HR Business Partner

Job description

Job responsibilities

Job purpose:

To manage the operational performance of the HR team to drive the business objectives and increase colleague engagement.

To partner with business leaders and line managers across the organisation to support the organisational people strategy and business plan.

To develop support the development of workforce plans based on insight, data and an understanding of all stages of the employee lifecycle.

To implement robust HR processes and policies in compliance with legislation and best practice.

To ensure day-to-day HR compliance while spearheading improvement projects.

To coach, upskill and support line managers to deploy first line employee support and use of workforce related policies

To manage all employee relations issues, when arising, in an objective, fair and equitable manner, ensuring casework is concluded in a timely manner.

Preparing the workforce reports for monthly Board meetings.

Key responsibilities and accountabilities:

To support the Director of Operations with the delivery of the HR and People plans.

To liaise with and fully leverage the Croner service contract to ensure best practice, full legislative compliance and assess risk to the business. Review this service on a regular basis for ROI.

To support and contribute to the delivery of the management development and learning & development plans.

To lead, manage and advise on all aspects of the employee lifecycle.

To implement and promote all our HR policies, including the delivery of the Equality, Diversity and Inclusion and Health & Wellbeing plans.

To manage the provision and development of HR information; set up regular HR KPIs reporting, and respond to other regular and ad-hoc requests for data.

To maintain a system of performance reporting for the leadership team and provide regular progress updates on ongoing employee relations cases.

To overview and lead on all GDPR compliance across the organisation and respond to HR-related Subject Access Requests (HR SARs) and Freedom of Information (FOI) requests.

To develop the people management capabilities of managers, equipping them with the knowledge and skills to handle staff management responsibilities effectively and in line with our people strategy and policies.

To lead on specialist and projects areas, as directed by the COO and HRD, taking full responsibility for developing and project managing that activity.

To line manager the HRO and provide a professional, high quality, proactive and effective HR service, ensuring the ongoing professional and personal development of the whole HR team, including yours.

To lead and advise on HR implementation, reward & recognition initiatives, employee relations, HRIS and support the leadership team and manage budgets as required.

Develop and deliver training workshops for team members and line managers on policies & procedures and good employee management.

This list is not exhaustive and further areas of responsibilities will likely arise when the organisation and/or job role grows.

Information Governance:

Information Governance is a framework for handling personal information in a confidential and secure manner to appropriate ethical and quality standards in a modern health service.

All data must be:

Held securely and confidentially

Processed fairly and lawfully

Obtained for specific purpose(s)

Recorded accurately and reliably

Used effectively and ethically

Shared and disclosed appropriately and lawfully

All information governance breaches, actual or suspected, MUST be reported to, and investigated by the Information Governance Senior Management Team, in conjunction with the Data Protection Officer.

The HRBP and the HR team must use Pioneer IT systems appropriately at all times.

To understand the responsibilities in relation to Information Governance, the HRPB must complete all assigned Information Governance training and comply with all associated policies and procedures.

Safeguarding Children/Adults:

The HRBP must adhere to Pioneers child and adult protection procedures and guidelines, in conjunction with the Local Safeguarding childrens board (LSCB) and Adults safeguarding board (ASB) policies and procedures.

This post has been identified as involving access to vulnerable adults and/or children, and in line with Pioneers policy, the HRBP will be required to undertake a Disclosure and Barring Service Disclosure Check.

Person Specification

Qualifications

Essential

• CIPD level 5 or above.
• Educated to Degree or equivalent.
• At least 3-5 years experience as an HR Business Partner, ideally within healthcare.
• Proven record of recent CPD.

Skills

Essential

• Ability to influence at all levels and instil trust for the benefit of everyone.
• Ability to coach and deliver training.
• Ability to communicate specialist and complex information at all levels.
• Ability to prioritise individual workload.
• Analytical report writing skills.
• Information technology skills to enable analysis of data and development of HRIS.
• Willingness to roll sleeves up and manage all aspects of HR, including administrative tasks.

Knowledge

Essential

• Previous line management experience.
• Managing a budget.
• HR KPIs and management reporting.
• Current UK employment legislation.
• ACAS best practice and how to implement it across the organisation
• HR policies and processes.
• Full and excellent knowledge and use if Microsoft Office software and other HRIS 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.

Employer details

Employer name

Pioneer Wound Healing & Lymphoedema Centres

Address

Wish Tower House

1c Edward Road

Eastbourne

East Sussex

BN23 8AS

Employer's website

https://www.pioneer-whlc.org/ (Opens in a new tab)