Job summary
We have an exciting opportunity for an Assistant People Partner to join our People Services Team. The Assistant People Partner will work alongside the People Partners to provide a high quality specialised advice and a strategic, operational and business-focussed comprehensive HR service.
The remit of the Assistant People Partner includes workforce planning and development, employee relations, leading and influencing organisational change, staff development and training and corporate projects. The post has management responsibility for delivery of key HR workforce indicators, e.g. sickness, appraisals, statutory and mandatory training, staff engagement, leadership development and workforce change.
This is a great opportunity to work alongside the People Partners and develop your HR skills within a busy acute healthcare setting.
Your primary base will be Leicester Royal Infirmary but you will be expected to work across all three acute hospital sites. There is the opportunity to work agilely with some home based working.
Applications are invited from those who are hold as a minimum a degree level qualification or knowledge and expertise gained through in-depth experience to degree level equivalent, and the CIPD Advanced Level 7 Diploma in HRM or equivalent experience.
Main duties of the job
Reporting to the People Partner, you will provide proactive, customer focused best practice guidance to managers on a range of workforce and OD strategies.
To enable this, you will have a full understanding of Directorate strategies and objectives and will work collaboratively with stakeholders to identify workforce priorities and develop dedicated interventions.
The post has management responsibility for delivery of key HR workforce indicators, e.g. sickness, appraisals, statutory and mandatory training, induction and the delivery of cost improvement plans and workforce change for the designated CMG area.
Contribute to the development and implementation of HR strategies and service plans.
To be an advocate for improving staff engagement.
In addition, the post holder will take responsibility for the management of a Trust wide corporate piece of work and/or management of specific areas related to the UHL People Strategy under the guidance of the People Partner and be expected to work independently to deliver on organisational objectives.
About us
We are one of the biggest and busiest NHS trusts in the country, incorporating the General, Glenfield and Royal Infirmary hospitals. We have our very own Children's Hospital and run one of the country's leading heart centres.Our team is made up of more than 17,000 staff providing a range of services primarily for the one million residents of Leicester, Leicestershire and Rutland.We work with partners at the University of Leicester and De Montfort University providing world-class teaching to nurture and develop the next generation of doctors, nurses and other healthcare professionals, many of whom go on to spend their working lives with us.Our purpose is to provide 'Caring at its best' and our staff have helped us create a set of values that embody who we are and what we're here to do. They are:
We focus on what matters most
We treat others how we would like to be treated
We are passionate and creative in our work
We do what we say we are going to do
We are one team and we are best when we work together
Our patients are at the heart of all we do and we believe that 'Caring at its best' is not just about the treatments and services we provide, but about giving our patients the best possible experience.
About the University Hospitals of Leicester NHS Trust (leicestershospitals.nhs.uk)
Job description
Job responsibilities
KEY WORKING RELATIONSHIPSThe post holder is required to use complex communication skills in advising staff and managers at all levels.Managers within CMGs and Corporate DirectoratesOther members of the People Partner and Employee Relations TeamsWorkforce Information TeamESR / Payroll Services TeamOccupational Health ServiceAmica Staff Counselling and Psychological Support ServiceOrganisational Development & Learning and Development Team
Staff Side
KEY RESULT AREASPeople StrategyTo support the implementation of the UHL People strategy and impacts within the CMG / Directorate by addressing key areas for development within the area, engagement and action planning.
Advice and GuidanceProvide a high quality, customer focused professional HR service.Provide line-managers, and staff with professional, comprehensive and timely HR advice and support on complex, sensitive and contentious HR issues including but not confined to employee relations matters such as sickness management, performance management, grievance, harassment and bullying, disciplinary issues, management of change and TUPE, with minimal supervision ensuring that organisational and legislative requirements are are met and standards of good practice are maintained.Advise and assist managers at all stages of the disciplinary process including informal and formal resolution of cases. This will include carrying out investigations with line managers, production of investigation reports, liaising with staff side, preparation of management cases, presentation ofmanagement cases at hearings, preparation and presentation of appealcases.Represent HR on panels to consider ill-health, grievance, performance and disciplinary issues and on appeal panels as appropriate, providing advice on procedural, legislative and employee relations implications of cases.
Provide HR advice and support to managers on complex management of change issues including advising managers on restructuring, redeployment etc carrying out collective and individual consultations, at risk meetings, advising on redundancy matters and entitlement including redundancy pay, with minimal supervision. Provide HR representation at meetings regarding employee relations issues relating to individuals, some of which will require communication of complex and sensitive information in an emotive atmosphere and in all cases accurate recording of the meeting. Develop and maintain good working relationships with partners e.g. Staff Side, payroll provider, Occupational Health etc to support delivery of contracts and in instances will require negotiation and influencing skills. Liaise with internal and external agencies as appropriate in dealing with queries and issues relating to staff.
Workforce Planning Support the People Partner in working with the Workforce Information team to ensure that relevant workforce data is available to managers, and is used to inform management decision-making and improve the divisions performance in relation to HR key performance indicators.
Produce monthly CMG board reports including HR KPIs to inform, monitor and challenge CMG performance. Where required, assist managers in development of robust workforce plan for their area to cover short term, medium and long term needs of the division. Analyse HR data, producing reports to deliver the people management agenda within the Trust. To input and lead workforce components of the CMGs cost improvement plans to ensure delivery of the workforce components to agreed timescales. In conjunction with People Partner develop and evaluate an effective and deliverable work force plan that is fit for purpose for their CMG.
Staff Engagement
Support the People Partner and Head of People Services in the development and maintenance of effective and diverse communications between staff side, management, employees and key stakeholders. Proactively work with managers and staff side representatives to develop and promote a culture of healthy employee relations and effective partnership working. Ensure the results of the National Staff Survey, Staff Friends and Family Test are widely communicated and understood, identifying key areas for development with the CMG. To support the People Partner and Head of People Services, in conjunction with CMG / Directorate teams, on action planning and evaluation to deliver improvements in all areas highlighted, defining measurable improvements and timescales.
Health and Wellbeing
Support the local implementation of the Trusts health and wellbeing agenda, including the development of action plans to address staff opinion survey results within the division/directorate.
Training and Development
Design, develop and deliver training programmes on relevant HR issues. Participate in training initiatives designed to raise managers awareness and competency in HR related issues within the organisation; this includes developing, designing and delivering the training programmes.
Recruitment and Retention
To provide advice and manage all aspects of the recruitment and retention process within agreed quality standards in the designated areas of responsibility. To provide recruitment and retention advice to other designated areas as appropriate. Equality and Diversity Support the CMG on the equality and diversity agenda within the CMG, with developed action plans to support improvements required.
Job description
Job responsibilities
KEY WORKING RELATIONSHIPSThe post holder is required to use complex communication skills in advising staff and managers at all levels.Managers within CMGs and Corporate DirectoratesOther members of the People Partner and Employee Relations TeamsWorkforce Information TeamESR / Payroll Services TeamOccupational Health ServiceAmica Staff Counselling and Psychological Support ServiceOrganisational Development & Learning and Development Team
Staff Side
KEY RESULT AREASPeople StrategyTo support the implementation of the UHL People strategy and impacts within the CMG / Directorate by addressing key areas for development within the area, engagement and action planning.
Advice and GuidanceProvide a high quality, customer focused professional HR service.Provide line-managers, and staff with professional, comprehensive and timely HR advice and support on complex, sensitive and contentious HR issues including but not confined to employee relations matters such as sickness management, performance management, grievance, harassment and bullying, disciplinary issues, management of change and TUPE, with minimal supervision ensuring that organisational and legislative requirements are are met and standards of good practice are maintained.Advise and assist managers at all stages of the disciplinary process including informal and formal resolution of cases. This will include carrying out investigations with line managers, production of investigation reports, liaising with staff side, preparation of management cases, presentation ofmanagement cases at hearings, preparation and presentation of appealcases.Represent HR on panels to consider ill-health, grievance, performance and disciplinary issues and on appeal panels as appropriate, providing advice on procedural, legislative and employee relations implications of cases.
Provide HR advice and support to managers on complex management of change issues including advising managers on restructuring, redeployment etc carrying out collective and individual consultations, at risk meetings, advising on redundancy matters and entitlement including redundancy pay, with minimal supervision. Provide HR representation at meetings regarding employee relations issues relating to individuals, some of which will require communication of complex and sensitive information in an emotive atmosphere and in all cases accurate recording of the meeting. Develop and maintain good working relationships with partners e.g. Staff Side, payroll provider, Occupational Health etc to support delivery of contracts and in instances will require negotiation and influencing skills. Liaise with internal and external agencies as appropriate in dealing with queries and issues relating to staff.
Workforce Planning Support the People Partner in working with the Workforce Information team to ensure that relevant workforce data is available to managers, and is used to inform management decision-making and improve the divisions performance in relation to HR key performance indicators.
Produce monthly CMG board reports including HR KPIs to inform, monitor and challenge CMG performance. Where required, assist managers in development of robust workforce plan for their area to cover short term, medium and long term needs of the division. Analyse HR data, producing reports to deliver the people management agenda within the Trust. To input and lead workforce components of the CMGs cost improvement plans to ensure delivery of the workforce components to agreed timescales. In conjunction with People Partner develop and evaluate an effective and deliverable work force plan that is fit for purpose for their CMG.
Staff Engagement
Support the People Partner and Head of People Services in the development and maintenance of effective and diverse communications between staff side, management, employees and key stakeholders. Proactively work with managers and staff side representatives to develop and promote a culture of healthy employee relations and effective partnership working. Ensure the results of the National Staff Survey, Staff Friends and Family Test are widely communicated and understood, identifying key areas for development with the CMG. To support the People Partner and Head of People Services, in conjunction with CMG / Directorate teams, on action planning and evaluation to deliver improvements in all areas highlighted, defining measurable improvements and timescales.
Health and Wellbeing
Support the local implementation of the Trusts health and wellbeing agenda, including the development of action plans to address staff opinion survey results within the division/directorate.
Training and Development
Design, develop and deliver training programmes on relevant HR issues. Participate in training initiatives designed to raise managers awareness and competency in HR related issues within the organisation; this includes developing, designing and delivering the training programmes.
Recruitment and Retention
To provide advice and manage all aspects of the recruitment and retention process within agreed quality standards in the designated areas of responsibility. To provide recruitment and retention advice to other designated areas as appropriate. Equality and Diversity Support the CMG on the equality and diversity agenda within the CMG, with developed action plans to support improvements required.
Person Specification
Degree / relevant experience
Essential
- CIPD Advanced Level 7 Diploma in HRM or equivalent experience
- Experience of driving staff engagement and experience.
Evidence of CPD
Essential
Ability to deal effectively with people in complex, confrontational or highly emotive situations.
Essential
- evidence from examples given in form and interview
Person Specification
Degree / relevant experience
Essential
- CIPD Advanced Level 7 Diploma in HRM or equivalent experience
- Experience of driving staff engagement and experience.
Evidence of CPD
Essential
Ability to deal effectively with people in complex, confrontational or highly emotive situations.
Essential
- evidence from examples given in form and interview
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).
