HR Business Partner

Job summary

The Human Resources Business Partner will support the Head of Human Resources, as well as the Director of Business Services and wider team to develop and deliver KFM HR and OD Strategies ensuring that they are aligned with KFM business strategy, vision & values. The post holder will take the lead and be responsible for providing high quality first line advice, guidance and support for line managers and staff, on a range of complex operational HR issues across KFM and will seek to continuously improve the HR service offer. - Provide accurate & timely support to line managers and employees on all areas of HR policy & activity - Ensure all employee relations case work is managed proactively with satisfactory resolution - Ensure that payroll activity is carried out in a timely and accurate way - Deliver monthly HR KPI reports across KFM and individual directorates - Provide staff and managers with relevant HR information as first point of contact for the department and refer onwards where necessary

Main duties of the job

1.Workforce Planning & Reporting 1.1.Compile reports for the Head of Human Resources and Management Teams on HR activity, highlight and address any areas of concern related to HR activity & service delivery. 1.2.Compile directorate specific reports in respect of key workforce information and metrics such as establishment, headcount, absence management and attend agreed team / directorate management meetings. 1.3.To monitor the performance of directorates in respect of compliance against HR key performance indicators and support management teams in addressing shortfalls in performance. 1.4.Use workforce information to improve service productivity, e.g. tackling areas of high absence, turnover or temporary staff usage. 2.Workforce Change 2.1.Act as the support to workforce lead for strategic and operational organisational change including TUPE transfers and specific interventions designed to improve workforce performance. 2.2.Support OD outcomes include transformation of services, employee engagement, improved retention of staff, reduction in agency usage. 2.3.To support the Head of Human Resources as appropriate, in providing support and advice on issues such as service and contract planning, TUPE transfers (in and out of the organisation), change management, skill mix and workforce planning, budget setting and proposals for organisational change. 3.Workforce Development 3.1.Support the Head of Human Resources in the delivery of the overall OD strategy. 3.2.Responsible for the development and delivery of the annual training plan to include MAST and CPD as appropriate. 3.3.To work with the Head of Human Resources in the development and delivery of training courses on HR & Workforce related topics for line managers and staff. 4.Reward and Recognition 4.1.Maintain accurate records of terms and conditions, across AFC and KFM contract holders providing proactive, effective and appropriate guidance, when required, on the interpretation and implementation of Agenda for Change and KFM policies and procedures. 4.2.Support the Head of Human Resources in the review and maintenance of employee terms & conditions across Agenda for Change and KFM T&C. 4.3.To advise managers and staff on highly complex issues relating to the correct application of Agenda for Change and KFM local Terms and Conditions of Employment, including all pay and grading issues. 4.4.Lead on the management of systems that deliver specific employee benefits such as pensions and flexible benefits. 5.Employee Relations 5.1.Provide expert & accurate employment advice and guidance to all KFM Managers on the consistent application of KFM policy & procedure. 5.2.Support the Head of Human Resources on leading the development and maintenance of a suite of KFM policies & procedures designed to improve workforce recruitment, retention and performance that impact across the organisation. 5.3.To ensure all ER activity is recorded as agreed within the standard operating procedures. 5.4.Provide support to line managers during investigations, at formal meetings and hearings, and be responsible for giving appropriate advice & guidance. 5.5.Coach and up-skill managers to proactively manage staff in line with KFM policies, procedures and good practice, including supporting managers on the formulation of solutions to any HR issues within scope. 5.6.Support the training and development of managers in the development of their people management skills, knowledge of Agenda for Change and KFM policies & procedures and best HR practice. 5.7.To provide advice and support to managers in the management of disciplinary, dignity at work, sickness absence management and grievance issues; (a) in the initial stages of the informal processes and (b) in the formal stages in accordance with Agenda for Change and KFM policy and procedure. 5.8.To advise and support managers in the management of staff attendance including advice on ESR reporting. To facilitate action in conjunction with Occupational Health, including rehabilitation, redeployment and ill health retirement in accordance with the sickness absence policy. 5.9.To provide pro-active advice and guidance to managers on new/relevant employment legislation and procedures. 5.10.The postholder will make a significant contribution to the development and implementation of employment policy and practice in line with changes to legislation. This will involve negotiation and consultation with managers and ensuring appropriate training within all directorates. 5.11.To undertake research (e.g. best practice, employment legislation, NHS Terms & Conditions) in all areas across workforce partnering and advisory service. 6.Recruitment and Retention 6.1.To advise managers on recruitment and selection process where this interacts with the employee relations remit, including where complex or contentious issues have been raised, ensuring adherence to best practice, company policies and procedures, and employment legislation. 6.2.To work closely with the Recruitment and Onboarding Partner ensuring the delivery of a seamless, high quality and responsive service that meets the needs of KFM. 6.3.To advise managers on any issues arising from probationary periods. 7.Service Development Workforce 7.1.The postholder is required to work collaboratively as part of wider team. 7.2.The postholder will be expected to support the development of HR knowledge and skills across the Department. 7.3.To attend relevant committees and meetings in connection with developments at KFM ensuring that the Senior Workforce Business Partner/ Workforce Director are informed of the progress. 7.4.To regularly run HR clinics, identify areas of concern and address issues in a timely manner and feed into workforce plans. 7.5.To participate in the development of Standard Operating Procedures for the HR team 7.6.Any other duties or tasks appropriate to the grade that enhance and promote good HR practice within KFM.

About us

KFM is a provider of healthcare support services. The purpose of KFM is to partner with and support healthcare providers in providing world class patient care, with all profits and cost savings reinvested in the NHS. KFM provides an end-to-end managed service, covering all clinical areas & specialities and procuring and supplying all clinical supplies, medical equipment plus maintenance, training and technical support and outpatient pharmacy dispensing services. KFM is a Limited Liability Partnership owned by Kings College Hospital NHS Foundation Trust with no private sector partners. KFM is a public authority not a private company. KFM has an annual turnover of around £180 million and over 350 staff.

Employer details

Employer name

KFM

Address

London

SW4 8ED

Employer's website

https://www.kings-fm.co.uk/ (Opens in a new tab)

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Employer details

Employer name

KFM

Address

London

SW4 8ED

Employer's website

https://www.kings-fm.co.uk/ (Opens in a new tab)

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