Job summary
University Hospitals of Northamptonshire (UHN) comprises Northampton General Hospital and Kettering General Hospital NHS Foundation Trust, operating together as a hospital group. The group provides care for approximately 900,000 people and is working to improve experiences for both patients and staff.
As part of a move to support a group people structure we have an opportunity as a 12 months fixed term People Partner within the team.
About the Role
Are you an experienced HR professional seeking a senior position where you'll lead transformational change, shape workforce initiatives, and make a tangible difference to staff wellbeing?
We are looking for a dynamic and knowledgeable People Partner to join our People Partnering team, supporting the delivery of effective and innovative workforce solutions across our Group. This is an exciting opportunity to influence and drive high quality, business-focused Employee Relations services across our divisions and corporate services.
Main duties of the job
Lead on operational Employee Relations, ensuring best practice and a person centred, just cultural approach across the aligned division.
Act as a senior advisor to divisional and senior managers (clinical and non-clinical), delivering expert guidance on highly complex employee relations matters.
Manage and develop a team of Senior HR Advisors and HR Advisors, providing clear direction, coaching, and line management.
Partner with divisional leaders to deliver workforce initiatives and support transformational change.
Provide expert advice on employment law, policy interpretation, and complex casework, and represent the Trust at hearings, appeals, and employment tribunals.
Contribute to policy development, service improvement initiatives, and the delivery of key workforce indicators.
Work collaboratively with trade unions, external legal bodies, and internal partners to ensure positive employee relations.
About You
Educated to Masters level, Level 7 CIPD or equivalent, with evidence of continuous professional development.
Extensive operational HR experience, including in unionised settings
Proven track record in leading HR teams or projects, managing complex casework, and driving organisational change.
Comprehensive knowledge of UK employment law and best practice, especially in NHS or similarly complex settings.
About us
Please submit your application as soon as possible as we reserve the right to close adverts once we have received sufficient applications
University Hospitals of Northamptonshire NHS Group is made up of Northampton General Hospital NHS Trust and Kettering General NHS Foundation Trust. Both hospitals are separate hospitals/employers with hospital board and leadership. We share an integrated executive team leading on a shared vision, mission, priorities, strategies and Dedicated to Excellence Values.
Our Excellence Values
- Compassion
- Accountability
- Respect
- Integrity
- Courage
We want to recruit the best people to deliver our services across UHN and help to unleash everyone's full potential.
UHN encourages applications from people who identify from all protected groups. We understand that we need to work with colleagues from diverse backgrounds and make sure the environment they work in is inclusive and collaborative.
We recognise the valuable contribution that the Armed Forces community make to our organisation. We have signed the Armed Forces Covenant and achieved Silver Award under the Armed Forces Employer Recognition Scheme.
We have active Networks that promote and support colleagues from all backgrounds. This ensures everyone feels supported and has a sense of belonging working for UHN.
Job description
Job responsibilities
Provide specialist, professional advice and guidance to managers across the full range of employee relations issues, resolve queries from all levels of staff on HR related matters and undertake a key role in the effective management of sickness,disciplinary, grievances and other matters to enable effective and appropriate courses of action and resolution. They will analyse, interpret and advise on employment legislation, policy formulation and terms and conditions of employment and remain up to date in these areas.
The post has management responsibility for Senior HR Advisors and HR Advisors providing them with direction and support along with the delivery of HR workforce indicators, delivery of cost improvement plans and workforce change.
Responsible for developing and maintaining a restorative just and learning culture approach across UHN employee relations, working alongside other People Partners to enhance an employee relations approach centred on the person in a just culture approach
Partner with divisions to lead employee relations for the division to resolve complex employee relations challenges.
Advise on all highly complex, sensitive and contentious employee relations issues within their Division(s) to senior managers and Directors, cross working where required in other areas of the Trust / Group.
Work in conjunction with external legal teams preparing court bundles and presenting at court where required and with TIAA with fraud cases. They will also liaise with external professional bodies where required.
Responsible as HR lead on Trust wide projects and a key decision maker within corporate groups as the HR lead. Contribute to the leadership of the HR department and provide specific leadership to own team ensuring the engagement in delivering a high quality service.
Advise and coach Senior Managers and Directors on highly complex specialist HR issues and a range of very complex employment situations which require deciding on way forward where no precedent exist. assess and analyse the risk to the Trust / Group and Division in line with legislation, national, NHS and Trust policy. Gives advice on how to mitigate any risk, recommend courses of action, offer conflictresolution through negotiation, persuasion and mediation and advice based on other case precedents and outcomes.
Communicate, both written and orally, highly complex and sensitive information in a hostile, contentious, antagonistic or highly emotive atmosphere; though managing conflict resolution mediation, hearings, appeals, employment tribunals.
Manage change activities for closure and or acquisition of services in line with TUPE legislation.
Interpret and advise on employment legislation and case law both national and NHS specific and provides authoritative specialist advice on medical staffing issues.
Ensure through the senior Divisional management team that policies are interpreted, implemented and adhered to across the Trust / Group.
Develop constructive relationships and partnership working with trade union and professional bodies both internal and external to the Trust.
Provide expert advice and support to the Trusts Equality & Diversity agenda, advise on employment related issues relating to Equality & Diversity and work with the Division each year on Equality and Diversity objectives for the Division and to work with the Senior Management Teams to ensure these are reached.
Identify and interpret national legislation for policy review and determine content of Trust / Group HR policies working in partnership with staff side.
Attend Boards and Partnership meetings, give presentations on complex HR issues and provide HR expertise to aid achievement of the Divisions / Trusts objectives and collaborative working.
Self-manage and analyse monthly KPI data providing reports and presentations to relevant committees such as Trust Board, Director Management Board/Teams and any other divisional review meetings.
Lead on appropriate interventions in response to timely analysis of staff-related management information e.g. from the Electronic Staff Record, staff survey results, FOIs and advise senior managers on trends and recommended action and support all interventions.
Represent the HR department and organisation at internal and external meetings / events
Operate and negotiate in a multi-unionised and multi-professional specialist employee relations environment providing expertise where required to achieve the Trusts vision.
Provide professional expertise and work in line with the CIPD Professional Code of Conduct.
Self-manage large caseload of highly complex employee relations issues, supports hearing managers in decisions at formal hearings, preparation for and presentation of appeals and court bundles and to present and attend at employment tribunals in relation to all aspects of employment practices. Whilst, overseeing HR Advisors own caseload.
Advise on pay and grading issues including grading assessments and job evaluation. Monitor, advise and sign off all pay banding requests.
Collaborate with the Occupational Health and wellbeing teams and attend case manager meetings with Occupational Health Doctors to progress cases appropriately.
Actively participate in the planning and implementation of modernisation and change programmes across the Trust.
Support and challenge managers in the identification of training and development needs in respect of the people management agenda, providing advice and guidance on complex HR issues in order to minimise risk and financial exposure
Ensure that all staff within areas undertake mandatory and role specific training and that this is accurately recorded on ESR. Report on Mandatory Training, Role Specific Training and Appraisal training at monthly Directorate and Divisional meetings and support the Division with improving these figures.
Advise managers on training and development issues, working closely with expertise within OD.
Coach and develop line managers to effectively fulfil their people responsibilities.
Develop and tutor on relevant HR related management programmes across organisation.
Advise and support managers on KSF, Performance Development, Talent Management and Succession Planning processes.
Design, draft, deliver HR related workshops to build the capability of line managers.
For further information on the advertised role, please refer to the job description and person specification located under the Supporting Documents heading.
Job description
Job responsibilities
Provide specialist, professional advice and guidance to managers across the full range of employee relations issues, resolve queries from all levels of staff on HR related matters and undertake a key role in the effective management of sickness,disciplinary, grievances and other matters to enable effective and appropriate courses of action and resolution. They will analyse, interpret and advise on employment legislation, policy formulation and terms and conditions of employment and remain up to date in these areas.
The post has management responsibility for Senior HR Advisors and HR Advisors providing them with direction and support along with the delivery of HR workforce indicators, delivery of cost improvement plans and workforce change.
Responsible for developing and maintaining a restorative just and learning culture approach across UHN employee relations, working alongside other People Partners to enhance an employee relations approach centred on the person in a just culture approach
Partner with divisions to lead employee relations for the division to resolve complex employee relations challenges.
Advise on all highly complex, sensitive and contentious employee relations issues within their Division(s) to senior managers and Directors, cross working where required in other areas of the Trust / Group.
Work in conjunction with external legal teams preparing court bundles and presenting at court where required and with TIAA with fraud cases. They will also liaise with external professional bodies where required.
Responsible as HR lead on Trust wide projects and a key decision maker within corporate groups as the HR lead. Contribute to the leadership of the HR department and provide specific leadership to own team ensuring the engagement in delivering a high quality service.
Advise and coach Senior Managers and Directors on highly complex specialist HR issues and a range of very complex employment situations which require deciding on way forward where no precedent exist. assess and analyse the risk to the Trust / Group and Division in line with legislation, national, NHS and Trust policy. Gives advice on how to mitigate any risk, recommend courses of action, offer conflictresolution through negotiation, persuasion and mediation and advice based on other case precedents and outcomes.
Communicate, both written and orally, highly complex and sensitive information in a hostile, contentious, antagonistic or highly emotive atmosphere; though managing conflict resolution mediation, hearings, appeals, employment tribunals.
Manage change activities for closure and or acquisition of services in line with TUPE legislation.
Interpret and advise on employment legislation and case law both national and NHS specific and provides authoritative specialist advice on medical staffing issues.
Ensure through the senior Divisional management team that policies are interpreted, implemented and adhered to across the Trust / Group.
Develop constructive relationships and partnership working with trade union and professional bodies both internal and external to the Trust.
Provide expert advice and support to the Trusts Equality & Diversity agenda, advise on employment related issues relating to Equality & Diversity and work with the Division each year on Equality and Diversity objectives for the Division and to work with the Senior Management Teams to ensure these are reached.
Identify and interpret national legislation for policy review and determine content of Trust / Group HR policies working in partnership with staff side.
Attend Boards and Partnership meetings, give presentations on complex HR issues and provide HR expertise to aid achievement of the Divisions / Trusts objectives and collaborative working.
Self-manage and analyse monthly KPI data providing reports and presentations to relevant committees such as Trust Board, Director Management Board/Teams and any other divisional review meetings.
Lead on appropriate interventions in response to timely analysis of staff-related management information e.g. from the Electronic Staff Record, staff survey results, FOIs and advise senior managers on trends and recommended action and support all interventions.
Represent the HR department and organisation at internal and external meetings / events
Operate and negotiate in a multi-unionised and multi-professional specialist employee relations environment providing expertise where required to achieve the Trusts vision.
Provide professional expertise and work in line with the CIPD Professional Code of Conduct.
Self-manage large caseload of highly complex employee relations issues, supports hearing managers in decisions at formal hearings, preparation for and presentation of appeals and court bundles and to present and attend at employment tribunals in relation to all aspects of employment practices. Whilst, overseeing HR Advisors own caseload.
Advise on pay and grading issues including grading assessments and job evaluation. Monitor, advise and sign off all pay banding requests.
Collaborate with the Occupational Health and wellbeing teams and attend case manager meetings with Occupational Health Doctors to progress cases appropriately.
Actively participate in the planning and implementation of modernisation and change programmes across the Trust.
Support and challenge managers in the identification of training and development needs in respect of the people management agenda, providing advice and guidance on complex HR issues in order to minimise risk and financial exposure
Ensure that all staff within areas undertake mandatory and role specific training and that this is accurately recorded on ESR. Report on Mandatory Training, Role Specific Training and Appraisal training at monthly Directorate and Divisional meetings and support the Division with improving these figures.
Advise managers on training and development issues, working closely with expertise within OD.
Coach and develop line managers to effectively fulfil their people responsibilities.
Develop and tutor on relevant HR related management programmes across organisation.
Advise and support managers on KSF, Performance Development, Talent Management and Succession Planning processes.
Design, draft, deliver HR related workshops to build the capability of line managers.
For further information on the advertised role, please refer to the job description and person specification located under the Supporting Documents heading.
Person Specification
Educations, Training and Qualifications
Essential
- Educated to Masters level or equivalent level of education, training or experience
- Level 7 CIPD or equivalent experience
- Evidence of CPD
Desirable
- MCIPD Status or equivalent experience
Knowledge and Experience
Essential
- Extensive and significant experience in an operational HR environment, providing generalist HR advice in a demanding environment post diploma
- Experience of successfully leading- teams and or HR projects
- Significant knowledge of UK employment legislation and case law in order to deal with very complex employee relations issues
- Experience of conducting high level and complex disciplinary, grievance and bullying and harassment cases
- Communicating highly complex and sensitive information
- Working in a multi-disciplinary unionised environment
- Significant experience of working in a complex unionised environment and working in partnership with trade unions
- Experience of consulting and negotiating with trade unions
- Experience of working with highly complex organisational and transformational change, including experience of TUPE transfer
- Experience of interpreting highly complex terms and conditions of employment
- Experience of reviewing, producing and implementing HR policies and procedures.
- Experience of designing and delivering training programmes and workshops to HR colleagues and Senior Managers
- Experience of recruiting and interviewing at all levels, including senior management appointment
Desirable
- Substantial experience of highly complex change management projects
- Experience of managing, leading and motivating a team through sound line management
- Experience of NHS Employment Relations / Human Resources Systems e.g. ESR, Trac, NHS Jobs, HeathRoster
Skills
Essential
- Expert knowledge of employment legislation
- Highly effective communication skills including highly changed, sensitive, hostile, contentious and emotive situations
- Proven ability to manage a range of highly complex situations that may evoke a strong emotional reaction
- Ability to handle very difficult and sensitive conversations and able to explain things in a clear and concise way
- Ability to work with unpredictable very complex employment situations and under pressure to tight deadlines
- Ability to form effective working relationships at all levels with ability to influence and persuade and adapt own style to suit diverse audiences
- Good time management with ability to meet deadlines and work under pressure often with conflicting demands
- Able to deal with highly complex situations and challenging circumstances
- Demonstrate analytical, interpretative and judgemental skills
- Works effectively in partnership and gains confidence of Senior Managers, colleagues and other stakeholders
- A creative and innovative thinker, delivers practicable and pro-active solutions
- Ability to provide authoritive advice and interpretation to the group on specialist HR issues/ policies/ employment legislation and case law
- Prioritisation skills with ability to manage multiple strands of work.
- Frequent requirement for concentration where the work pattern is unpredictable, concentration required daily for analysis of information, writing reports interruption from staff and managers that require immediate action
- Frequent exposure to distressing and emotional circumstances, delivering unwelcome news to staff in a range of situations such as consultations, disciplinary, grievances, redeployment sickness absences and ill retirement.
- Excellent interpersonal skills including highly-developed influencing, negotiating, presentation skills able to quickly build credibility and influence at all levels of the organisation
Key Competencies/Personal Qualities and Attributes
Essential
- Robust and persistent in pursuit of organisational objectives, has strong drive for improving performance. X
- Ability to deal with people in complex, confrontational or highly emotive situations.
Person Specification
Educations, Training and Qualifications
Essential
- Educated to Masters level or equivalent level of education, training or experience
- Level 7 CIPD or equivalent experience
- Evidence of CPD
Desirable
- MCIPD Status or equivalent experience
Knowledge and Experience
Essential
- Extensive and significant experience in an operational HR environment, providing generalist HR advice in a demanding environment post diploma
- Experience of successfully leading- teams and or HR projects
- Significant knowledge of UK employment legislation and case law in order to deal with very complex employee relations issues
- Experience of conducting high level and complex disciplinary, grievance and bullying and harassment cases
- Communicating highly complex and sensitive information
- Working in a multi-disciplinary unionised environment
- Significant experience of working in a complex unionised environment and working in partnership with trade unions
- Experience of consulting and negotiating with trade unions
- Experience of working with highly complex organisational and transformational change, including experience of TUPE transfer
- Experience of interpreting highly complex terms and conditions of employment
- Experience of reviewing, producing and implementing HR policies and procedures.
- Experience of designing and delivering training programmes and workshops to HR colleagues and Senior Managers
- Experience of recruiting and interviewing at all levels, including senior management appointment
Desirable
- Substantial experience of highly complex change management projects
- Experience of managing, leading and motivating a team through sound line management
- Experience of NHS Employment Relations / Human Resources Systems e.g. ESR, Trac, NHS Jobs, HeathRoster
Skills
Essential
- Expert knowledge of employment legislation
- Highly effective communication skills including highly changed, sensitive, hostile, contentious and emotive situations
- Proven ability to manage a range of highly complex situations that may evoke a strong emotional reaction
- Ability to handle very difficult and sensitive conversations and able to explain things in a clear and concise way
- Ability to work with unpredictable very complex employment situations and under pressure to tight deadlines
- Ability to form effective working relationships at all levels with ability to influence and persuade and adapt own style to suit diverse audiences
- Good time management with ability to meet deadlines and work under pressure often with conflicting demands
- Able to deal with highly complex situations and challenging circumstances
- Demonstrate analytical, interpretative and judgemental skills
- Works effectively in partnership and gains confidence of Senior Managers, colleagues and other stakeholders
- A creative and innovative thinker, delivers practicable and pro-active solutions
- Ability to provide authoritive advice and interpretation to the group on specialist HR issues/ policies/ employment legislation and case law
- Prioritisation skills with ability to manage multiple strands of work.
- Frequent requirement for concentration where the work pattern is unpredictable, concentration required daily for analysis of information, writing reports interruption from staff and managers that require immediate action
- Frequent exposure to distressing and emotional circumstances, delivering unwelcome news to staff in a range of situations such as consultations, disciplinary, grievances, redeployment sickness absences and ill retirement.
- Excellent interpersonal skills including highly-developed influencing, negotiating, presentation skills able to quickly build credibility and influence at all levels of the organisation
Key Competencies/Personal Qualities and Attributes
Essential
- Robust and persistent in pursuit of organisational objectives, has strong drive for improving performance. X
- Ability to deal with people in complex, confrontational or highly emotive situations.
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).
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.
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).
UK Registration
Applicants must have current UK professional registration. For further information please see
NHS Careers website (opens in a new window).
