Job summary
We have an exciting opportunity for an experienced People / Human Resources professional to support our people agenda within one of our care groups and some of our corporate services as a People Partner.
We have recently reviewed our team structure, this being a newly introduced post.
The post-holder will assist the People Business Manager in the delivery of the key result areas by providing a comprehensive operational/advisory service to managers and employees of the Trust in respect of all aspects of human resource management. They will ensure that a professional people service is provided to the Care Groups and will empower line managers to deliver good people practices.
The post holder will deputise for the People Business Manager and will also lead on identified programmes of project work and initiatives, working collaboratively with both internal and external stakeholders in their delivery.
The post-holder will ensure that people policies, procedures and practices are fairly and consistently applied, supporting best practice to achieve organisational objectives and supporting the effective day to-day operation of the Trust.
The post holder will be responsible for analysing complex HR issues as well as making decisions and judgements, using influencing and negotiation skills to ensure that the best outcomes for the services are achieved whilst also balancing risks.
The management of KPIs and people metrics will be a significant part of the role.
Main duties of the job
The post holder will deputise for the People Business Manager and will also lead on identified programmes of project work and initiatives, working collaboratively with both internal and external stakeholders in their delivery.
The post-holder will ensure that people policies, procedures and practices are fairly and consistently applied, supporting best practice to achieve organisational objectives and supporting the effective day to-day operation of the Trust.
The post holder will be responsible for analysing complex HR issues as well as making decisions and judgements, using influencing and negotiation skills to ensure that the best outcomes for the services are achieved whilst also balancing risks.
The management of KPIs and people metrics will be a significant part of the role.
The post holder will have well-developed communication skills and will be required to handle and provide complex and sensitive information.
About us
At North Tees & Hartlepool NHS Foundation Trust our main priority is, and always will be, to provide safe and high quality care to our patients every day; the kind of care we would want for ourselves and our loved ones. We want our organisation to be the best place to work with the right staff, in the right roles, at the right time, to ensure we deliver exceptional patient care and experience.
We will support staff through providing an inclusive and supportive workplace with health and well-being initiatives, staff benefits and opportunities for personal and professional development. Staff recognition is very important to us; as well as performance reviews and appraisals, we recognise staff through Star and Team of the month, colleague recognition - a note of thanks, Managers Awards, Shining Stars and Service Awards.
We recruit for values and "Together we are North Tees & Hartlepool"
Job description
Job responsibilities
The post-holder will proactively provide information, advice and guidance to colleagues and managers within the Trust. This will at times, be complex, confidential and sensitive in nature. External contacts will include other NHS organisations and other external agencies
They will be required to formulate close working relationships and highly effective communication with individuals from a variety of backgrounds and interests inclusive of staff side representatives and both internal and external stakeholders.
Working alongside colleagues, establish and maintain communication systems to ensure effective consultation and staff involvement in the full range of HR activities.
Pro-actively influence the management and implementation of organisational change by supporting the design process utilising business awareness and sound employment law knowledge to reach desired outcomes.
The post will include exposure to distressing or emotional circumstances when imparting difficult or unwelcome news to staff.
Attend care group directorate meetings to ensure the key people metrics are shared for action. Recognise and take forward any people related actions in conjunction with the broader People Directorate.
To work with the deputy people business partner role to ensure consistency of approach and practice in the delivery of people focused meetings, eg, people clinics and education panel.
Proactively analyse and provide workforce information as required including the extraction and manipulation of data/reports from business intelligence systems e.g. ESR, Yellowfin, Health Roster in addition to liaison with other internal departments e.g. patient safety, education etc.
Undertake service appropriate audits, interpret findings and contribute to the development of solution focused recommendations and plans utilising workforce data to support findings and proposals.
Support in the development of job descriptions, person specifications and job evaluation processes (job matching panels etc.) as required.
To provide day to day human resources generalist support, advice and guidance to staff and managers within the Trust.
Facilitate and be responsible for individual complex caseloads including the effective resolution of employee relations issues including grievance, discipline, capability, redeployment, MHPS etc.
Organise and conduct investigations in accordance with Trust policies and procedures and participate on panels for disciplinary/grievance meetings/appeals and recruitment interviews.
Oversee the enablement of manager effectiveness by ensuring the consistent application of approach to the handling of short-term and long term sickness absence, to reduce and maintain absence levels in line with organisational targets.
Provide advice and support to managers on a range of matters including Workforce policy, practice, employment law, terms and conditions, ensuring accurate and consistent interpretation and application where there may be a range of options and it may be necessary to refer/escalate appropriately, where help cannot be provided
Assist in the development and implementation of Trust wide people policies and procedures, as directed by the People Business Partner in line with changing employment regulations, best practice and strategic requirements; ensuring appropriate implementation to the departments allocated.
To participate, as required, in the design and delivery of training and development events for managers and staff on relevant policies and procedures.
To assist in the implementation of the portfolio of work life balance policies, practices and activities
Responsible for delivering a range of HR support including change management and sickness management.
To lead on the People Clinics, providing challenge and assurance back to key stakeholders.
To line manage one or more a People Advisers providing clear direction, focus and development.
To support the care group education panels ensuring that development of staff, talent management and succession planning is being developed.
Job description
Job responsibilities
The post-holder will proactively provide information, advice and guidance to colleagues and managers within the Trust. This will at times, be complex, confidential and sensitive in nature. External contacts will include other NHS organisations and other external agencies
They will be required to formulate close working relationships and highly effective communication with individuals from a variety of backgrounds and interests inclusive of staff side representatives and both internal and external stakeholders.
Working alongside colleagues, establish and maintain communication systems to ensure effective consultation and staff involvement in the full range of HR activities.
Pro-actively influence the management and implementation of organisational change by supporting the design process utilising business awareness and sound employment law knowledge to reach desired outcomes.
The post will include exposure to distressing or emotional circumstances when imparting difficult or unwelcome news to staff.
Attend care group directorate meetings to ensure the key people metrics are shared for action. Recognise and take forward any people related actions in conjunction with the broader People Directorate.
To work with the deputy people business partner role to ensure consistency of approach and practice in the delivery of people focused meetings, eg, people clinics and education panel.
Proactively analyse and provide workforce information as required including the extraction and manipulation of data/reports from business intelligence systems e.g. ESR, Yellowfin, Health Roster in addition to liaison with other internal departments e.g. patient safety, education etc.
Undertake service appropriate audits, interpret findings and contribute to the development of solution focused recommendations and plans utilising workforce data to support findings and proposals.
Support in the development of job descriptions, person specifications and job evaluation processes (job matching panels etc.) as required.
To provide day to day human resources generalist support, advice and guidance to staff and managers within the Trust.
Facilitate and be responsible for individual complex caseloads including the effective resolution of employee relations issues including grievance, discipline, capability, redeployment, MHPS etc.
Organise and conduct investigations in accordance with Trust policies and procedures and participate on panels for disciplinary/grievance meetings/appeals and recruitment interviews.
Oversee the enablement of manager effectiveness by ensuring the consistent application of approach to the handling of short-term and long term sickness absence, to reduce and maintain absence levels in line with organisational targets.
Provide advice and support to managers on a range of matters including Workforce policy, practice, employment law, terms and conditions, ensuring accurate and consistent interpretation and application where there may be a range of options and it may be necessary to refer/escalate appropriately, where help cannot be provided
Assist in the development and implementation of Trust wide people policies and procedures, as directed by the People Business Partner in line with changing employment regulations, best practice and strategic requirements; ensuring appropriate implementation to the departments allocated.
To participate, as required, in the design and delivery of training and development events for managers and staff on relevant policies and procedures.
To assist in the implementation of the portfolio of work life balance policies, practices and activities
Responsible for delivering a range of HR support including change management and sickness management.
To lead on the People Clinics, providing challenge and assurance back to key stakeholders.
To line manage one or more a People Advisers providing clear direction, focus and development.
To support the care group education panels ensuring that development of staff, talent management and succession planning is being developed.
Person Specification
Qualifications
Essential
- Educated to degree level or equivalent level of experience within an HR related field of study
- Full membership of CIPD (MCIPD) or a graduate member of CIPD (Grad CIPD) with significant evidence of working towards full membership.
- Evidence of continuing professional development
- Good working knowledge of employment legislation
Experience
Essential
- Ability to develop policy, write reports and produce and implement equality action plans.
- Organisation of events/campaigns.
- Experience in improving staff experience in reference to access, information and outcomes.
- Excellent communication and presentation skills, including experience of providing expert advice to managers on a wide range of equality issues.
- Experience of supporting staff networks.
- Experience of project co-ordination.
- Working across a range of equality related issues within a medium/large organisation.
Desirable
- Experience of project principles, techniques and tools, such as Prince 2 and Managing Successful Projects.
Knowledge
Essential
- Knowledge of HR policies and procedures, HR best practice and terms and conditions of employmen
- Knowledge and understanding of national developments and initiatives, e.g. IWL, Agenda for Change
Skills and Attributes
Essential
- Ability to work independently, use own initiative, achieve desired outcomes and take responsibility for own actions.
- Ability to analyse complex organisational situations and exercise sound judgement.
- Ability and experience of using IT systems including Microsoft Office, Outlook, PowerPoint and Teams. This includes accurate and competent keyboard skills.
- Ability to produce reports to a high standard.
- Ability to meet deadlines and prioritise workload.
- Ability to maintain a high degree of accuracy whilst working to tight and conflicting deadlines.
Communication
Essential
- Ability to communicate and engage across all levels.
- Excellent written communication skills.
- Ability to develop effective partnerships and alliances in order to persuade, influence and motivate others.
Other
Essential
- Personal commitment to promoting and delivering equality, dignity and human rights.
- Flexibility and ability to adapt to ensure priorities are met.
- Ability to demonstrate self-awareness and insight.
- Ability to travel between Trust sites and other external locations.
- Commitment to own training and development and that of others.
Person Specification
Qualifications
Essential
- Educated to degree level or equivalent level of experience within an HR related field of study
- Full membership of CIPD (MCIPD) or a graduate member of CIPD (Grad CIPD) with significant evidence of working towards full membership.
- Evidence of continuing professional development
- Good working knowledge of employment legislation
Experience
Essential
- Ability to develop policy, write reports and produce and implement equality action plans.
- Organisation of events/campaigns.
- Experience in improving staff experience in reference to access, information and outcomes.
- Excellent communication and presentation skills, including experience of providing expert advice to managers on a wide range of equality issues.
- Experience of supporting staff networks.
- Experience of project co-ordination.
- Working across a range of equality related issues within a medium/large organisation.
Desirable
- Experience of project principles, techniques and tools, such as Prince 2 and Managing Successful Projects.
Knowledge
Essential
- Knowledge of HR policies and procedures, HR best practice and terms and conditions of employmen
- Knowledge and understanding of national developments and initiatives, e.g. IWL, Agenda for Change
Skills and Attributes
Essential
- Ability to work independently, use own initiative, achieve desired outcomes and take responsibility for own actions.
- Ability to analyse complex organisational situations and exercise sound judgement.
- Ability and experience of using IT systems including Microsoft Office, Outlook, PowerPoint and Teams. This includes accurate and competent keyboard skills.
- Ability to produce reports to a high standard.
- Ability to meet deadlines and prioritise workload.
- Ability to maintain a high degree of accuracy whilst working to tight and conflicting deadlines.
Communication
Essential
- Ability to communicate and engage across all levels.
- Excellent written communication skills.
- Ability to develop effective partnerships and alliances in order to persuade, influence and motivate others.
Other
Essential
- Personal commitment to promoting and delivering equality, dignity and human rights.
- Flexibility and ability to adapt to ensure priorities are met.
- Ability to demonstrate self-awareness and insight.
- Ability to travel between Trust sites and other external locations.
- Commitment to own training and development and that of others.
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).
