HR Business Partner

Job description

Job responsibilities

Main Duties & Responsibilities

1. Relationship Management

1.1 Develop robust relationships with Operational leaders within the Directorate to establish credibility, influence, challenge, and support service delivery.

1.2 Work alongside managers and their teams in identifying workforce issues for both medical and non-medical staff and develop appropriate interventions in line with trust objectives

1.3 Create and maintain effective working arrangements with our recognised trade union colleagues to maintain high quality employee relationships.

1.4 Develop good working relationships with partners within the ICB, partner organisations and the wider NHS to represent NCH&C interests and be able to work flexibly within a changing environment.

2. Improving Leadership Capability

2.1 Identify and coach current and future leaders in the trust with support from the Learning and development team.

2.2 Support the development and implementation of talent management processes within the places

2.3 Identify appropriate support and assist in the delivery of actions aimed at improving management capability within the places.

2.4 Develop briefing sessions/ training interventions in HR related matters to leaders and wider staff.

2.5 Utilise workforce intelligence to identify people management requirements within the Directorate .

3. Performance Management

3.1 Work with the managers in the places to review individual, team and place level performance and productivity against agreed objectives.

3.2 Support the development of plans to improve performance and productivity to achieve optimum patient safety, people, operational and finance targets.

3.3 Work with the wider HR team and other corporate colleagues to involve other areas of expertise to improve performance when appropriate.

3.4 Analyse complex workforce data to identify trends and make recommendations to place leaders for workforce interventions.

3.5 Provide and receive highly complex, sensitive or contentious information throughout the organisation from trust board to place leadership teams where agreement or cooperation may be required.

3.6 Present complex, sensitive or contentious information to both individuals or large groups , communicating issues such as workforce development strategies, workforce plans, staff survey action plans.

3.7 Ensure that HR information to support KPI reporting is maintained in a timely manner

4. Workforce Planning and Recruitment

4.1 Support the places to plan their workforce requirements in a timely manner, working with HRSS to ensure that recruitment is appropriate, budgeted, job evaluated and implemented in the most effective way.

4.2 Use data from pulse surveys, annual staff surveys and leavers questionnaires to create good feedback mechanisms within the places to ensure they review staff experience of new, existing, and departing employees to support recruitment and retention.

4.3 Participate as an active panel member of selection panels for senior appointments, ensuring that selection decisions follow robust processes and address the trusts diversity and inclusion commitments.

4.4 Support all places in the recruitment of medical staff to include workforce planning, linking with royal colleges, ensuring the appropriate processes are followed and ensuring onboarding is effective.

5. Succession Planning

5.1 Work with the places to ensure that workforce plans and talent mapping processes are in place, with clear talent pipelines for key roles identified.

5.2 Support managers to ensure that regular supervision and appraisal takes place.

5.3 Facilitate career conversations/stay questionnaires/ individual coaching as required.

5.4 Work with the LEAD team to ensure that support is given to managers and employees to develop their skills at work.

6. Project and Change Management

6.1 Work with directorate leaders to identify change initiatives that will improve operational performance, in line with service requirements and budget availability. Ensure that the impact on people (both employees and patients) is considered in any proposed changes.

6.2 Work with managers to ensure that changes are communicated in a timely, clear , and effective way.

6.3 Provide expert advice on areas of workforce policy, role redesign, effective workforce utilisation, restructuring, skill mixing and change management.

6.4 Support managers who need to implement formal consultation arrangements to facilitate an organisational change, guiding them through the legal process and liaising with our recognised trade unions.

6.5 Lead specific projects to support the delivery of the workforce and other HR and wider trust strategies, both within place and across the organisation.

7. Employee Relations

7.1 Provide professional advice to place managers around the management of local employee relations issues including disciplinary, grievance, suspension, and bullying and harassment issues, ensuring that trust policy is followed, and the principles of fairness and restorative justice are maintained at all times.

7.2 Participate in complex employee relations hearings as the HR representative.

7.3 Work with directorate senior leaders to identify and training and development needs within team to support positive behaviour within the workplace.

8. Staff Experience

8.1 Ensure there are robust mechanisms in place within the places to drive improvement in the annual appraisal process providing guidance on the setting of clear development plans to support talent management, career development and retention.

8.2 Work with the places to implement their annual staff survey action plans to ensure that areas of improvement are identified and communicated, progress is achieved, and regular feedback is given to staff.

8.3 Support the promotion of the Trusts wellbeing and engagement strategies at a local level, signposting employees and leaders to available opportunities for support.

9. Line Manager Responsibility

9.1 Provide line manager support to the deputy HRBPs and HR Advisor including appraisal, performance management and roster management.

10. Budget responsibility

10.1 Authorised signatory for travel expenses, time sheets, overtime payments as well as signatory for appropriate invoices.

Person Specification

Qualifications

Essential

• Educated to Masters Degree Level or Professional Equivalent
• Evidence of Ongoing Professional Development
• Specialist Knowledge across a range of HR topics
• CIPD Qualified

Desirable

• Recognised Coaching Qualification
• Post Graduate Diploma in Employment Law

Personal & People Development

Essential

• Some previous line manager/supervisory experience

Experience

Essential

• Proven track record of generalist HR management at a senior level
• Demonstrable evidence of ability to diagnose, develop and deliver HR interventions in a variety of situations
• Experience and understanding of dealing with performance management team functioning and development
• Able to work autonomously, dealing with and solving day to day HR operational issues and providing advice
• Able to form relationships and obtain trust easily
• Development and delivery of training programmes
• Track record of operational and some strategic HR achievement
• Evidence of working in fast paced, complex and high performing environments
• Experience of restructuring and managing change
• Experience of writing complex business cases and reports

Desirable

• Knowledge of project management principles
• Experience of working in the NHS

Personal Attributes/Behaviours

Essential

• Ability to work under pressure. patient focussed
• Demonstrates enthusiasm and "can do" approach
• Commitment to promote diversity and inclusion

Communication

Essential

• Excellent verbal, written and presentation skills with the ability to convey information and ideas effectively to a range of different audiences
• Strong customer focus

Skills, Abilities and Knowledge

Essential

• Excellent interpersonal skills that enable positive working relationships with a variety of leaders
• Willingness to take the initiative and to drive forward improved ways of working
• Proven ability to work with and gain the confidence of staff at all levels.
• Skills in prioritisation and meeting deadlines
• Ability to produce meaningful analysis of complex information
• Ability to build rapport quickly
• Able to manage own workload and to supervise the workload of others
• Able to work on a number of projects simultaneously to meet agreed deadlines
• Able to collaborate with internal and external stakeholders

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.

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).

Employer details

Employer name

Norfolk Community Health and Care NHS Trust

Address

Woodlands House, Norwich Community Hospital

Bowthorpe Road

Norwich

NR2 3TU

Employer's website

https://www.norfolkcommunityhealthandcare.nhs.uk (Opens in a new tab)