HR Business Partner

Job description

Job responsibilities

INTERNAL ONLY

Job Purpose

The HR Business Partner (HRBP) is an integral member of the designated area business team, supporting a specific business unit or directorate in delivering key people priorities as identified within the Workforce Strategy. In doing so, they will assess, plan, deliver and evaluate the business units performance and delivery, ensuring that they practice within their sphere of competence and knowledge.

The HRBP will work to organisational standards and guidance, and within the CIPD code of professional conduct at all times; ensuring that their practice is grounded in evidence based theoretical and practical knowledge. They will be responsible for developing new and innovative people management practice responding to emerging knowledge and techniques.

The HRBP will pro-actively identify potential problems within their designated business unit / directorate and actively work with the leadership team and Staffside colleagues to ensure a positive outcome. They will be responsible for ensuring that any change or requirement is delivered within the scope of legal requirements whilst endeavouring to maintain a minimal risk to the Trust.

The HRBP will build and maintain key working relationships with General Managers, senior managers, Clinical Leads and be pro-active in supporting partnership working with Staffside colleagues.

The HR BP will understand the organisations vision, strategy, products, services and customers and use these insights and the context to identify opportunities, priorities and potential risks. They will have a developed sense of how things really work in the organisation.

Key Responsibilities

1. Professional

1.1. Maintain HR Business Partner standards demonstrated through the delivery of service requirements and ensuring the continued development of managers and staff the postholder comes into contact with. This will include undertaking appraisal, training coaching and developmental opportunities at a frequency agreed with senior management team/head of service in the relevant field.

2. Management

2.1. HR Lead within the nominated business unit or directorate of service provision within the context of the service specification/ operational policies

2.2. Responsible for the HR advice in line with the performance and management of a service within a specific business unit or directorate, utilising a coaching style in order to develop the individual and /or teams.

2.3. Minimises risk to the Trust and ensures the Workforce Strategy is delivered in alignment with the Trusts vision and values. The HRBP will regularly provide and receive highly complex, contentious, and sensitive information which is highly emotive and can be distressing, for example, supporting redundancy consultations and dismissals.

2.4. Advise, organise and prioritise complex and conflicting tasks autonomously to ensure the safe delivery of the service and making judgements in complex situations e.g. unexpected organisational change situations, e.g. redundancy, TUPE.

2.5. Supporting Trustwide change programmes through the planning and organising of complex activities and programmes, which often impact on each other, adhering to tight deadlines.

2.6. Leading on the HR contribution for workforce planning for business unit

2.7. Re-prioritising workload on a daily basis.

2.8. Takes responsibility for their own and others health and safety in the working environment.

2.9. Makes highly complex or contentious judgements by analysing and interpreting a wide variety of information and data sources to compare options and to take action as appropriate.

2.10. Ensures the effective and efficient use of resources e.g. staff, supplies to maintain the team establishment and comply with the service delivery model.

2.11. Deliver information to the team and other services, teams or agencies using a variety of means including planned and ad-hoc training sessions and one to one coaching.

2.12. Promotes and represents the Workforce Directorate at all levels, deputising for the Head of HR Operations as required.

2.13. Delivers the appropriate training packages to support managers in absence management, investigation training, and writing final stage management reports which will be presented at panels.

2.14. Writes and develops HR policies which impact Trustwide, ensuring they comply with current legislation and link to other policies and the Workforce Strategy.

2.15. Regularly creates reports and documents relating to HR and the specific Business Unit or Directorate, identifying areas of concern, and encouraging shared learning in both positive and negative aspects.

2.16. Management lead for specific service level agreements as required, such as Occupational Health.

2.17. Support the business area in budget setting and financial management (in the employment policy and resourcing areas).

2.18. Responsible for the financial verification of documents and information when negotiating starting salaries and when dealing with other pay effective salary changes.

2.19. Working alongside the designated Management Accountant, ensuring all establishment information is recorded and accurate.

2.20. Provide the Business Areas with regular accurate and timely management information as required.

2.21. Devise and ensure continuation of effective systems and processes are in place to maintain, manage and present workforce information.

2.22. Work across the Workforce function regarding workforce information and data associated with their nominated work areas

Person Specification

Qualifications

Essential

• Professional degree or diploma in relevant field or equivalent qualification/ operational experience.
• knowledge to Masters level or equivalent qualification/ operational
• Experience in one or more fields of HR Chartered CIPD membership ( or willing to work) towards

Experience

Essential

• Experience of managing change, including TUPE Experience at working at senior level to advise and guide and influence senior management (up to and including Director level), on complex employee relations / legal issues.
• Experience of analysing data, writing reports and presenting to various groups.
• Highly developed knowledge of current employment law requirements and regulations.
• Able to develop, establish and maintain positive relationships with others both internal and external to the organisation.
• Able to work under pressure, dealing with peaks and troughs in workload, managing unpredictable service demands.
• Ability to influence ways of working in order to instil best practice across a variety of audiences including other HR professionals, senior managers and trade union representatives.
• Deliver the appropriate training packages to support managers

Skills and Attributes

Essential

• Creative problem solving skills.
• Advanced verbal, non-verbal and written communication skills including communicating highly complex information.
• Promote strongly held values around equality, diversity, and openness.
• Demonstrate resilience when responding to challenge, change and complex or difficult situations

Employer details

Employer name

Leeds Community Healthcare NHS Trust

Address

Building 3 White Rose Park

Millshaw Park Lane

Leeds

LS11 0DL

Employer's website

https://www.leedscommunityhealthcare.nhs.uk/join-our-team1/ (Opens in a new tab)