on the working environment
- oExtensive knowledge of employee relations and clarity of approach in dealing with highly specialized staff groups
Skills
Essential
- oStrong and credible leadership skills
- oStrong commitment to action to achieve equality and diversity in the NHS workforce
- oExcellent communication skills: clear and persuasive in speech and writing, able to articulate a strong vision and direction and adept at handling difficult and sensitive situations
- oStrategic and critical thinker, skilled in analysis and synthesis or information
Personal Skills
Essential
- oResilient and tenacious attitude
- oTeam player
- oVisible role model at all times for trust values and behaviours
Person Specification
Qualifications & Education
Essential
- oMasters level education or equivalent experience
- oMCIPD qualified or equivalent experience
- oEvidence of continued professional development
Desirable
Experience & Knowledge
Essential
- oSenior management experience at a very senior level in an organisation of comparable size and complexity
- oExperience of successful human resource management and people development in a large complex public or private organizational
- oExperience of contributing to corporate strategy outside field of expertise
- oKnowledge and experience of organisation, team and individual interventions to drive improvement.
- oExperience of building, maintaining and utilizing successful partnerships across a range of organisations
- oExperience of managing significant budgets and achieving recurrent savings
- oExperience of driving innovative recruitment and retention solutions
- oThorough and up to date knowledge of employment law and its impact on the working environment
- oExtensive knowledge of employee relations and clarity of approach in dealing with highly specialized staff groups
Skills
Essential
- oStrong and credible leadership skills
- oStrong commitment to action to achieve equality and diversity in the NHS workforce
- oExcellent communication skills: clear and persuasive in speech and writing, able to articulate a strong vision and direction and adept at handling difficult and sensitive situations
- oStrategic and critical thinker, skilled in analysis and synthesis or information
Personal Skills
Essential
- oResilient and tenacious attitude
- oTeam player
- oVisible role model at all times for trust values and behaviours
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).
Additional information
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).
