Job summary
2. The HR Business Partner team support a workforce of 5,500 staff across an acute hospital and community sites and we are looking for an experienced, engaging HR generalist to join us. You will be key to the delivery of the Trust's objectives and the implementation of the NHS national People Plan and will be supporting clinical and operational managers, providing expert HR advice to all staff groups (including medical staff).
You must have the ability to quickly establish effective working relationships and be able to cope in a busy operational environment, prioritising conflicting demands. You will be a pragmatic problem solver with the ability to influence, motivate and coach others.
You will have experience within a complex organisation and a proven track record of delivering results. Analysis of HR metrics will form part of your role to identify risks and opportunities for HR and OD interventions to implement solutions.
You should have excellent facilitative and consultative skills, be CIPD qualified (to level 7) and be able to demonstrate in-depth knowledge of HR policy, workforce issues, change management and complex ER casework.We celebrate diversity and we want to hear from individuals who can bring different approaches and experiences to the role.
Main duties of the job
The Senior HR Business Partner provides expert HR advice to the workforce strategy and business planning process for designated directorates/functions, providing professional and customer focused advice and support to Associate Directors, managers and staff in the identification and management of workforce issues.
The post holder will contribute to shaping the strategic workforce direction of the Trust, supporting development, implementation and integration of corporate HR policy and practice in their specified directorates/functions.
The Senior HR Business Partner will manage or contribute to a variety of HR projects and initiatives and should actively contribute to the development of the HR Business Partner Team and wider HR & OD Directorate teams.
About us
Royal Surrey is a compassionate and collaborative acute and community Trust. Recognising that our 5000 colleagues are our greatest strength, we offer a comprehensive health and wellbeing program along with a commitment to developing and advancing your career. Our diverse and welcoming Royal Surrey family will ensure you that you feel valued from your initial interview through your entire tenure.
We are clinically led and provide joined up care by bridging the gap between hospital and community services alongside regional specialist cancer care. Our main acute hospital site is in Guildford with community hospital sites at Milford, Haslemere and Cranleigh. We provide adult community health services in homes across Guildford and Waverley.
The Care Quality Commission (CQC) have given us an overall rating of Outstanding.
Royal Surrey has a strong reputation and history to build on. We are proud of our achievements and we are investing in our colleagues through our commitment to supporting professional development as well as investing more than £45 million in our physical environment and new equipment in the next few years. There has never been a better time to join us.
Although it isn't the Trusts normal practice, adverts may close early, so you are encouraged to submit an application as soon as possible.
A video about the Royal Surrey - https://www.youtube.com/watch?v=R96pMboIYdo
Job description
Job responsibilities
Proactively work with managers to develop the application of effective HR practice in order to drive performance against objectives and strategy.
Ensure the provision of consistently sound HR advice and support to managers on all aspects of workforce management.
Work with the relevant management teams, develop, and support the achievement of workforce plans through the identification of workforce requirements, including numbers, skills and behaviours, proactively developing affordable strategies to bridge identified gaps.
Work with management teams to identify and secure workforce productivity improvements using appropriate benchmarking management information.
Advise senior managers on approaches to dealing with complex employee relation situations, providing advice on risks to the Trust of alternative options.
Provide timely and expert advice to line managers on employment law issues e.g. TUPE, employment protection and discrimination, Liaise with Trust solicitors when required.
Work with the management teams to develop and support effective systems and practices of staff communication and engagement, including analysing and formulating action plans in response to Staff Survey feedback.
To contribute to the development and updating of the Trusts Human Resources policies, procedures and practice, helping to ensure that they comply with statutory employment law and case law and contribute to the development of effective staff management practices across the Trust.
Job description
Job responsibilities
Proactively work with managers to develop the application of effective HR practice in order to drive performance against objectives and strategy.
Ensure the provision of consistently sound HR advice and support to managers on all aspects of workforce management.
Work with the relevant management teams, develop, and support the achievement of workforce plans through the identification of workforce requirements, including numbers, skills and behaviours, proactively developing affordable strategies to bridge identified gaps.
Work with management teams to identify and secure workforce productivity improvements using appropriate benchmarking management information.
Advise senior managers on approaches to dealing with complex employee relation situations, providing advice on risks to the Trust of alternative options.
Provide timely and expert advice to line managers on employment law issues e.g. TUPE, employment protection and discrimination, Liaise with Trust solicitors when required.
Work with the management teams to develop and support effective systems and practices of staff communication and engagement, including analysing and formulating action plans in response to Staff Survey feedback.
To contribute to the development and updating of the Trusts Human Resources policies, procedures and practice, helping to ensure that they comply with statutory employment law and case law and contribute to the development of effective staff management practices across the Trust.
Person Specification
Qualifications
Essential
- Masters level qualification or equivalent knowledge and skills gained through relevant experience
- Chartered Institute of Personnel and Development post-graduate Diploma in HR Management (Level 7) or equivalent HR or management qualification
Desirable
- Formal training in mediation
Knowledge and Experience
Essential
- Up to date in depth knowledge of a range of employment law topics i.e. TUPE, EDI.
- In-depth experience of Human Resources Management (HRM), either as a line manager or in an HR Business Partner/management role. Experience sufficient to advise and coach junior HR colleagues and line managers in dealing with the full range of HRM issues likely to be encountered in a large and complex organisation
- Experience or working knowledge of the NHS organisational environment or a similar complex organisation.
- Experience of contributing to the learning and development of an organisation's workforce
- Experience of leading on, or providing the HR support and expertise to, organisational change project
- Experience of HR policy development
Desirable
- Experience of working in a unionised environment and of working with staff side representatives
- Experience in a specialist area of HRM, e.g. workforce redesign, reward management, employment law
Person Specification
Qualifications
Essential
- Masters level qualification or equivalent knowledge and skills gained through relevant experience
- Chartered Institute of Personnel and Development post-graduate Diploma in HR Management (Level 7) or equivalent HR or management qualification
Desirable
- Formal training in mediation
Knowledge and Experience
Essential
- Up to date in depth knowledge of a range of employment law topics i.e. TUPE, EDI.
- In-depth experience of Human Resources Management (HRM), either as a line manager or in an HR Business Partner/management role. Experience sufficient to advise and coach junior HR colleagues and line managers in dealing with the full range of HRM issues likely to be encountered in a large and complex organisation
- Experience or working knowledge of the NHS organisational environment or a similar complex organisation.
- Experience of contributing to the learning and development of an organisation's workforce
- Experience of leading on, or providing the HR support and expertise to, organisational change project
- Experience of HR policy development
Desirable
- Experience of working in a unionised environment and of working with staff side representatives
- Experience in a specialist area of HRM, e.g. workforce redesign, reward management, employment law
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.
