Job summary
To work in partnership with Group Management Teams to ensure the delivery of a professional and strategic People Operations support service (HR/Workforce).
This role will be working closely with Clinical Groups and Core Service functions to offer strategic and operational guidance on a wide range of employment procedures and key workforce policies.
The People Business Partner role specifically supports the delivery of a transactional and expert advisory service to managers and staff, and maintains oversight of key workforce metrics to spot areas under challenge and deploy support accordingly in partnership with other key functions across the People Directorate including Learning and Development, Organsiational Development, Payroll, Pensions, Occupational Health, People support, Resourcing, Temporary staffing and workforce information / ESR.
Please be advised that interviews are proposed to take place on 21st and 22nd March 2024 and individual interview slots will be confirmed after shortlisting has been completed.
Main duties of the job
In partnership with management teams, drive the implementation of the UHCW People Strategy, operational delivery plan, and NHS People Promises.
Lead on Workforce / People transformation programmes including identify opportunities for new ways of working, new role development or role redesign, and enable improved performance to enhance and improve service delivery.
In conjunction with leadership and management teams, ensure that their Group People Plans align to the priorities of the Trust and focus on good workforce planning principles which fully integrate with the annual planning cycle.
To monitor workforce metrics and data trends and take appropriate action to address hard to fill vacancy gaps through innovative recruitment and retention campaigns.
To work closely with Temporary staffing and centralised recruitment teams to ensure safe staffing plans are maintained with professional leads.
About us
University Hospitals Coventry and Warwickshire NHS Trust, rated as good by the Care Quality Commission, is one of the largest teaching Trusts in the UK.
We are extremely proud of our employees across our hospital sites, with high quality patient care at the heart of everything we do.
Boasting some of the most modern facilities in Western Europe, the Trust is renowned for being at the forefront of research and innovation as part of its blossoming reputation as a worldwide leader in healthcare.
We are proud to be recognised as a Pathway to Excellence designated organisation - please click the link for further details about this prestigious award. Pathway To Excellence - University Hospitals Coventry & Warwickshire (uhcw.nhs.uk)
By joining our exciting journey, you will form part of a passionate, talented team and will be able to access a wide range of learning and development opportunities. There has never been a better time to join our team.
The Trust is committed to building an organisation that makes full use of the talents, skills, experience, and different perspectives available in our diverse society. We want everyone to feel they are respected, valued, can achieve their potential and receive the most appropriate and relevant care. We will create an environment where the equality and human rights principles of fairness, respect, equality, dignity and autonomy are promoted and are part of the organisation's core values.
Job description
Job responsibilities
Workforce Performance
To ensure the effective provision of accurate and timely workforce data and work in conjunction with management teams to interpret and analyse data, to enable productivity gains, including supporting the development of local plans to target and improve performance. Actively contribute to the development of strategies to improve motivation, engagement and attendance of staff.
Staff Management
Day to day management responsibility for allocated staff to ensure effective management in line with Trust Policies, to include appraisal, performance management, disciplinary and personal development.
HR Practice
Actively engage in key business decisions to ensure the effective management of staff through the fair, efficient and pragmatic application of best practice; this will include the training and coaching of managers in Workforce policies and practice and the monitoring and development of best practice to embrace diversity in the workforce.
Employee Relations Services
Manage and deliver the provision of an effective employee relations service to ensure that all cases are managed effectively, sensitively and in a timely manner. Interpret and advise on employment legislation, Workforce Policies, Procedures and terms and conditions of service, ensuring professional advice is given at all times. Provide support to managers as appropriate in case investigations and panel hearings (Disciplinary, Capability and Grievance) sitting as part of panels as the expert adviser.
To proactively manage and deliver a quality employee relations caseload ensuring appropriate and effective timeframes for casework management within their area of responsibility. This includes the management and representation of cases referred to employment tribunal and managing negotiations with senior trade union officials, employment solicitors and ACAS/NCAS when appropriate.
To manage all relevant TUPE changes that occur within the Trust ensuring that appropriate legislation and best practice are followed at all times.
Partnership working
To ensure there are robust processes in place to engage with unions and professional association colleagues; supporting negotiation and consultation processes; managing Employee Relations and change issues effectively and in line with the Trust values.
Development of Practice
The development and review organisation-wide Workforce policy/practice to reflect employment legislation and best practice and to inform and support effective business planning for success. This involves (i) the active identification of workforce and business issues that require new approaches, and (ii) the active participation in (or leadership of) development projects.
Working with organisational leads to formulate long term strategic plans for the development and delivery of Workforce and other support services to the management groups.
Change programmes
To lead on the delivery of key workforce initiatives and change programmes to ensure that they are delivered in accordance with agreed requirements realising effective co-ordination of people, resource and talent.
For further details of the role please see the attached job description.
Job description
Job responsibilities
Workforce Performance
To ensure the effective provision of accurate and timely workforce data and work in conjunction with management teams to interpret and analyse data, to enable productivity gains, including supporting the development of local plans to target and improve performance. Actively contribute to the development of strategies to improve motivation, engagement and attendance of staff.
Staff Management
Day to day management responsibility for allocated staff to ensure effective management in line with Trust Policies, to include appraisal, performance management, disciplinary and personal development.
HR Practice
Actively engage in key business decisions to ensure the effective management of staff through the fair, efficient and pragmatic application of best practice; this will include the training and coaching of managers in Workforce policies and practice and the monitoring and development of best practice to embrace diversity in the workforce.
Employee Relations Services
Manage and deliver the provision of an effective employee relations service to ensure that all cases are managed effectively, sensitively and in a timely manner. Interpret and advise on employment legislation, Workforce Policies, Procedures and terms and conditions of service, ensuring professional advice is given at all times. Provide support to managers as appropriate in case investigations and panel hearings (Disciplinary, Capability and Grievance) sitting as part of panels as the expert adviser.
To proactively manage and deliver a quality employee relations caseload ensuring appropriate and effective timeframes for casework management within their area of responsibility. This includes the management and representation of cases referred to employment tribunal and managing negotiations with senior trade union officials, employment solicitors and ACAS/NCAS when appropriate.
To manage all relevant TUPE changes that occur within the Trust ensuring that appropriate legislation and best practice are followed at all times.
Partnership working
To ensure there are robust processes in place to engage with unions and professional association colleagues; supporting negotiation and consultation processes; managing Employee Relations and change issues effectively and in line with the Trust values.
Development of Practice
The development and review organisation-wide Workforce policy/practice to reflect employment legislation and best practice and to inform and support effective business planning for success. This involves (i) the active identification of workforce and business issues that require new approaches, and (ii) the active participation in (or leadership of) development projects.
Working with organisational leads to formulate long term strategic plans for the development and delivery of Workforce and other support services to the management groups.
Change programmes
To lead on the delivery of key workforce initiatives and change programmes to ensure that they are delivered in accordance with agreed requirements realising effective co-ordination of people, resource and talent.
For further details of the role please see the attached job description.
Person Specification
Qualifications
Essential
Experience
Essential
Desirable
Knowledge
Essential
Desirable
Skills & Abilities
Essential
Person Specification
Qualifications
Essential
Experience
Essential
Desirable
Knowledge
Essential
Desirable
Skills & Abilities
Essential
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.
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).
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.
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).
