Job summary
This is an exciting opportunity to join Coventry & Warwickshire ICB as a HR Business Partner.
The right candidate will be an experienced HR Business Partner with significant experience of operational HR and employee relations. The role will also support the delivery of Our People Our Purpose plan and have some responsibility for some organisation-wide OD projects.
The role will partner with a number of our Directorates delivering a comprehensive HR Business Partner service.
To provide a quality and professional operational HR service to Coventry & Warwickshire ICB (CWICB) employees and line managers encompassing a pro-active support service across all HR and employment issues. Provide specialist advice on a full range of generalist Human Resources issues.
In conjunction with line managers, HR colleagues and other senior managers deliver against the HR plan which supports the activities of the organisation and meets the needs of the business.
Main duties of the job
- Provide highly complex support and advice on a comprehensive range of employment and employee relations matters.
- Design and deliver formal training programmes on a range of HR issues to improve to improve the capability of line managers, evaluating the effectiveness of training delivered and making recommendations for improvement.
- Responsible for the delivery of HR bite-size training and new manager training, e.g. recruitment & selection, performance management, absence management.
- Lead workforce and OD projects.
- Coach and guide Managers on specific issues, e.g. conduct, absence management, discipline or grievance, emphasising the importance of good record keeping and documentation. Support managers in resolving issues, working closely with Staff Side where necessary.
- Support the recruitment of colleagues, demonstrating a full understanding of the process, including bank staff, interims, fixed term and secondments.
- Support with the management and implementation of organisational change.
- Work in partnership with the Human Resources team and line Managers to plan and manage major Human Resources activity/campaigns.
About us
Coventry and Warwickshire Integrated Care Board (ICB) is responsible for commissioning NHS services on behalf of people in Coventry and Warwickshire. In consultation with local partners, it plans the delivery of services in a way that both meets local health and care needs and reduces inequalities between different groups. The purpose of our ICB is to bring partner organisations together to:1. improve outcomes in population health and healthcare2. tackle inequalities in outcomes, experience and access3. enhance productivity and value for money4.help the NHS support broader social and economic development.
As an Integrated Care System we have agreed a common vision as well as the principles of how partners will work together. This is underpinned by theHealth and Wellbeing Concordatfor Coventry and Warwickshire.
This Concordat was agreed by our two Health and Wellbeing Boards and sets out our goal to enable people across Coventry and Warwickshire to pursue happy, healthy lives and put people and communities at the heart of everything we do.
Our vision is more than just an aspiration, it is the driver for real change across Coventry and Warwickshire.
Job description
Job responsibilities
Communication and relationship building
- Develop excellent relationships with stakeholders to assure the positive profile of the HR team as a centre of excellence.
- Provide HR advice to stakeholders on complex HR matters.
- Partner with Directorate Managers, Senior Leaders, and executives to provide a comprehensive HRBP service.
- Work collaboratively with stakeholders on a range of people and workforce projects.
- Deliver presentations to large groups of staff, this may be as part of a training programme or to update Committees, Directorate SMTs, HR team, Planning or project meetings on the progress of HR initiatives.
- Chair meetings and participate in working parties where there may be difficult, sensitive or contentious issues to be discussed.
- To act as technical HR Advisor at formal HR processes.
- Support engagement and consultations for management of organisational change.
- To support the investigating officer at disciplinary and grievance hearings by presenting complex information and liaising with staff side representatives.
- Liaise with Trade Union colleagues on a range of employment matters
Analysis and Judgement
- Analyse and interpret contentious and complex information and summarise in reports for disciplinary and capability hearings, grievances and sickness reviews.
- Undertake deep dives for directorates, analyse the information and make recommendations for absence, turnover, recruitment, L&D.
- To monitor, interpret and analyse complex HR data and provide information for managers as required on any HR related issues.
- To partner with the business to understand the business problems and recommend HR and OD solutions.
- Analysis of staff survey results and development of action plans.
Planning and Organising
- Provide expert advice and guidance to managers on employee relations issues including discipline, grievance, and dignity at work. This will include any necessary documentation undertaking investigations (as part of the investigation team) and ensuring that all documentation, including reports associated with these issues is robust, comprehensive, in line with organisational standards and any legislative requirements. Provide evidence and support at disciplinary and grievance hearings and appeals.
- Support stakeholders to develop workforce and people plans for their Directorates.
Patient Contact
- There will be no contact with patients in this role.
Policy and Service Development
- Lead on the development and implementation of policies and procedures, in accordance with current legislation and best HR practice and to implement and monitor those policies and procedures once approved.
- Use specialist knowledge to interpret policies and procedures to provide advice to operational line managers and staff on a full range of Human Resources issues including employee relations, training and recruitment and selection.
- Consult and negotiate with trade unions and managers on the development of new and/or review existing policies.
Human Resources
- Provide highly complex support and advice on a comprehensive range of employment and employee relations matters.
- Design and deliver formal training programmes on a range of HR issues to improve to improve the capability of line managers, evaluating the effectiveness of training delivered and making recommendations for improvement.
- Responsible for the delivery of HR bite-size training and new manager training, e.g. recruitment & selection, performance management, absence management.
- Lead workforce and OD projects.
- Coach and guide Managers on specific issues, e.g. conduct, absence management, discipline or grievance, emphasising the importance of good record keeping and documentation. Support managers in resolving issues, working closely with Staff Side where necessary.
- Support the recruitment of colleagues, demonstrating a full understanding of the process, including bank staff, interims, fixed term and secondments.
- Support with the management and implementation of organisational change.
- Work in partnership with the Human Resources team and line Managers to plan and manage major Human Resources activity/campaigns.
Job description
Job responsibilities
Communication and relationship building
- Develop excellent relationships with stakeholders to assure the positive profile of the HR team as a centre of excellence.
- Provide HR advice to stakeholders on complex HR matters.
- Partner with Directorate Managers, Senior Leaders, and executives to provide a comprehensive HRBP service.
- Work collaboratively with stakeholders on a range of people and workforce projects.
- Deliver presentations to large groups of staff, this may be as part of a training programme or to update Committees, Directorate SMTs, HR team, Planning or project meetings on the progress of HR initiatives.
- Chair meetings and participate in working parties where there may be difficult, sensitive or contentious issues to be discussed.
- To act as technical HR Advisor at formal HR processes.
- Support engagement and consultations for management of organisational change.
- To support the investigating officer at disciplinary and grievance hearings by presenting complex information and liaising with staff side representatives.
- Liaise with Trade Union colleagues on a range of employment matters
Analysis and Judgement
- Analyse and interpret contentious and complex information and summarise in reports for disciplinary and capability hearings, grievances and sickness reviews.
- Undertake deep dives for directorates, analyse the information and make recommendations for absence, turnover, recruitment, L&D.
- To monitor, interpret and analyse complex HR data and provide information for managers as required on any HR related issues.
- To partner with the business to understand the business problems and recommend HR and OD solutions.
- Analysis of staff survey results and development of action plans.
Planning and Organising
- Provide expert advice and guidance to managers on employee relations issues including discipline, grievance, and dignity at work. This will include any necessary documentation undertaking investigations (as part of the investigation team) and ensuring that all documentation, including reports associated with these issues is robust, comprehensive, in line with organisational standards and any legislative requirements. Provide evidence and support at disciplinary and grievance hearings and appeals.
- Support stakeholders to develop workforce and people plans for their Directorates.
Patient Contact
- There will be no contact with patients in this role.
Policy and Service Development
- Lead on the development and implementation of policies and procedures, in accordance with current legislation and best HR practice and to implement and monitor those policies and procedures once approved.
- Use specialist knowledge to interpret policies and procedures to provide advice to operational line managers and staff on a full range of Human Resources issues including employee relations, training and recruitment and selection.
- Consult and negotiate with trade unions and managers on the development of new and/or review existing policies.
Human Resources
- Provide highly complex support and advice on a comprehensive range of employment and employee relations matters.
- Design and deliver formal training programmes on a range of HR issues to improve to improve the capability of line managers, evaluating the effectiveness of training delivered and making recommendations for improvement.
- Responsible for the delivery of HR bite-size training and new manager training, e.g. recruitment & selection, performance management, absence management.
- Lead workforce and OD projects.
- Coach and guide Managers on specific issues, e.g. conduct, absence management, discipline or grievance, emphasising the importance of good record keeping and documentation. Support managers in resolving issues, working closely with Staff Side where necessary.
- Support the recruitment of colleagues, demonstrating a full understanding of the process, including bank staff, interims, fixed term and secondments.
- Support with the management and implementation of organisational change.
- Work in partnership with the Human Resources team and line Managers to plan and manage major Human Resources activity/campaigns.
Person Specification
Knowledge
Essential
- Educated to degree level or equivalent professional experience.
- Professional HR Qualification, CIPD Qualified to Level 5 or equivalent
- Extensive experience of providing generalist HR advice within complex multi-site, multi-disciplined, unionised environments.
- Experience of operating a HR Business Partner approach within complex organisations and for a range of customers.
- Demonstrates an understanding of how the NHS operates so that advice can be given in context
- Experience of leading and managing projects in complex and challenging environments.
- Experience of working with a range of customers and stakeholders of all levels, internal and external, such as Directors, Senior Management, Professional Organisations and Trade Unions
- Evidence of developing and implementing a range of HR policies and procedures
- Has an in-depth knowledge of employment law, policy and application.
- Knowledge and experience of general office IT systems.
Person Specification
Knowledge
Essential
- Educated to degree level or equivalent professional experience.
- Professional HR Qualification, CIPD Qualified to Level 5 or equivalent
- Extensive experience of providing generalist HR advice within complex multi-site, multi-disciplined, unionised environments.
- Experience of operating a HR Business Partner approach within complex organisations and for a range of customers.
- Demonstrates an understanding of how the NHS operates so that advice can be given in context
- Experience of leading and managing projects in complex and challenging environments.
- Experience of working with a range of customers and stakeholders of all levels, internal and external, such as Directors, Senior Management, Professional Organisations and Trade Unions
- Evidence of developing and implementing a range of HR policies and procedures
- Has an in-depth knowledge of employment law, policy and application.
- Knowledge and experience of general office IT systems.
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.
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.
UK Registration
Applicants must have current UK professional registration. For further information please see
NHS Careers website (opens in a new window).
