Job responsibilities
JOB SUMMARY
The People Business Partner is required to work in a business focused way in support of a designated care group for which they will be required fully understand the strategic vision and direction to effectively diagnose and engage appropriate strategic and operational workforce and development input and support, ensuring deployment of the Trust-wide workforce strategy to make the Trust a great place to work.
This role is an autonomous practitioner and will require the use of workforce and OD skills, working closely with management teams and employees to improve the employee experience within the service and Trust.
They will act as a conduit between the Care Groups and the People Directorate and will ensure specialist input from members of the People Directorate to facilitate delivery of the Care Groups business plans. They will provide insights based on workforce intelligence and reporting and ensure action is taken where appropriate.
Specifically, they will:
Ensure the people services is customer focused efficient, effective, adds value to the organisation and employees and is delivered to the highest professional standard.
Act as an advocate of change and transformation in support of business and people strategies and champion best practice people management, influencing key business decisions to ensure the effective management of staff through a fair, efficient and pragmatic application of best practice to ensure successful delivery of patient focused services.
Provide advice and guidance on very complex, sensitive, and contentious people issues to minimise risk and champion effective management of staff through fair, efficient and pragmatic just culture process that meet the people plan and people best practice by developing, recommending, and supporting the implementation of appropriate people intervention.
- Using appropriate metrics, surveys, and employee engagement to identify problem areas and work with specialist People Directorate colleagues to develop appropriate interventions and solutions by facilitating improvement process concerning individuals, groups, and teams.
To take a lead role in the area, for monitoring, reporting, analysing, and improving people performance against agreed Trust people performance metrics (KPI) and, where relevant, external contract performance parameters.
As a member of the People Directorate Leadership Team (PDLT), contribute to the development of the People strategy and priorities and share intelligence regarding Care Group strategy. Undertake specific projects to support delivery of the people strategy, both within the Care group and across the Trust as required.
- As a senior member of the Care Group leadership team, ensure that the workforce implications of all strategies, plans, projects, and issues are considered.
Key areas of responsibility
The postholder will support the PDLT in the definition and delivery of service needs, Trust priorities and NHS People Plan, including:
Increasing the diversity and inclusivity of our workforce, ensuring our workforce reflects the diversity of the community we serve at all levels.
To ensure the workforce experience is positive from recruitment through their journey of employment implementing a just culture framework throughout their employment.
Ensure an efficient and timely service with a focus on customer service.
To provide a highly visible, competent, and coaching leadership style, which is consistent with the Trust values, building and maintaining effective working relationships with People Directorate colleagues managers, staff side, employees, and external organisations.
To use workforce intelligence, and key performance indicators both internal and external, to analyse workforce information, contributing to the monthly performance monitoring and review of people KPI, identify people management requirements within the care groups , working with colleagues to develop and implement strategies and plans to ensure the workforce supports the current and future performance targets, recommending people initiatives to meet business needs including recruitment and retention plans, improving absence management and reducing bank and agency and turnover.
To develop strong networks internally and externally to ensure that best people practice is applied within the organisation and that opportunities for development and innovation are maximised, supporting the Trust in reaching its vision of excellence in everything it does by leading and promoting equal opportunities, fairness, equity, and inclusion.
Develop and maintain an external awareness of local and national developments/ projects/ initiatives, disseminating for discussion and actions where appropriate.
Utilise the principles of organisational development and change management to implement the strategic workforce agenda, maximise performance of high functioning teams, support workforce planning and promote organisational efficiencies.
Thorough understanding and application of organisational development models, to provide advice and support around a range of issues including organisational culture, values, behaviours and relationships, respect and feeling valued, structures and systems, team working, engagement, capability, and skills.
Build networks and other opportunities to encourage the sharing of knowledge, experience and lessons learned across the People Directorate, Care Groups and the Trust as a whole.
Horizon scanning for workforce, or business changes that might lead to workforce changes in key functions and beyond the routine people function.
Champion staff engagement and the development of a learning culture as a key component of their role to align both the identification and delivery of service and corporate priorities.
Work with the employees and managers in the Care Group and the PDLT to examine staff survey results and support, develop and proactively implement initiatives to improve team results year on year.
To undertake research and analysis as required.
To act as a link between the Care Groups and other areas of the People Directorate, acting as an advocate for the people function at all times.
Working as part of a Team:
- To deputise for members of the PDLT as required.
- Attend internal and external meeting and events as required, representing the PDLT with delegated responsibility.
- To contribute to the development of the People Directorate policies, strategies
and business plans that enable Trust corporate aims and objectives to be achieved including moving to innovative ways of working.
- Work proactively with managers and with Staff Side representatives to develop and promote a culture of effective partnership working.
Financial Responsibility:
To contribute to the workforce plans and annual business plans by highlighting trends, areas of concern and challenges in the delivery of clinical services.
Critically examine working practices within the People Directorate and Care Group, to identify efficient cost-effective ways of working.
The post holder will ensure the proper use of the Trusts resources.
Managing Self:
- As a member of the PDLT, contribute to the development of the priorities and share intelligence within PDLT regarding Care Group strategy.
- As a member of the PDLT, the post holder will work collaboratively with other members and corporate colleagues, represent the Directorate and Trust with delegated authority in key internal and external meetings, being mindful of the strategic direction of the People Directorate.
- The post holder will work autonomously and demonstrate a high professional standard and act in accordance with the CIPD code of professional conduct acting as a role model to People Directorate colleagues.
- Manage sensitive information that might affect staff always maintaining confidentiality and a professional approach.
- Actively promote and role model Trust values and leadership behaviours, creating a culture of teamwork, motivation and a positive can do attitude.
- Actively participate in the development of the people directorate, working collaboratively and flexibly across functional areas, to ensure improved integration and sharing of information.
To be responsible for own CPD and take every reasonable opportunity to maintain and improve your professional knowledge and competence and remain up to date with employment legislation, case law and OD tools, cascading the learning throughout the organisation.
To participate in your personal objective setting and review, including the creation of a personal development plan and the Trusts appraisal process.
Maintain professional and courteous working relationships with staff and respect the equality and diversity of each person you come into contact within the course of your business.
Develop credible and trusted partnering relationships with senior leaders across the Trust, building high levels of professional credibility and mutual trust.
Be flexible and may be required to work in other areas within the Trust at short notice to cover unplanned or planned absence of colleagues.
For full details of the role please see the supporting documents attached.
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