Job summary
Reporting to the Deputy Director of HR & OD, and operating as an integral member of the team, the HR Business Partner is responsible for the provision of high quality strategic and operational support to ensure best practice people management within their areas of responsibility in the Integrated Care Board (ICB) and across the wider Human Resources function.
The HR Business Partner will also be the designated lead on various workforce programmes, with responsibility for development and implementation.
Main duties of the job
Provide expertise on: actively promote and manage partnership working with the borough, programme and corporate teams and trade unions.
Design and deliver bespoke training interventions tailored to borough, programme and corporate as required.
Provide support to key members of the management and operational teams; supporting them to improve their people practice and to become increasingly confident and competent people managers via training, coaching and mentoring, as appropriate.
Lead on the planning and implementation of organisational change programmes, ensuring compliance with good employment practices and the ICB's Change Management Policy and proactively engaging with staff representatives to mitigate risks to plans.
About us
NHS North West London Integrated Care Board (NHS NWL ICB) is a statutory body responsible for planning and allocating health and care resources to improve the lives of people in eight boroughs across North West London: Brent, Ealing, Hammersmith and Fulham, Harrow, Hillingdon, Hounslow, Royal Borough of Kensington and Chelsea and Westminster.The local population is large and diverse, with a wide range of health and care needs that are evolving all the time. Working with our partners including Councils, NHSprovider Trusts, GPs and voluntary and community organisations, we plan and allocate NHS resource to deliver a wide range of services including urgent and emergency care, mental health, primary care, elective hospital services and community care.
Working for us, you can help ensure that our residents and patients have access to the right services when they need them and assist them take greater care of their own health to ensure they live longer, healthier lives.
To do this we will:improve outcomes in population health and healthcarereduce inequalities in health outcomes, experience, and accessenhance productivity and better value for moneysupport broader social and economic development within our area.We're proud of our staff and the contribution they make and are committed to developing their knowledge and skills in a supportive, inclusive, and values-led organisation.
Job description
Job responsibilities
1. People strategy and implementation Input into the development of the ICB people strategy, and lead on implementation within areas of responsibility. Lead on the development and implementation of specific ICB wide policies and schemes, as agreed with the Deputy Director of People & Culture. Lead on the creation of local procedures, protocols and guidance where necessary, ensuring consistency and shared learning across the ICB.
2. Operations and delivery A promote and manage the delivery of the HR Service Level Agreement:
Provide expertise on: effective workforce planning, recruitment and deployment people and business data insights culture development, through effective staff involvement, team working and engagement staff well-being timely case resolution and mediated employee relations solutions interpretation of contractual terms and conditions of employment
To actively promote and manage partnership working with the borough, programme and corporate teams and trade unions. Design and deliver bespoke training interventions tailored to borough, programme and corporate as required. Provide support to key members of the management and operational teams; supporting them to improve their people practice and to become increasingly confident and competent people managers via training, coaching and mentoring, as appropriate. Lead on the planning and implementation of organisational change programmes, ensuring compliance with good employment practices and the ICBs Change Management Policy and proactively engaging with staff representatives to mitigate risks to plans. Provide strategic workforce advice on organisational development initiatives and strategic change management, using workforce data to inform decision making and planning. Work with management teams to design and implement management and team structures which facilitate delivery of strategic and operational objectives. Provide high level communication of all people issues, including change management, staff transfers etc. both internal and external to the ICB and negotiate with audiences that may be hostile to the message due to difficult employee relations and change management situations and/or competing/alternative agendas. Provide support to managers to ensure the workforce elements of business cases are well- structured and cost effective. Communicate and implement NHS pay awards. Produce reports/business cases for the remuneration committee as required. Deal with queries on pay benchmarking for very senior managers (VSMs) and advise on VSM salaries process and changes to VSM contracts as required Carry out job evaluation processes in partnership with the trade unions.
3. Resourcing Engage with the team members to resolve blockages in the process and ensure timely on-boarding of staff. Support succession planning as required within borough, programme and corporate teams to ensure vacancy levels are appropriately managed and short-term, high-cost interim solutions are eliminated. Oversee the performance management of staff within borough, programme and corporate teams working with managers So they have clear performance objectives, personal development plans for their staff to enable a high performing, engaged and motivated workforce.
4. Employee relations Lead the resolution of employee relations issues including disciplinaries, absence management, grievances, performance management with direct support from the People Manager and Assistant People Manager including liaison with Legal Advisors. Oversee the development, communication and implementation of policies and procedures ensuring they are reviewed on a regular basis. Arrange the Joint Consultative Committee on a bi-monthly basis and the regular HR & trade union meetings. Build and maintain, positive and constructive working relationships with staff, staff representatives, external stakeholders and peer networks. Ensure that risks associated with organisational change programmes and TUPE transfers are reported and managed accordingly. Advise on particularly complicated, sensitive or high risk cases, providing risk assessment of possible courses of action. Ensure managers are equipped to manage informal issues with their staff effectively, providing best practice advice in order to minimise escalation to formal processes, where appropriate. Monitor and analyse employee relations reports, to ensure timely management of cases in line with ICB policies. Identify cases or areas of concern and escalate and advise on remedial action and lead on interventions as appropriate. Support in managing the relationship with ICB solicitors.
5. People management Provide guidance and local intelligence to the Deputy Director of People and Culture and senior leadership team on workforce issues, risks and developments. Responsible for the day to day management of the People & Culture team. Line management of People Manager including objective setting, appraisal, support development and completion of mandatory training etc. Implement development programmes within the team, providing regular feedback and coaching to raise capability. Provide cover for colleagues as appropriate. Undertake projects and assignments as and when required. Deputise for the Deputy Director of People and Culture
Equalities legislation does not require a job advertisement to be available for a specific length of time. However, there is a requirement that the means of attracting applications is fair, objective and free from discrimination. We reserve the right to close the advert early.
Job description
Job responsibilities
1. People strategy and implementation Input into the development of the ICB people strategy, and lead on implementation within areas of responsibility. Lead on the development and implementation of specific ICB wide policies and schemes, as agreed with the Deputy Director of People & Culture. Lead on the creation of local procedures, protocols and guidance where necessary, ensuring consistency and shared learning across the ICB.
2. Operations and delivery A promote and manage the delivery of the HR Service Level Agreement:
Provide expertise on: effective workforce planning, recruitment and deployment people and business data insights culture development, through effective staff involvement, team working and engagement staff well-being timely case resolution and mediated employee relations solutions interpretation of contractual terms and conditions of employment
To actively promote and manage partnership working with the borough, programme and corporate teams and trade unions. Design and deliver bespoke training interventions tailored to borough, programme and corporate as required. Provide support to key members of the management and operational teams; supporting them to improve their people practice and to become increasingly confident and competent people managers via training, coaching and mentoring, as appropriate. Lead on the planning and implementation of organisational change programmes, ensuring compliance with good employment practices and the ICBs Change Management Policy and proactively engaging with staff representatives to mitigate risks to plans. Provide strategic workforce advice on organisational development initiatives and strategic change management, using workforce data to inform decision making and planning. Work with management teams to design and implement management and team structures which facilitate delivery of strategic and operational objectives. Provide high level communication of all people issues, including change management, staff transfers etc. both internal and external to the ICB and negotiate with audiences that may be hostile to the message due to difficult employee relations and change management situations and/or competing/alternative agendas. Provide support to managers to ensure the workforce elements of business cases are well- structured and cost effective. Communicate and implement NHS pay awards. Produce reports/business cases for the remuneration committee as required. Deal with queries on pay benchmarking for very senior managers (VSMs) and advise on VSM salaries process and changes to VSM contracts as required Carry out job evaluation processes in partnership with the trade unions.
3. Resourcing Engage with the team members to resolve blockages in the process and ensure timely on-boarding of staff. Support succession planning as required within borough, programme and corporate teams to ensure vacancy levels are appropriately managed and short-term, high-cost interim solutions are eliminated. Oversee the performance management of staff within borough, programme and corporate teams working with managers So they have clear performance objectives, personal development plans for their staff to enable a high performing, engaged and motivated workforce.
4. Employee relations Lead the resolution of employee relations issues including disciplinaries, absence management, grievances, performance management with direct support from the People Manager and Assistant People Manager including liaison with Legal Advisors. Oversee the development, communication and implementation of policies and procedures ensuring they are reviewed on a regular basis. Arrange the Joint Consultative Committee on a bi-monthly basis and the regular HR & trade union meetings. Build and maintain, positive and constructive working relationships with staff, staff representatives, external stakeholders and peer networks. Ensure that risks associated with organisational change programmes and TUPE transfers are reported and managed accordingly. Advise on particularly complicated, sensitive or high risk cases, providing risk assessment of possible courses of action. Ensure managers are equipped to manage informal issues with their staff effectively, providing best practice advice in order to minimise escalation to formal processes, where appropriate. Monitor and analyse employee relations reports, to ensure timely management of cases in line with ICB policies. Identify cases or areas of concern and escalate and advise on remedial action and lead on interventions as appropriate. Support in managing the relationship with ICB solicitors.
5. People management Provide guidance and local intelligence to the Deputy Director of People and Culture and senior leadership team on workforce issues, risks and developments. Responsible for the day to day management of the People & Culture team. Line management of People Manager including objective setting, appraisal, support development and completion of mandatory training etc. Implement development programmes within the team, providing regular feedback and coaching to raise capability. Provide cover for colleagues as appropriate. Undertake projects and assignments as and when required. Deputise for the Deputy Director of People and Culture
Equalities legislation does not require a job advertisement to be available for a specific length of time. However, there is a requirement that the means of attracting applications is fair, objective and free from discrimination. We reserve the right to close the advert early.
Person Specification
Knowlegde Training and Experience
Essential
- Educated to Masters level or equivalent level of experience of working at a senior level in specialist area.
- Chartered Member of CIPD
- Extensive knowledge of specialist areas, acquired through post graduate diploma or equivalent
- Extensive autonomous experience of generalist HR working at a senior level. Experience of working in partnership with staff side representatives and trade unions in a complex operating environment, particularly in complex change management and TUPE situations
- Experience of working in partnership with staff side representatives and trade unions in a complex operating environment, particularly in complex change management and TUPE situations
- Understanding of the background to and aims of current healthcare policy in London and appreciate the implications of this on engagement
- Experience of job evaluation
- An appreciation of the relationship between the NHS England and individual provider and commissioning organisations
assessment
Essential
- Experience of carrying out job evaluation
Communication Skills
Essential
- Developed communication skills for delivering key messages to a range of stakeholders both internal and external (including outside the NHS) to the organisation, some at very senior level. Good presentational skills for conveying complex concepts
- Ability to use informed persuasion to influence others.
Analytical
Essential
- Ability to identify risks, anticipate issues and create solutions and to resolve problems in relation to project or service delivery.
- Ability to understand a broad range of complex information quickly and making decisions where opinions differ/no obvious solution.
Planning Skills
Essential
- Evidence of planning and delivering programmes and projects and services on time.
Autonomy
Essential
- Ability to work without supervision, providing specialist advice to the organisation, working to tight and often changing timescales.
- Interpreting national policy for implementation
Equality and Diversity
Essential
- Will consider the most effective way to promote equality of opportunity and good working relationships in employment and service delivery and has the ability to take actions which support and promote this agenda.
Financial and Physical
Essential
- Previously responsible for a budget, involved in budget setting and working knowledge of financial processes
Other
Essential
- Promote and demonstrate the ICB values and behaviours
- Team working skills
- Self-motivated
- Ability to move between details and the bigger picture
- Demonstrates honesty and integrity and promotes organisational values.
- Embrace change, viewing it as an opportunity to learn and develop
Person Specification
Knowlegde Training and Experience
Essential
- Educated to Masters level or equivalent level of experience of working at a senior level in specialist area.
- Chartered Member of CIPD
- Extensive knowledge of specialist areas, acquired through post graduate diploma or equivalent
- Extensive autonomous experience of generalist HR working at a senior level. Experience of working in partnership with staff side representatives and trade unions in a complex operating environment, particularly in complex change management and TUPE situations
- Experience of working in partnership with staff side representatives and trade unions in a complex operating environment, particularly in complex change management and TUPE situations
- Understanding of the background to and aims of current healthcare policy in London and appreciate the implications of this on engagement
- Experience of job evaluation
- An appreciation of the relationship between the NHS England and individual provider and commissioning organisations
assessment
Essential
- Experience of carrying out job evaluation
Communication Skills
Essential
- Developed communication skills for delivering key messages to a range of stakeholders both internal and external (including outside the NHS) to the organisation, some at very senior level. Good presentational skills for conveying complex concepts
- Ability to use informed persuasion to influence others.
Analytical
Essential
- Ability to identify risks, anticipate issues and create solutions and to resolve problems in relation to project or service delivery.
- Ability to understand a broad range of complex information quickly and making decisions where opinions differ/no obvious solution.
Planning Skills
Essential
- Evidence of planning and delivering programmes and projects and services on time.
Autonomy
Essential
- Ability to work without supervision, providing specialist advice to the organisation, working to tight and often changing timescales.
- Interpreting national policy for implementation
Equality and Diversity
Essential
- Will consider the most effective way to promote equality of opportunity and good working relationships in employment and service delivery and has the ability to take actions which support and promote this agenda.
Financial and Physical
Essential
- Previously responsible for a budget, involved in budget setting and working knowledge of financial processes
Other
Essential
- Promote and demonstrate the ICB values and behaviours
- Team working skills
- Self-motivated
- Ability to move between details and the bigger picture
- Demonstrates honesty and integrity and promotes organisational values.
- Embrace change, viewing it as an opportunity to learn and develop
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).
