HR Business Partner

Job description

Job responsibilities

To manage the directorate HR team to ensure the provision of a comprehensive and high quality HR service to all staff within a designated area.

To promote best practice in human resource management through the effective use of performance management systems including appraisal and personal development planning

Operate in a multi-unionised and multi-professional employee relations environment.

To deputise for the Head of ER and Business Partnering.

To provide specialist knowledge in areas including agenda for change, TUPE and organisational change.

To undertake ad-hoc projects as and when required by the Head of ER and Business Partnering.

Planning and Strategy

To lead and develop an HR team establishing quality standards for the provision of services and contribute to the HR Directorates development plans.

To contribute towards the development and delivery of the HR strategy.

To contribute to the annual business planning process with particular emphasis on the development of directorate, departmental, and individual HRM objectives, highlighting trends, areas of concern, achievements and challenges in delivering the National Service Framework targets, clinical governance and service delivery plans.

To support the ongoing development of directorate workforce plans. Contribute to the annual business planning process with emphasis on HR objectives.

To lead on the development of Workforce information and work with directorate management teams to positively influence strategy and outcomes.

Organisational Change

To actively participate in the planning and implementation of modernisation and change programmes across the Trust. To facilitate a constructive framework of partnership working with trade union and professional representatives.

To support the directorates with bids for new services as well as defensive tender processes.

To manage staff change activities for closures and/or acquisition of services, in line with TUPE (Transfer of an Undertaking Protection of Employment Regulations) legislation.

To facilitate and manage change in line with service modernisation and redesign.

Employee Relations

To assist with maintaining a climate of employee relations that develops feelings of mutuality, encourages co-operation and minimises the causes and effects of conflict.

To facilitate good employee relations and advise managers and staff accordingly on good practice. To support managers in effective implementation of the Trusts HR policies, up to and including formal hearings, appeals and attendance at Employment Tribunal.

To advise managers on highly complex and highly sensitive issues, identifying key issues and risks from the information provided. This includes conflict resolution through persuasion, negotiation and mediation, in accordance with formal procedures.

Respond to hostile and crisis situations as required.

To address complaints from members of staff and patients in a timely and effective manner.

To draft policies and lead on policy implementation, research and review.

To draft employment tribunal papers and produce and advise on management cases for formal hearings.

To interpret employment legislation and case law, providing authoritative advice on all HR related issues, including capability, conduct, discrimination and maternity.

To monitor employee relations trends and highlight patterns for managers. To ensure that all managers are adequately trained and supported in dealing with employee relations issues.

To ensure that sickness/absence levels are monitored and problem areas identified. To ensure that appropriate sickness level targets are developed in conjunction with managers ensuring that information provided is used effectively to assist in the reduction of sickness levels.

Team Management

To contribute to the leadership of the Operational HR teams, and provide specific leadership to own HR team, ensuring the engagement of the team in delivering a high quality service.

To maintain consistently high professional standards and act in accordance with the CIPD Code of Professional Conduct and to be a role model for the other members of the team.

To oversee the performance management of the HR team through PDR and supervision, which includes setting clear performance targets and providing regular feedback in order to ensure a high performing, efficient, engaged and highly motivated workforce.

Staff Engagement

To lead on the development of a climate of active staff engagement in support of the objectives of the Trust.

To support the local implementation of the Trusts health and wellbeing agenda including development of action plans to address staff survey results.

To use the national staff survey and local surveys to develop innovative ways of tracking and reporting on staff experience, to develop interventions to enhance engagement.

Proactively work with managers and staffside representatives to develop and promote a culture of positive employee relations and effective partnership working.

Training and Development

To provide Trust-wide training (formal/informal) to line managers on policy and procedures to support good HR management across the Trust, ensuring line managers are trained and supported in dealing with staff management issues.

To draft and update training programmes as and when needed, developing bespoke organisational development and training initiatives as required.

To champion the continuous development of leadership by contributing to the directorates talent management process.

To assist with promoting a positive learning & personal development culture throughout the Trust.

Recruitment and Retention/Pay and Reward

To have overall responsibility for recruitment of staff to the directorate ensuring an effective link with line managers and the central recruitment function.

To advise managers about the design of job roles, structure and the Agenda for Change job evaluation process and take an active part in the job evaluation process.

To represent the Trust at the appropriate workforce groups.

To influence the development of departmental and management structures and ensure that decisions on the banding of posts are made in line with Trust protocols. To advise on job profiling.

To check recruitment requests for the directorate and ensure that the principles of the Trusts Equality and Human Rights Policy are adhered to.

To work closely with the central recruitment team in analysing the effectiveness of recruitment and retention initiatives.

To support and advise on development of clear, flexible career pathways including competency frameworks.

Workforce Information and performance

To contribute to the development and review of workforce information and productivity measures, and ensure their use in all aspects of HR management. Be responsible for its monitoring, analysis and implementation within the directorate.

To actively contribute to the development of directorate strategies for resource management, clinical governance and service delivery. In conjunction with Corporate HR and managers, prepare and analyse staff profile reports; these will include regular information on staff headcount, starters, leavers, bank and agency usage, sickness and turnover, age, disability and ethnicity. Be familiar with the Trusts computerised and integrated HR information system to input, retrieve, analyse and report information as and when necessary.

To support the development and use of the E-roster system in the Directorate.

Person Specification

CIPD Qualified

Essential

• CIPD Qualified MCIPD
• Active CIPD membership

Experience

Essential

• HR experience 4 year's, generalist - Employee Relations casework, Change Management, TUPE and Workforce Planning

Management skills

Essential

• HR Management/Business Partnering skills, performance management, negotiating/influencing/problem solving skills

Workforce Information

Essential

• Ability to understand, manipulate and analyse electronic HR data/reports and present

Logistics

Essential

• Ability to travel across multiple sites

Desirable

• UK driving licence and access to car

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

Oxleas NHS Foundation Trust

Address

Pinewood House

Pinewood Place

Dartford

DA2 7WG

Employer's website

http://oxleas.nhs.uk/ (Opens in a new tab)