People Business Partner

Job description

Job responsibilities

Business Strategy and Objectives

Work in partnership with senior leaders in the divisions to deliver Trust and divisional business strategy and objectives by:

Ensuring that workforce issues are fully considered in business strategy;

Developing divisional workforce strategy in line with the Trusts Workforce Strategy, vision and priorities. This will include supporting and driving; business planning, business critical posts, talent management, succession planning, effective and appropriate use of temporary workforce etc.

Support divisional management teams on identifying and delivering workforce related cost improvement programs (CIP) across the Division, resulting in the associated savings;

Supporting divisional teams in developing and implementing plans to improve performance and productivity to achieve delivery of high quality patient services, operational and financial targets in conjunction with divisional management teams.

Workforce Performance and Productivity

To ensure the effective provision of accurate and timely workforce data and support managers to interpret and analyse data to enable productivity gains including leading on the development of local plans/strategies to target and improve performance.

Actively contribute to the development of strategies to improve motivation, engagement and attendance of staff.

Develop and maintain divisional Workforce Intelligence dashboards (data systems) which will be presented to the divisions on a regular basis and at Trust wide performance review meetings. The data systems development will be ongoing and will incorporate a number of HR and Finance data sources.

To lead on the development of annual workforce plans that are reflective of business planning by working closely with the senior leaders in the divisions and business areas. Monitor trends in relation to workforce resourcing and take appropriate action by commissioning the resourcing teams to undertake recruitment campaigns where relevant etc.

Cultural Transformation

Proactively work to diagnositically identify and support the division with creating action plans where interventions are needed to improve culture, values and behaviours in business areas; including triangulating various information sources such as staff survey results, pulse surveys, ER casework themes and workforce data

In conjunction with OD and Well-being colleagues to design and implement appropriate interventions to improve culture and staff behaviours in identified business areas

Provide direct support to business area to improve culture and performance, which may include listening events and facilitation; and in turn work closely with OD colleagues to commission interventions for more complex issues

Improving People Management Capability

Develop and oversee the implementation of plans within directorates to improve the people management skills of senior leaders and managers by:

Using measurements of performance, effectiveness and staff engagement to assess management capability within directorates;

Lead and manage the HR interface with managers and staff in the organisation, providing expert advice and support on employee relations issues, offering terms and conditions advice, providing expert advice on complex HR cases to managers

Identifying appropriate support and measures aimed at improving capability;

Coaching leaders and managers to develop skills and competencies for effective people management necessary for them to fulfil their operational roles. Work in collaboration with education and Training department to design and deliver training and development programmes and briefing update sessions in matters of HR policy and practice at all levels in the organisation.

Change Management

To lead and deliver on the TUPE of services, coordinating all aspects of the programme, liasing with external and internal stakeholders.

To deliver key HR initiatives and change programmes ensuring that they are delivered in accordance with agreed requirements and in line with required best practice and associated legislative drivers. Where relevant benefits realisation exercise should be conducted and introduction of new ways of working supported by use of technology.

To work with workforce and wider HR colleagues on organisation-wide change programmes.

To act as an advocate of change and support managers in identifying and implementing workforce modernisation including identification of new ways of working role redesign and improved performance measurement systems which are patient focused and improve service delivery.

Employee Relations

To support the ER agenda by overseeing specific ER activity across the division and business areas, working with the Head of ER and ER Team to review casework as necessary and provide support in addressing issues within their divisions.

To advise and sit on formal hearings for ER cases when required and assist with the preparation and delivery of management reports.

Liaise with the ER team on Employee Relations matters and Resolutions & Investigations Team on managing complex ER cases through advice and coaching, ensuring the approach is pragmatic, providing necessary development and coaching to the ER Advisors where appropriate

Interpret and advise business areas on employment legislation and best practice on Employee Relation matters, working closely with the ER Team to ensure efficient and prompt resolution of ER casework

To ensure ER Performance indicators are in place to monitor activity and quality and take action as required.

Corporate Duties

Work closely with the Organisational development team, Equality Leads and other HR & OD collleagues to identify and create appropriate development initiatives to improve management capabilities and embed positive workforce cultures.

Champion the provision of an HR service to the Trust which is focused on supporting directorates and managers to achieve outcomes based on the provision of a quality service to patients and is line with the vision, purpose, priorities and objectives of the Trust.

Provide line-managers and staff with professional, comprehensive and timely HR advice and support on complex, sensitive and contentious HR issues, management of change and TUPE, ensuring that organisational and legislative requirements are met and standards of good practice are maintained.

To produce reports for designated area and for the HR department when required.

Support as necessary the implementation of Trust HR initiatives (National Staff Survey, Staff Friends and Family Test, Flu Vaccination Programme etc. NHS people promise);

Participate in regional HR related forums/events, as appropriate, in order to provide the Trusts perspective and obtain information for sharing and dissemination;

To actively promote the Trusts inclusion strategy acting as a role model for diversity issues and ensuring that these are routinely considered as business as usual;

Support the development and review of HR policies ensuring all existing, new or amended policies are implemented in a timely fashion across the Trust and managers coached / trained as required;

Involve and engage HR colleagues to provide operational support for directorates.

Direct managers and staff to the intranet and/or first call advisory team for advice on terms, conditions, trust policies, and procedures.

Person Specification

Qualifications

Essential

• Educated to Masters Level, or equivalent
• CIPD Member
• Postgrad Diploma in HRM (level 7 or equivalent)
• Coaching or conflict resolution, or commitment to undertake

Desirable

• Project Management

Knowledge

Essential

• Up to date knowledge of TUPE and change management processes
• Up to date knowledge of Employment Legislation
• Knowledge of NHS T&Cs

Experience

Essential

• Experience of Coordinating Change programmes, including TUPE, or delivering change
• Experience of working within the business to improve performance and productivity
• Experience providing a range of HR advice around application of policies
• Working with a range of data to support workforce intelligence and improvements
• Business or Workforce Planning
• Supporting managers with applying ER policies

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.

Certificate of Sponsorship

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).

Employer details

Employer name

Medway NHS Foundation Trust

Address

Medway Maritime Hospital

Gillingham

ME7 5NY

Employer's website

https://www.medway.nhs.uk/ (Opens in a new tab)