Job summary
An exciting opportunity has arisen to join the People and Organisational Development teamat Sheffield Children's NHS Foundation Trust, providing strategic HR advice and support, to the senior leadership team of designated Care Groups/Directorates, ensuring this is linked to Trust strategy and objectives of outstanding patient care, brilliant place to work and leader in child health.
This is an exciting time to join the Business Partnering team , we are looking for someone with the skillset, commitment and enthusiasm to develop this role further. The role will involve hybrid working i.e. working on site alongside Care Groups/divisional teams as well as homeworking.
Your role will be to enable the delivery of the Trust People Plan through development of Care Groups/Directorates objectives/focus to increase/improve levels of colleague wellbeing, engagement and inclusion, along with working closely with Resourcing team and wider People and OD Directorate to support the delivery of Trust objectives and People Plan.
This is a 12 month fixed term post due to secondment cover. The post will provide Business Partnering support to Corporate Services leadership teams and also undertake project and policy work to support the operational HR advice team.
Main duties of the job
- The post-holder will have a lead responsibility as a HR Business Partner for designated Care Groups/Directorates.
- To work as a HR Business Partner and autonomous practitioner aligned to designated Care Groups/directorates by providing a strategic, business focused, comprehensive and professional HR advice service to all colleagues (including Medical).
- Provide assurance to the Director of People & OD of the development, implementation and delivery of the Trust's People Plan within the designated Care Groups through reporting on the progress of the achievement of the key performance indicators.
- Create long term strategic plans with Care Groups/directorates to achieve people key performance indicators and to respond to specific needs i.e. staff survey results, NHS People Plan.
- To work in partnership with Care Group/Directorate senior leadership teams and managers to achieve their business objectives through the fair and effective leadership and management of their people, reducing corporate liabilities through effective risk management of Human Resources including advice on very complex employment issues.
- Work as a full member of the extended triumvirate for the nominated Care Group - required to input intellectually, engage, and take accountability for a range of business matters, outside of the sphere of people and OD (i.e. performance, finance, strategy, quality).
About us
Sheffield Children's is one of three independent, specialist paediatric hospitals in the country, providing dedicated healthcare for children and young people across community, mental health and acute specialist settings.
We have three overarching aims that set the direction for the Trust in our vision "to create a healthier future for children and young people."
- Outstanding patient care
- Brilliant place to work
- Leader in children's health
Our commitment to rewarding colleagues is demonstrated through our brilliant reward and benefits offer including; generous annual leave entitlement and pension scheme and access to salary sacrifice schemes such as cycle to work and lease cars.
We are committed to supporting colleagues from different heritages and lifestyles while at work. This is supported through the offer we have in place for flexible working and the three equality network groups we have in place. Colleagues are encouraged to join these groups and request flexible working.
Job description
Job responsibilities
Strategic Planning & Organisational Development:
- Supporting the Head of People Business Partnering in the development of innovative people practices which support Trust strategy and objectives.
- Provide effective strategic support and advice to shape change management and business transformation initiatives in line with Trust policy.
- Play an active role in the annual business planning cycle, ensuring that an integrated approach is taken to workforce planning including wider workforce projects.
- Contribute to financial, activity and workforce planning through workforce planning reviews, efficiency programmes and temporary staffing controls.
- Plan and implement the design and delivery of relevant group/directorate strategies including organisational restructures and change management programmes including TUPE.
- Analyse and interpret workforce information to facilitate the development of robust strategies.
- Represent the HR Department or People and OD Directorate and the Trust at formal internal and external meetings including to deputise for the Head of People Business Partnering.
Operational HR Management:
- Developing a partnering approach to customer relations. Providing proactive and supportive advice to managers on strategic, tactical and operational HR issues, including restructuring, Medical & Dental and Agenda for Change terms and conditions of service, legislation, sickness absence, disciplinary, grievances, recruitment etc.
- Being proactive change agents working alongside managers to bring about changes to services and people approaches ensuring that timely and appropriate employee consultation is initiated in line with policies and procedure.
- Assist managers in the interpretation of policy and HR solutions to provide a quality patient centred service.
- Attend operational meetings and strategic meetings to provide HR input.
- Support managers with resourcing decisions working in partnership with the Resourcing team to ensure delivery of recruitment activity.
- Maintain and develop positive employee relations and wider employee involvement in partnership with recognised Staff Side and regional trade union representatives
- Support development of high quality job descriptions to ensure effective and appropriate job evaluation.
- Lead on the review, development, co-ordination and implementation of HR policies across the People and OD Directorate ensuring good governance. Including the development and delivery of training programmes for Line Managers. To develop bespoke training packages to address specific issues within areas.
- Facilitate groups and mediate between individuals where appropriate.
- Whilst the post holder will not be directly accountable for budgets, the role is intrinsically linked through the delivery of initiatives and service improvements to the management of the post holders designated group/directorates financial resources and therefore, will contribute to the planning & management of financial resources.Personally maintain information systems as a key requirement of the job i.e. ESR, Health Roster.
- Lead on the development and trust wide implementation of local policies and procedures for designated areas of the HR function; this will involve liaising with key stakeholders and negotiating forums.
- Lead on the implementation of nationally mandated policies and practices.
- Management. Lead and manage HR Manager and HR Advisors by recruiting and developing the teamwhich includes mentoring, coaching and training team members to develop/utilise strengths to enhance team effectiveness.
- Assess colleague performance against agreed objectives as part of annual appraisal and develop meaningful and achievable development plans.
Recruitment:
- Support the People Resourcing Team to provide information, advice and support to all staff groups across the organisation in order to facilitate the most efficient and effectiveresourcing of staff, ensuring that all proposals are consistent with legislation, agreed local and national HR and Recruitment strategies.
- Responsible for ensuring that monitoring of relevant policies are documented and monitored.
Other
- Keep abreast with developments in national human resource management for example, NHS Employers, Chartered Institute of Personnel & Development, employment law, organisational development.
- To undertake research and analysis as required to support own work.
- To ensure that ESR and local people information systems are developed and maintained as required;
- To input, monitor and analyse information required for people processes and highlight key trends and patterns.
- To develop and produce reports as required assisting the wider group/directorate todeliver and develop their services.
- Develop indicators to monitor and measure the Trusts performance in relation to the People Plan.
- The post holder will role model the Trusts values and behaviours, CIPD professional code and ensure the diversity with the team is valued and maximised.
- To be responsible for own personal Continuous Professional Development.
- Make a positive contribution to changes taking place in HR, ensuring staff are fully engaged and involved in the change process.
Please note Interview Date - Monday 1st July 2024
Inclusive Recruitment & Selection
We are committed to being an inclusive employer and accurate data capture is an important part of that to ensure we are supportive and representative. Our aim is to ensure that all applicants can see themselves in the available categories on our application form, but we recognise that some of our data capture fields are not inclusive. We have flagged this with our system provider to ask for change.
We offer encouragement and active support to applicants with additional needs, including those from ethnic minorities, with disabilities and members of the LGBTQ+ community. If you wish to adjust any aspect of the recruitment process or wish to find out more about our recruitment & selection processes, please get in touch with our Recruitment Manager: Catherine.Gilbert7@nhs.net
We are continually reviewing our recruitment & selection process to support the long-term aim of Sheffield Childrens being a champion of Equality, Diversity, and Inclusion. If you have any ideas for improvement, please get in touch with Catherine Gilbert at Catherine.Gilbert7@nhs.net
Trust Values
The Trust is committed to providing great quality patient care and keep children, young people and families at the heart of what we do by following our CARE values:
- Compassion leading by kindness and showing empathy, understanding and respect
- Accountability striving to do the right thing and owning responsibility
- Respect value differences, tackling inequality and fostering a culture of inclusion
- Excellence delivering a high-quality standard of care
Job description
Job responsibilities
Strategic Planning & Organisational Development:
- Supporting the Head of People Business Partnering in the development of innovative people practices which support Trust strategy and objectives.
- Provide effective strategic support and advice to shape change management and business transformation initiatives in line with Trust policy.
- Play an active role in the annual business planning cycle, ensuring that an integrated approach is taken to workforce planning including wider workforce projects.
- Contribute to financial, activity and workforce planning through workforce planning reviews, efficiency programmes and temporary staffing controls.
- Plan and implement the design and delivery of relevant group/directorate strategies including organisational restructures and change management programmes including TUPE.
- Analyse and interpret workforce information to facilitate the development of robust strategies.
- Represent the HR Department or People and OD Directorate and the Trust at formal internal and external meetings including to deputise for the Head of People Business Partnering.
Operational HR Management:
- Developing a partnering approach to customer relations. Providing proactive and supportive advice to managers on strategic, tactical and operational HR issues, including restructuring, Medical & Dental and Agenda for Change terms and conditions of service, legislation, sickness absence, disciplinary, grievances, recruitment etc.
- Being proactive change agents working alongside managers to bring about changes to services and people approaches ensuring that timely and appropriate employee consultation is initiated in line with policies and procedure.
- Assist managers in the interpretation of policy and HR solutions to provide a quality patient centred service.
- Attend operational meetings and strategic meetings to provide HR input.
- Support managers with resourcing decisions working in partnership with the Resourcing team to ensure delivery of recruitment activity.
- Maintain and develop positive employee relations and wider employee involvement in partnership with recognised Staff Side and regional trade union representatives
- Support development of high quality job descriptions to ensure effective and appropriate job evaluation.
- Lead on the review, development, co-ordination and implementation of HR policies across the People and OD Directorate ensuring good governance. Including the development and delivery of training programmes for Line Managers. To develop bespoke training packages to address specific issues within areas.
- Facilitate groups and mediate between individuals where appropriate.
- Whilst the post holder will not be directly accountable for budgets, the role is intrinsically linked through the delivery of initiatives and service improvements to the management of the post holders designated group/directorates financial resources and therefore, will contribute to the planning & management of financial resources.Personally maintain information systems as a key requirement of the job i.e. ESR, Health Roster.
- Lead on the development and trust wide implementation of local policies and procedures for designated areas of the HR function; this will involve liaising with key stakeholders and negotiating forums.
- Lead on the implementation of nationally mandated policies and practices.
- Management. Lead and manage HR Manager and HR Advisors by recruiting and developing the teamwhich includes mentoring, coaching and training team members to develop/utilise strengths to enhance team effectiveness.
- Assess colleague performance against agreed objectives as part of annual appraisal and develop meaningful and achievable development plans.
Recruitment:
- Support the People Resourcing Team to provide information, advice and support to all staff groups across the organisation in order to facilitate the most efficient and effectiveresourcing of staff, ensuring that all proposals are consistent with legislation, agreed local and national HR and Recruitment strategies.
- Responsible for ensuring that monitoring of relevant policies are documented and monitored.
Other
- Keep abreast with developments in national human resource management for example, NHS Employers, Chartered Institute of Personnel & Development, employment law, organisational development.
- To undertake research and analysis as required to support own work.
- To ensure that ESR and local people information systems are developed and maintained as required;
- To input, monitor and analyse information required for people processes and highlight key trends and patterns.
- To develop and produce reports as required assisting the wider group/directorate todeliver and develop their services.
- Develop indicators to monitor and measure the Trusts performance in relation to the People Plan.
- The post holder will role model the Trusts values and behaviours, CIPD professional code and ensure the diversity with the team is valued and maximised.
- To be responsible for own personal Continuous Professional Development.
- Make a positive contribution to changes taking place in HR, ensuring staff are fully engaged and involved in the change process.
Please note Interview Date - Monday 1st July 2024
Inclusive Recruitment & Selection
We are committed to being an inclusive employer and accurate data capture is an important part of that to ensure we are supportive and representative. Our aim is to ensure that all applicants can see themselves in the available categories on our application form, but we recognise that some of our data capture fields are not inclusive. We have flagged this with our system provider to ask for change.
We offer encouragement and active support to applicants with additional needs, including those from ethnic minorities, with disabilities and members of the LGBTQ+ community. If you wish to adjust any aspect of the recruitment process or wish to find out more about our recruitment & selection processes, please get in touch with our Recruitment Manager: Catherine.Gilbert7@nhs.net
We are continually reviewing our recruitment & selection process to support the long-term aim of Sheffield Childrens being a champion of Equality, Diversity, and Inclusion. If you have any ideas for improvement, please get in touch with Catherine Gilbert at Catherine.Gilbert7@nhs.net
Trust Values
The Trust is committed to providing great quality patient care and keep children, young people and families at the heart of what we do by following our CARE values:
- Compassion leading by kindness and showing empathy, understanding and respect
- Accountability striving to do the right thing and owning responsibility
- Respect value differences, tackling inequality and fostering a culture of inclusion
- Excellence delivering a high-quality standard of care
Person Specification
Qualifications
Essential
- Specialist HR knowledge and experience,
- at Masters level or equivalent level of experience
Desirable
- Chartered MCIPD or equivalent
Experience
Essential
- Significant and varied experience in People and OD activity, working with managers to deliver high quality HR services with proven successful outputs
Desirable
- Experience of working in the NHS
Knowledge
Essential
- Expert knowledge of key current issues in human resources, across local, regional and national networks and the ability to apply this knowledge to the Trust's people strategy
Desirable
- An understanding of NHS funding streams and the wider healthcare economy
Person Specification
Qualifications
Essential
- Specialist HR knowledge and experience,
- at Masters level or equivalent level of experience
Desirable
- Chartered MCIPD or equivalent
Experience
Essential
- Significant and varied experience in People and OD activity, working with managers to deliver high quality HR services with proven successful outputs
Desirable
- Experience of working in the NHS
Knowledge
Essential
- Expert knowledge of key current issues in human resources, across local, regional and national networks and the ability to apply this knowledge to the Trust's people strategy
Desirable
- An understanding of NHS funding streams and the wider healthcare economy
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).
UK Registration
Applicants must have current UK professional registration. For further information please see
NHS Careers website (opens in a new window).
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).
UK Registration
Applicants must have current UK professional registration. For further information please see
NHS Careers website (opens in a new window).
