Human Resources Business Partner

Job responsibilities

Job Purpose

1. Actively contribute to the creation of the Trust's People Strategy in line with the strategic and operational business plans, and to assist in ensuring its translation into the respective Boroughs/Network - ensuring the successful adoption of the business partner model of HR service and delivery

2. To provide a professional Human Resources generalist service to a designated Borough/Network and contribute to organisation design and development in line with the Trust's business strategy and corporate objectives

3. Responsibilities include managing both organisational and employee relations in the development and implementation of HR Policies, Procedures and Strategies

4. Act as a Line Manager for HR Manager(s)

5. To lead on the corporate development of specified policies and NHS initiatives across the organisation

6. Responsible for Workforce Planning and Information systems, and the production of workforce reports to all levels within the Trust, contributing to the wider delivery of service objectives

Employment Services

7. Advise Directors and Managers on HR policy, procedures and practices ensuring the advice provided complies with employment legislation and meets the needs of the Trust and operational requirements of the Borough/Network

8. Maintain a thorough knowledge and understanding of employment legislation and changing working practices to minimise risk and promote good employment practice

9. To be responsible for developing and implementing recruitment and retention strategies in conjunction with Borough/Network Leads to ensure the delivery of a high quality health service, positioning the Trust as a model employer

10. Participate in evaluating posts and advising and coaching managers with regard to competency profiling, values based recruitment and job description design.

Organisational Development & Quality Improvement

1. To be operationally responsible for the Borough/Networks development and delivery of HR services, contributing to the successful adoption of the business partner model of HR service and delivery.

Facilitate effective change management at Borough/Network and Organisational

1. level, necessary for the achievement of service modernisation and redesign. This includes providing technical advice and expertise in accordance with HR Policy.

2. To be responsible for the development of HR management policies, strategies and initiatives necessary for achievement of Borough/Network and Trust Objectives.

3. Design and deliver training and development programmes in matters of HR policy and practice to managers at all levels in the organisation to provide the necessary skills and competence for managers to fulfil their operational roles.

4. Design and deliver briefing and engagement sessions to staff and managers on key areas of employment legislation, NHS developments and HR policy to ensure both managers and staff are kept up to date.

5. To work in a proactive, progressive and enabling manner in support of partnership/cross boundary working and NHS transformation.

6. To design plans and strategies utilising data, insights and research and built on the principle of continuous improvement.

7. To model a collaborative and influencing style of working, negotiating with others to achieve the best outcomes.

8. Proactively support the development, implementation and evaluation of a wide range of organisational development solutions and interventions that deliver sustainable improvements in individual, team and organisational performance.

9. Utilise a range of diagnostics tools provide analysis, interpretation, observations, recommendations, feedback and action planning for a wide range of OD interventions e.g. staff feedback, team development.

Employee Relations

10. Develop and promote good working relationships with trade union/staff-side representatives and full-time officials in order to promote a harmonious employee relations climate.

11. Provide specialist advice on the implementation of grievance and disciplinary procedures to ensure a fair, consistent, equitable and speedy resolution.

12. To support, as appropriate, in panel hearings (Disciplinary, Grievance, Capability) including appeals, professional registration appeals and employment tribunal cases, including giving evidence, as appropriate, in order to ensure that the management case is appropriately prepared and presented.

13. Where necessary, linking with external authorities/organisations in connection with Safeguarding Vulnerable Persons Act or matters of patient safety e.g. Police, Local Authority, Professional Council Bodies.

Directorate/Network Workforce Information and Planning

14. Responsible for the identification of workforce requirements, identifying implications of business and service plans in order that these may be anticipated and planned for.

15. Contribute to workforce remodelling, skill mix changes, development of new job roles to support service transformation and benefits realisation.

16. Have a good understanding of the NHS Job Evaluation Scheme in order to effectively advise managers regarding the development of new job roles and pay bands.

17. Assist in the production of workforce reports to support the planning and design of the future workforce.

Performance Management

1. Contribute to Borough/Network Delivery of the wider service objectives. This includes developing action plans to meet Trust and national performance targets.

2. Line management of HR Manager including responsibility for their performance management (e.g. Performance, Appraisal, Personal Development Review).

3. Provide support to Service Managers in the effective planning of people resources and ensure these initiatives are built into the business planning process.

Promoting Wellbeing and Attendance

4. Actively contribute to the development of strategies to maximise attendance within the Borough/Network and improve the wellbeing of all employees - working to targets as identified via Borough/Network Performance Reviews.

5. Advise and assist HR Managers in their support to line managers in implementing the Trust's Management of Attendance Policy, to ensure that wellbeing and attendance is maximised.

6. Provide line managers and individual employees with appropriate advice and support to aid return to work, consideration and progression alternative options and reasonable adjustments.

Corporate Duties

7. Assist the Head of HR with the overall strategic and operational management of the HR function throughout the Trust.

8. Lead as necessary, the implementation of the national strategy and Trust HR initiatives within the Borough/Network, (e.g. Staff Survey, People Plan, People Promise).

9. Ensure staff receive regular development reviews with a focus on continual development and learning.

Equality and Diversity

1. Support the increase of the profile of diversity and equality amongst managers and employees in the Trust to help develop a culture that promotes equality and diversity, ensuring staff are treated with dignity and respect.

2. Assist in assessing the impact of equal opportunity legislation and regional and national initiatives on the organisation, updating policies as directed.

3. Promote flexible working to enable employees achieve a positive 'work-life balance'.

Qualifications

Essential

• Undergraduate Degree or equivalent qualification
• Chartered Institute of Personnel and Development Qualification (CIPD)
• Associate member of the CIPD
• Evidence of commitment to Continuing Professional Development

Desirable

• Masters in HRM or equivalent

Experience

Essential

• Demonstrable operational HR
• management experience, including:
• Provision of advice and
• guidance in complex
• change management
• programmes.
• Experience of complex case management and casework preparation relating to capability, discipline, grievance, employment tribunal and personal injury claims.
• Proven ability to design and deliver training and briefings at all levels within the Trust
• Track record of developing and implementing employment initiatives, projects, policies and procedures.
• Working and detailed knowledge of employment legislation.
• Evidence of proactive approaches to improvements and changes in services.
• Can demonstrate a good track record in employee relations and developing partnership working

Desirable

• Experience of design and delivery of improvement methodology and/or OD interventions
• Experience of larger scale project management.

Skills & Attributes

Essential

• Ability to use MS Office suite of packages including Teams, outlook, word, excel, powerpoint.
• Understanding of the importance & requirements of GDPR, Data Protection and Confidentiality.
• Knowledge of and commitment to mainstreaming and embedding of equality & diversity through HR Policies, Procedures and Services.
• Ability to undertake effective presentations to disseminate information, chair meetings etc.
• Ability to manage time effectively through planning, organisation and prioritising of workload.
• Commitment to customer service principles and standards.
• Ability to seek solutions to customer queries using internal and external sources available.
• Ability to write reports for appropriate audiences e.g. formal committees, operational groups etc.
• Ability to communicate effectively and confidentially both verbally and in writing, including diplomacy and negotiation skills.
• Ability to problem solve, show initiative, innovate and improve services
• Ability to reprioritise workload, achieve targets and meet deadlines.
• Ability to establish strong professional credibility with colleagues at all levels
• Ability to provide supervision and leadership to teams to achieve objectives.
• The ability to travel independently across the Trust footprint.
• Able to attend department offices when office based (Birchwood, Warrington).
• The ability to work flexibly in accordance with service needs

Desirable

• Knowledge of the NHS Strategy and initiatives.
• Working Knowledge of NHS Terms and Conditions.
• Knowledge of HR Information Systems ESR and OLM.

Additional Questions

Essential

• Do you have the right to stay and work in the UK without sponsorship (share-codes will be checked if applicable)
• If you are related to a director, or have a relationship with a director or employee of an appointing organisation, please state the relationship:

Additional Criteria

Essential

• Confident, willing and friendly approach when dealing with colleagues and employees.
• Self-motivated using insight and evidence for improvement
• Commitment to and focused on quality - promotes high standards in all they do.
• Actively develops themselves and supports others to do the same.
• Consistently thinks about how their work can help and support clinicians and frontline staff deliver better outcomes for patients.
• Values diversity and difference.
• Operates with integrity and openness
• Works well with others and develops good working relationships and is positive and helpful, listens, involves, respects and learns from the contribution of others.
• Consistently looks to improve what they do, look for successful tried and tested ways of working, and also seeks out innovation.

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).