People Partner - Fixed Term 12 Month (Maternity Cover)

Job responsibilities

Strategic

To understand and translate the key drivers and challenges in the delivery of the UHL People Strategy.

To act as an advocate of change and transformation in support of business, workforce and OD strategies and service changes etc.

Attend CMG / Directorate / Executive business meetings with other key stakeholders, supporting the workforce and OD transformation agenda.

People Partner Focus

Plan, drive and provide OD support to Becoming the Best initiatives, which focus on collective leadership development and enabling staff to improve service delivery and outcomes (within departments, across staff groups / Clinical Management Groups and organisational boundaries) in line with strategic and operational plans.

Build leadership capacity and capability and identify initiatives to support continuous improvement through coaching, training and facilitating interventions with Quality Improvement dedicated teams (driving Becoming the Best) and organisational Improvement Agents, to encourage a joined-up and integrated approach to OD.

Challenge and change behaviours at all levels of the organisation through influencing key stakeholders and raising awareness around current mental models, why they drive sub-optimal behaviour and how the application of OD initiatives can enable and support the required behavioural change.

Provide OD expertise to support the ongoing development of those values, behaviours and principles required to achieve cultural and transformational change.

To champion best practice People Management. Influence key business decisions to ensure the effective management of staff through the fair, efficient and pragmatic application of best practice; this will include the training and coaching of business managers in Workforce and OD policy and practice and monitoring and development of best practice to embrace diversity in the workforce.

To foster a positive climate of employee relations to sustain an effective partnership approach and develop and maintain good working relationships with representative of Trade Unions and Professional Organisations.

Work in partnership with the wider People Services Team to investigate and resolve complex or high-profile employee relations issues, such as grievances and disciplinary cases, and lead recommendations for process and people transformation.

Workforce Development

To develop mechanisms to inform local plans to ensure that clinical and managerial leaders possess the skills, confidence and expertise to lead and manage their teams effectively. To facilitate and contribute to the local integrated workforce plans and implementation plans. These will include service, financial and workforce plans. To plan and redesign workforce by analysing complex workforce information and constantly seeking alternative workforce solutions to ensure quality and patient safety. Respond to current and projected workforce needs.

Policies and Procedures

Lead on the development, review and implementation of People policies and procedures taking into account legislation, good practice and NHS guidance, working in partnership with the Staff Side.

Advise managers on the effective implementation of People policies and procedures within the organisation, ensuring they are coached / equipped / developed to improve their confidence in dealing with complex People issues.

Participate in the equality impact assessment of policies and procedures.

Actively contribute to and take the initiative in designing, implementing and evaluating People processes, systems and procedures which improve People practice.

Health and Wellbeing

Support the local implementation of the national, system and Trust health and wellbeing agenda including development of action plans.

Training and Development

Design, develop and deliver training programmes on relevant People and OD issues.

Undertake training as necessary in line with the development of the post and as agreed with the line manager as part of the personal development process.

Line Management

To take full management responsibility for any staff reporting to this post. Providing leadership, recognising and developing the team, mentoring, coaching and training them to utilise the strengths to enhance departments performance and build organisational capability.

Assess staff performance against agreed performance standards/objectives and/or competencies at least annually and develop meaningful and achievable personal development plans.

To be responsible for the self-development of skills and competences through participation in learning and development activities, and to maintain up-to-date technical and professional knowledge relevant to the post.

Recruitment and Retention

To provide advice and leadership in 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.

To assist managers / leaders in ensuring induction of new recruits is carried out appropriately, effectively and in accordance with the purpose to ensure both technical and People skills are identified / supported for the role.

Other

Fully participate in the Trust's performance review and personal development planning process on an annual basis.

Undertake training as necessary in line with the development of the post and as agreed with the line manager as part of the personal development process.

Undertake delegated project work, including research and preparation of project plans and implementation in line with good practice.

Work collaboratively with the wider People Services team to ensure effective integration of the team, sharing of information and knowledge to deliver a seamless service.

To undertake any other duties including projects, specified by the People Service Leads and undertake any other duties which are commensurate with the role.

To deputise for the People Service Leads. Attending meetings on behalf of the Directorate as directed by them.

Represent the Directorate and organisation at internal and external meetings/ events.

Due to the Trusts commitment to continuous improvement, it is likely that the post will evolve over time. These duties will be subject to regular appraisal and any amendments will be made in consultation and agreement with the post holder.

please see job description/person specification for further details on the role.

Commitment to Trust Values and Behaviours

Essential

• Must be able to demonstrate behaviours consistent with the Trust's Values and Behaviours

Training & Qualifications

Essential

• oDegree level HRM qualification or knowledge and expertise gained through in-depth experience to degree level equivalent
• oMember of the Chartered Institute of Personnel & Development.
• oCIPD Diploma or equivalent experience
• oAll HR and OD professionals are expected to take responsibility for their own continual personal development

Desirable

• oChartered CIPD member

Experience

Essential

• oAble to demonstrate a commercial and business acumen and an understanding of how high impact HR / OD can positively impact on the patient experience, quality and efficiency agenda and organisational goals
• oSuccessful and significant HR advisory experience in a demanding environment post- diploma.
• oSignificant knowledge of UK employment legislation in order to deal with complex employee relations' issues
• oSignificant appreciation, knowledge and experience of good HR practice within a large complex organisation
• oLeading / working with transformational change.
• oExperienced in reviewing, producing and implementing HR policies and procedures in a unionised environment
• oOD skills and experience of designing, implementing and evaluating organisational development interventions and strategies, involving large scale change, with evidence of outcomes
• oExperience of managing improvement-based projects/programmes and having responsibility for the financial implications of change
• oKnowledge of OD theories and methodologies and competent in the application of OD tools and techniques.
• oSound IT skills in word processing, Excel, presentation and email software.

Desirable

• oUnderstanding of job evaluation methodology
• o2 years' experience as an OD practitioner in a complex organisation
• oAdvantageous to have knowledge and experience of QI principles
• oComplex acute hospital environment experience at a senior level and working with partners across health and social care
• oUnderstanding the financial implications of change and ensuring project/programmes are within budget
• oDemonstrates experience of effectively utilising development methods, techniques and tools for effective project management

Communication and relationship skills

Essential

• oExcellent customer service/consultancy skills.
• oAbility to deal with people in complex, confrontational or highly emotive situations and gain engagement in a resistant environment
• oAbility to deliver workshops and presentations to differing levels of intellectual capability
• oDemonstrate the capability to motivate collaboration amongst different professionals' user groups and partners to improve service outcomes and performance
• oStrong communication and inter- personal skills giving the ability to influence at senior levels
• oInfluencing and proven networking skills that enable change to take place

Analytical and Judgement skills

Essential

• oSee patterns of behaviour and ability to proactively challenge
• oAbility to complete analysis of data / reports / legislation effectively despite frequent interruptions needing immediate attention
• oUse initiative and analysis of data to inform decision-making
• oUse initiative and analysis of data to inform decision-making
• oProblem solving and creative thinking skills and to be able to explain things in a clear and concise way
• oAbility to deal with ambiguity and respond confidently with matters that do not fall within previous experience/knowledge base

Skills

Essential

• oDisplays strong intellectual ability.
• oBe able to work alone and as part of a team
• oSelf-motivated with a positive "can do" attitude and a positive attitude to change
• oBe able to cope with stressful environments / situations
• oBe confident in dealing with people and often emotive / delicate issues
• oBe able to persuade, negotiate and influence.
• oA flexible approach to work with the ability to accept and champion change
• oAbility to work autonomously supporting OD activity across the organisation, whilst also maintaining a good relationship with key stakeholders responsible for delivering the organisations strategic plans

Planning and organisation skills

Essential

• oAttention to detail and accuracy
• oRobust, with the ability to balance priorities and meet personal and directorate targets within a fluctuating and demanding workload
• oAbility to work to tight deadlines and to prioritise a large number of conflicting and frequently changing priorities
• oAbility to develop new ways of working using planning, facilitation, collaboration, capacity planning and continuous improvement skills

Equality, Diversity and Inclusion

Essential

• Able to demonstrate a commitment to and understanding of the importance of treating all individuals with dignity and respect appropriate to their individual needs.
• All staff are expected to engage in compassionate and inclusive leadership in the provision of high- quality care and interactions with others

Other requirements specific to the role

Essential

• oUnderstanding of Confidentiality & Data Protection Act

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).