HR Business Partner - London

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Reporting to a Head of Workforce, and operating as an integral member of the Division(s) senior team, the HR Business Partner is responsible for the provision of high quality strategic and operational workforce support to ensure best practice people management within their areas of responsibility and across the wider workforce function.

Main Duties and Responsibilities

  • Input into the development of the Trust’s overarching workforce strategy, and lead on implementation within areas of responsibility.
  • Develop and implement local workforce plans for the Division(s), as part of the strategic planning process, aligned with the Trust’s workforce strategy and tailored to the business, ensuring delivery of excellent patient care and financial stability.
  • Lead on the development and implementation of specific Trust-wide policies, initiatives and schemes, as agreed with the Head of Workforce.
  • Lead on the creation of local procedures, protocols and guidance where necessary, ensuring consistency and shared learning across the Trust.
  • Monitor external developments and develop and implement local HR initiatives and projects, to ensure delivery of the Division / Function’s strategic and operational objectives.
  • Lead on the identification of workforce related cost efficiency schemes and support their delivery. In conjunction with management teams, analyse the cost / benefit of specific programmes, weighing up risks and adjusting plans.
  • Ensure the workforce elements of business cases are well-structured, cost effective and deliver strategic and operational objectives.

Leading HR

  • Provide guidance to the Head of Workforce, Medical Director and core team on workforce issues, risks and developments relating to the Division(s) for Board management purposes, guided by in-depth and expert knowledge of the Division.
  • Seek feedback and coaching to continually learn and develop as a professional.
  • Manage HR Administrator on a day to day basis and undertake appraisal, advice, development of HROs, ensuring mandatory training is completed, etc.
  • Implement development and talent programmes within the HR team, providing regular feedback and coaching to raise capability.
  • Deputise for the Head of Workforce, as required.
  • Sharing and seeking knowledge and experiences within the HRBP community (and Workforce teams) to ensure HR best practice.

Organisational

  • Work with management teams to design and implement management and team structures which facilitate delivery of strategic and operational objectives.
  • Lead on the planning and implementation of organisational change programmes, ensuring compliance with good employment practices and the Trust’s Change Management Policy and proactively engaging with staff representatives to mitigate risks to plans.

Organisational development

  • Devise and deliver cultural and change management programmes which will assist in the delivery of the Division(s) and Trust’s overarching strategy, and are in accordance with the Trust’s values and attitudes.

Resourcing and talent planning

  • Work with the Division to develop articulate and well-evidenced business cases to support recruitment.
  • Consider and approve (in conjunction with finance) staff changes and other actions in ESR as the workforce delegate in the process.
  • Engage with transactional Recruitment Services/Medical Staffing team members to highlight recruitment strategies impacting their service, resolve blockages in the process and ensure timely on-boarding of staff, honorary contract and volunteers.
  • Audit recruitment files and provide final approval of employment contracts for new staff.
  • Develop and implement recruitment and retention strategies for hard to fill posts.
  • Develop and implement proposals for sensitive, difficult or high profile recruitment situations, leading on and participating in the process as appropriate (i.e. participate in recruitment panels, establish arrangements with external executive search firms).
  • Ensure a culture of forward workforce and succession planning within Divisions / Functions to ensure vacancy levels are appropriately managed and short-term, high-cost interim solutions are eliminated.
  • Ensure contractual arrangements for labour with individuals, other NHS employers and companies comply with legal and tax requirements and best practice, mitigating potential employment risks and liabilities.
  • In partnership with the Divisional Clinical Director, ensure Consultant job plans are integrated into the business planning process. Using best practice and benchmarking influence increases in productivity.
  • Ensure job planning is completed efficiently, providing coaching, advice and support to Clinical Leads and managers as appropriate.
  • Proactively assist the Divisional Clinical Director to review and plan Job Plans to ensure they are robust and in accordance with Trust strategic objectives, especially in regards to the education, leadership and research agendas

Learning and talent development

  • Lead on the development of local training needs analysis for implementation by the divisional management team(s).
  • Working with the Learning and Development Team, develop and implement interventions and programmes to ensure managers are confident, competent and supported to manage their staff effectively.
  • Coach and guide managers in all staff management related issues – managing change, maximising individual performance, building high performance teams and dealing with conflict.
  • Develop and roll out bespoke organisational development and training initiatives within the Division(s), providing short term and long term strategic support in designing structures, services, teams and roles. 
  • Working with key stakeholders, identify and develop talent within the Division(s).
  • Lead on and participate in Trust-wide training programmes for line managers on a variety of workforce-related issues.

Performance and reward

  • Provide guidance to managers in developing job roles in line with national guidance.
  • Work in partnership with local management and staff-side in implementing agenda for change across teams / departments within the division and amongst Trust-wide staff groups.
  • Participate in the development, implementation and improvement of the job evaluation processes.
  • Facilitate consistency and efficiency in pay and reward arrangements.

Employee engagement

  • Foster a positive climate of employee relations within the Trust, to support the implementation of a partnership approach and to develop and maintain good working relationships with representatives of Trade Unions and staff organisations.

Employee relations

  • Foster a positive climate of employee relations within the Trust, to support the implementation of a partnership approach and to develop and maintain good working relationships with representatives of Trade Unions and staff organisations.
  • Advise on particularly complicated, sensitive or high profile / risk cases, providing an options appraisal and risk assessment of possible courses of action.
  • Ensure managers are equipped to manage informal issues with their staff effectively, providing best practice advice in order to minimise escalation to formal processes, where appropriate, and to protect the Trust’s reputation. .
  • Monitor and analyse employee relations reports, ensuring managers adhere to timescales and Trust policies.  Identify cases or areas of concern within the Division / Function and escalate and advise on remedial action and lead on interventions as appropriate.
  • Oversee and monitor all cases that could or do result in employment tribunal proceedings and attend Employment Tribunals as and when required, providing a strategic approach to the management of claims.

Service delivery and information

  • Provide, monitor and analyse workforce information reports for the division, highlighting areas for concern. Proactively work with managers to put plans in place to resolve areas of concern and/or manage risks, ensuring delivery of national and local HR performance targets.
  • Ensure the delivery of divisional workforce performance targets. This will involve helping managers to identify how targets can be best achieved.
  • Provide reports on workforce performance against Trust standards and divisions objectives to senior divisional management meetings
  • Utilising the Trust’s electronic workforce systems, produce reports to aid problem identification and management action.
  • Contribute to the development and review of key workforce performance indicators.
  • Analyse the results of the annual staff survey, working with the management team to set priorities and develop actions to improve staff experience.
  • Ensure transactional providers of HR (Employee Relations, Recruitment, Workforce Information, Learning & Development and Medical Staffing etc.) provide the Division / Function with the service it requires.
  • Work with the Finance and Information leads to provide expert workforce intelligence and solutions, underpinned by analysis of trends, economic circumstances, legislation and political factors, to the management team.

 

Bank Partners is an employment agency/employment business (as defined by the Conduct of Employment Agencies and Employment Businesses Regulations 2003) and is acting on behalf of its client in relation to this vacancy.

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