Job summary
We are looking for an experienced Head of HR who can lead
BOB ICBs People Operations team on a day to day basis, as well as contributing
to a range of People programmes across the Integrated Care System (ICS).
The Head of HR will directly manage the operational People
function including areas such as business partnering, change management,
employee relations, HR policy and practice, staff engagement surveys, wellbeing
and workforce performance. The postholder will also manage outsourced
transactional service contracts such as occupational health and payroll.
Partnering with the business, as a strategic advisor to
Directorate managers, you will be someone who can skilfully pivot between
operational HR work including complex employee relations activity and the
strategic planning and longer-term development of each Directorate, ultimately
ensuring the ICBs strategic objectives are met.
You will be a Member of the CIPD with a proven track record
of successfully leading People services. Employee relations, HR policy with
employment law and best practice are essential to the role. This alongside
credibility with senior leaders and role modelling compassionate and inclusive
leadership will mean you will fit right in with the rest of our fantastic team.
For a confidential discussion, please contact Kerry Salmon.
Closing date for applications: 02 March 2025
Shortlisting: w/c 03 March 2025
Interview date: w/c 24 March 2025
Main duties of the job
Main duties of the job
Ensure day to day leadership and co-ordination of the HR team and work in partnership with colleagues.
Support recruitment, retention and stability through effective workforce planning, aligned to current and future skills needs, working effectively within budget.
Ensure the delivery of a high quality, effective and cost-effective specialist and operational people service, with a strong focus on collaboration and building leadership and management capability.
Develop and consult on the ICBs HR policies,
procedures and processes ensuring they remain relevant, accessible, and up to
date with legislative/national requirements and effective in supporting
workforce challenges.
Contribute to other organisational policies and
collaborative system wide policies and procedures as required.
Lead the delivery of high quality and effective
employee relations advice, providing advice on highly complex, sensitive or
contentious employment cases, including Employment Tribunals, where there could
be significant barriers to acceptance.
Provide expert change management advice and
leadership.
If you are interested in shaping how we provide
People services to our ICB, and looking for an opportunity to work across a
System (BOB) in line with the NHS People Plan and People Promise, please get in
touch and apply.
About us
NHS Buckinghamshire, Oxfordshire and
Berkshire West (BOB) Integrated Care Board is the statutory NHS organisation
responsible for planning and delivering health and care services for the
communities of Buckinghamshire, Oxfordshire and Berkshire West.
We work collaboratively with partner
organisations including local government, the voluntary, community and social
enterprise sector, and people and communities across the BOB Health and Care
Integrated Care System (ICS).
Our key priorities are to
increase healthy life expectancy and reduce health inequalities for the 1.7
million people who live in our communities.
We value and promote diversity
and are committed to equality of opportunity for all. We believe that the best
employers are those that reflect the communities they serve. We want to
increase the diversity of our NHS leadership and particularly encourage applications
from women, people from Black, Asian and Minority Ethnic communities, LGBT
communities, younger candidates and from people with lived experience of
disability, who we know are all under-represented in these important roles.
Our Values are:
Respectful
we are inclusive
Impactful
we make a difference
Integrity
we are kind and fair
Leadership
we encourage leadership
Collaborative
we work together in a positive way
Job description
Job responsibilities
The Head of HR will lead the delivery of
all aspects of HR including: business partnering, change management, employee
relations, HR policy and practice, employee engagement & belonging and
performance. The postholder will deputise for the Director of People, including
attending senior management meetings and will be responsible for working
collaboratively with senior colleagues across the ICB to provide a professional
and responsive operational and strategic HR service.
The remit of the role includes:
Leading the provision of an efficient, effective,
high-quality professional, strategic, and well-co-ordinated HR service to
directors and managers. This includes HR
professionals employed directly by the ICB and those working in the
Commissioning Support Unit providing HR support into the ICB via a Service
Level Agreement (SLA).
Supporting the senior leadership of the People
Directorate with the development, delivery, and implementation of key HR &
OD strategies, plans, programmes and procedures.
Providing strategic professional advice on complex
HR and OD issues to facilitate timely and safe resolutions and improve quality,
efficiency, productivity, and cost, where appropriate.
Contributing to the continual improvement of HR
& OD policies, systems, and processes in line with best practice and
relevant employment legislation.
Working in partnership with key customers to develop
and deliver HR & OD plans which includes, but not limited to, staff survey,
EDI, talent, performance, resourcing, engagement, and capability development,
supporting leaders and managers to deliver HR & OD performance.
Working autonomously, including planning and
prioritising own work and commitments.
Monitoring and establishing accountability on the
overall progress of local HR and OD plans and projects to ensure completion
within agreed timescale and budgets.
Providing regular reports to a range of internal and
external meetings and committees, as required.
Contract management of the HR SLA with the CSU, and
other contracts as required.
Ensuring leadership and team development is given a
focus to support delivery, culture change and the professionalism of the
service.
The job description and person specification may be
reviewed on an ongoing basis in accordance with the changing needs of the
Directorate and the ICB.
Job description
Job responsibilities
The Head of HR will lead the delivery of
all aspects of HR including: business partnering, change management, employee
relations, HR policy and practice, employee engagement & belonging and
performance. The postholder will deputise for the Director of People, including
attending senior management meetings and will be responsible for working
collaboratively with senior colleagues across the ICB to provide a professional
and responsive operational and strategic HR service.
The remit of the role includes:
Leading the provision of an efficient, effective,
high-quality professional, strategic, and well-co-ordinated HR service to
directors and managers. This includes HR
professionals employed directly by the ICB and those working in the
Commissioning Support Unit providing HR support into the ICB via a Service
Level Agreement (SLA).
Supporting the senior leadership of the People
Directorate with the development, delivery, and implementation of key HR &
OD strategies, plans, programmes and procedures.
Providing strategic professional advice on complex
HR and OD issues to facilitate timely and safe resolutions and improve quality,
efficiency, productivity, and cost, where appropriate.
Contributing to the continual improvement of HR
& OD policies, systems, and processes in line with best practice and
relevant employment legislation.
Working in partnership with key customers to develop
and deliver HR & OD plans which includes, but not limited to, staff survey,
EDI, talent, performance, resourcing, engagement, and capability development,
supporting leaders and managers to deliver HR & OD performance.
Working autonomously, including planning and
prioritising own work and commitments.
Monitoring and establishing accountability on the
overall progress of local HR and OD plans and projects to ensure completion
within agreed timescale and budgets.
Providing regular reports to a range of internal and
external meetings and committees, as required.
Contract management of the HR SLA with the CSU, and
other contracts as required.
Ensuring leadership and team development is given a
focus to support delivery, culture change and the professionalism of the
service.
The job description and person specification may be
reviewed on an ongoing basis in accordance with the changing needs of the
Directorate and the ICB.
Person Specification
Planning Skills
Essential
- Plans and organises a broad range of complex activities, formulating and adjusting plans to reflect changing circumstances.
- Inputs to strategic plans across NHS and within the specific teams.
-
- Works with Stakeholders to develop performance improvement plans and to develop plans for innovation and opening up the market.
- Good use of available information sources to enable efficient and effective planning.
- Ability to work under pressure and to tight and often changing deadlines.
Communication Skills
Essential
- Provide and receive highly complex, sensitive and contentious information, negotiate with senior stakeholders on difficult and controversial issues, and present complex and sensitive information to large and influential groups.
- Persuade board and senior managers of the respective merits of different options, innovation and new market opportunities.
-
- Negotiate on difficult and very complex and detailed issues.
Analytical
Essential
- Problem solving skills and ability to respond to sudden unexpected demands.
-
- Ability to analyse complex facts and situations and develop a range of options.
- Takes decisions on difficult and contentious issues where there may be a number of courses of action.
- Strategic thinking ability to anticipate and resolve problems before they arise.
Desirable
- Ability to carry out procurements for highly detailed, high value contracts that require analysis, comparison and assessment.
Experience
Essential
- Experience of leading HR services, teams and senior HR advice in the NHS.
- Specialist terms and conditions and employment policy knowledge.
- Demonstrable knowledge and experience of complex change management, TUPE.
- Handling employee relations and providing specialist HR advice.
- Experience of leading the development of HR&OD strategies to support service and workforce transformation.
Desirable
- Must have an understanding of the background to and aims of current healthcare policy and appreciate the implications of this on engagement.
- Should have an appreciation of the relationship between the Department of Health & Social Care and individual provider and commissioning organisations.
Management Skills
Essential
- Skills for direct line management and job management.
- Skills for delivering results through managing through others and using a range of levers in the absence of direct line management responsibility.
- Skills for managing relationships with a range of different stakeholders.
Qualifications
Essential
- Educated to masters level or equivalent level of experience of working at a senior level in specialist area.
- HR/OD qualification (MCIPD) with highly developed specialist professional knowledge across a range of HR disciplines over a significant period.
Person Specification
Planning Skills
Essential
- Plans and organises a broad range of complex activities, formulating and adjusting plans to reflect changing circumstances.
- Inputs to strategic plans across NHS and within the specific teams.
-
- Works with Stakeholders to develop performance improvement plans and to develop plans for innovation and opening up the market.
- Good use of available information sources to enable efficient and effective planning.
- Ability to work under pressure and to tight and often changing deadlines.
Communication Skills
Essential
- Provide and receive highly complex, sensitive and contentious information, negotiate with senior stakeholders on difficult and controversial issues, and present complex and sensitive information to large and influential groups.
- Persuade board and senior managers of the respective merits of different options, innovation and new market opportunities.
-
- Negotiate on difficult and very complex and detailed issues.
Analytical
Essential
- Problem solving skills and ability to respond to sudden unexpected demands.
-
- Ability to analyse complex facts and situations and develop a range of options.
- Takes decisions on difficult and contentious issues where there may be a number of courses of action.
- Strategic thinking ability to anticipate and resolve problems before they arise.
Desirable
- Ability to carry out procurements for highly detailed, high value contracts that require analysis, comparison and assessment.
Experience
Essential
- Experience of leading HR services, teams and senior HR advice in the NHS.
- Specialist terms and conditions and employment policy knowledge.
- Demonstrable knowledge and experience of complex change management, TUPE.
- Handling employee relations and providing specialist HR advice.
- Experience of leading the development of HR&OD strategies to support service and workforce transformation.
Desirable
- Must have an understanding of the background to and aims of current healthcare policy and appreciate the implications of this on engagement.
- Should have an appreciation of the relationship between the Department of Health & Social Care and individual provider and commissioning organisations.
Management Skills
Essential
- Skills for direct line management and job management.
- Skills for delivering results through managing through others and using a range of levers in the absence of direct line management responsibility.
- Skills for managing relationships with a range of different stakeholders.
Qualifications
Essential
- Educated to masters level or equivalent level of experience of working at a senior level in specialist area.
- HR/OD qualification (MCIPD) with highly developed specialist professional knowledge across a range of HR disciplines over a significant period.
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.
