Human Resources Business Partner

Job content

Job Purpose To lead and direct the HR agenda, plans and programmes of work within a specified service/corporate area. To provide leadership and expert advice within a service/corporate area in relation to absence management, workforce planning, transformation of services, employee relations and development of staff. To be an active decision maker within the Service /Corporate area senior management team, which will require a strong understanding of HR Management and a comprehensive understanding of the business, the activity, financial position and related terms and conditions of the Service/Corporate area for which the post holder carries responsibility. The postholder will also lead on specific organisation wide pieces of work as agreed with the Deputy Director of People.

Dimensions The HR Business Partner will lead and direct the people agenda within the specific service/corporate areas. Extensive and comprehensive HR knowledge of employment law and operational HR expertise, with an evidenced track record of achievement and personal impact in a complex (preferably healthcare) organisation. You will be able to manage complex relationships with stakeholders with a knowledgeable, diplomatic and solution focused approach. An ability to influence people to achieve pragmatic outcomes aligned to the organisations strategic priorities is essential.

Must be CIPD qualified, hold a Masters/Post-graduate level qualification or equivalent and have experience of leading strategic and operational Human Resource Management in a complex multi-disciplinary organisation. Key Responsibilities To work in partnership with the Service Directors, Deputy Directors, Corporate Heads and Heads of Service on local strategies and action plans to attain and maintain performance levels within organisations thresholds with regard to all workforce related KPIs. To provide expert advice and guidance in all employee relations cases, ensuring adherence to CityCare policies and legislation. To ensure cases are proactively progressed within the service/corporate areas to ensure timely conclusion.

To promote work within the service /corporate areas to review and modernise the workforce, and provide appropriate support to develop workforce plans and support business development plans, including active engagement at a lead level in small, medium and major organisational change initiatives. To develop a positive approach to employment relations in the service/corporate areas, building strong and effective partnerships between managers, clinicians, staff and their representatives, utilising agreed frameworks for consultation and negotiation as necessary. To work with managers and staff side representatives on all aspects of change management which may involve TUPE (Transfer of Undertakings, Protection of Employment), redundancy and redeployment, providing clear and logical business cases to support proposed changes. To work with the Workforce Data and Planning team to ensure regular, meaningful workforce information is provided to a sufficient level of detail to all line managers within the service and corporate areas.

To contribute fully within the HR team, and consult with the service /corporate areas on the review of existing and development of new policies and procedures. To take the lead for ensuring staff side involvement in relevant activities within the service and corporate areas. To participate fully in business planning, service development and budget setting processes within the service and corporate areas. To support the drafting of, and quality assure, HR related documentation, such as organisational change papers, investigation reports, prior to them being issued and challenge decisions and the direction of travel as and when necessary to ensure that the appropriate approach is being taken.

To advise on appropriate recruitment and selection processes, participating in assessment of candidates as necessary and ensuring liaison with the Recruitment and Transactional team where necessary. To provide direction to key managers in the service and corporate areas on achievement of HR related standards monitored by external bodies such as the Care Quality Commission. To manage and supervise the nominated HR Advisors for the service and corporate areas, addressing any performance shortfalls and development needs as necessary. To represent the service and corporate areas at internal or external meetings or events as required.

To ensure staff at all levels within the service and corporate areas are briefed on changes in legislation, organisation policy, performance. Briefings will be carried out either by the postholder or other appropriate members of the HR team. To ensure appropriate provision of ad hoc HR related training to staff at all levels within the service and corporate areas as required. This will involve designing, delivering and evaluating training provided at a senior level and ensuring provision is made for necessary training to other levels of staff.

HR Team Specific To take responsibility for a designated portfolio of corporate work that supports delivery of the national, regional and the organisations HR agenda. This will require undertaking activities such as reporting to relevant committees, establishing action plans, providing regular high quality reports and leading and facilitating effective meetings. To ensure appropriate management, leadership and development opportunities are made available to the HR Advisors. This will require the post holder to give the HR Advisor clear and regular feedback on performance, dealing with poor performance through the appropriate procedures.

To participate fully in a variety of organisational wide committees and groups including the Trade Union Partnership Forum, People Steering Board and supporting sub-groups. To represent and/or deputise for the Deputy Director of People as required. To liaise and work with HR colleagues as appropriate to maintain effective communication, ensuring that best practice is shared and developed and to facilitate cross cover for colleagues. To provide training as part of regular management and leadership development programmes.

To participate as a panel member in employment related hearings and providing direction and support to managers when considering the evidence presented and reaching the most appropriate outcome. To liaise with external agencies such ICS, health and social care organisations, employment lawyers, CIPD, other professional registration bodies, temporary staffing agencies, etc as appropriate. To represent CityCare with regard to Employment Tribunal claims, responding on behalf of the organisaiton liaising with external agencies such as employment lawyers, regional Trades Union officers, ACAS and organisations such as the NMC where appropriate, co-ordinating cases, providing input and agreeing potential outcomes with legal representatives, attending the Employment Tribunal on behalf of the organisation and giving evidence as required. To highlight areas of concern or for review within the HR team.