People and Workforce Business Partner

KEY RESPONSIBILITIES

1.          Team and Management Responsibilities
   To support the Chief People Officer, the Director of People, the Associate Director of People and the Head of People in ensuring the provision of a consistently high-quality comprehensive range of human resources services to the Trusts and sub-companies. To take the lead in providing professional HR advice to the Divisional Directors and senior management teams within the Trusts. To work autonomously to ensure:
   • that Human Resources issues are given a high profile and priority within the Trust;
   •the development and application of good HR practices in line with employment legislation and good practice;
   •the achievement of both national and local objectives, targets and standards;
   •that good staff side/management relationships are sustained.
   •the design and delivery of management training on HR policies and procedures
   •the development and implementation of HR initiatives and projects
   To provide professional leadership to the People team. Responsible for the line management and professional development of a team of People Managers and Advisers in the People Team.
   To work closely with the Head of People to ensure that the operational human resources service is consistently of a high quality and is covered at all times of staff absence.
   To represent the Associate Director of People and the Head of People at meetings (internal and external) as required.
2. Policy Development
   To develop and implement HR policies and procedures, on behalf of the Chief People Officer, ensuring that the Trusts employ best HR practice which complies with UK and European legislation. To ensure that there is a partnership approach to the development and implementation of HR policies.
   To promote a culture of equity, openness and transparency in the application of all policies and procedures.
   To interpret national terms and conditions and local policies and procedures.
   To take the lead in providing professional advice, guidance and support to the Divisional Managers and Ward/Department/Team Managers on all aspects of HR, including highly complex performance and attendance management, grievance, disciplinary and dignity at work issues.
   To undertake highly complex investigations in line with Trust policies.
   To initiate, chair or participate as necessary in meetings, interviews, negotiations, etc.
   To advise on and act as HR representative at disciplinary, grievance and dispute investigations, hearings and appeals, providing expert HR advice to the Panel Chair.
   To attend Employment Tribunals and conduct hearings held by professional bodies on behalf of the Trust, presenting evidence as and when required, liaising with the Trust’s Solicitors.
   To promote the implementation of equal opportunities and diversity in the workplace.
3. Communications
   To communicate highly complex, sensitive and contentious information both verbally and in writing, e.g. in preparing paperwork , giving evidence at disciplinary hearings or consulting face to face with groups or individuals on issues such as redeployment, TUPE, or change management programmes.
   To produce accurate records of meetings which may be used in future hearings and employment tribunals.
   On behalf of the Director of People, to prepare complex reports and briefings to support strategic HR initiatives, for submission to Trust Board, and other internal and external groups.
4. Organisational Development
   To work with the Director of People, the Associate Director of People and the Head of People to develop and implement HR and workforce strategies which are linked to Trust strategic objectives and reflect national HR initiatives.
   To take the lead on highly complex transformation projects and/or large scale organisational change initiatives, involving the analysis of complex situations where no precedent exists and a range of options may be available and providing highly specialized HR advice to support the achievement of organizational objectives.
   To develop and maintain effective working relationships with staff, managers and directors in order to provide appropriate HR support in relation to service planning. To actively work with managers and staff side to modernise and redesign services to meet the diverse and changing needs of staff, patients and the developing NHS agenda.
   To ensure that best HR practice and effective partnership working is integrated into organisational change, including TUPE, taking the lead on planning and implementing TUPE transfers to ensure compliance with employment legislation.
   To contribute to workforce planning and development including providing support re skill mix reviews and role design.
   To design and deliver HR training to managers related to HR policies , e.g. absence management, performance management, recruitment and selection, etc.
5.  National HR Projects and Initiatives
   To participate or project manage as required the implementation of long term strategic national HR initiatives, e.g. implementation of a revised workforce solution and the transformation of People Services.
6. Financial responsibilities
   To sign contracts of employment, monitor salary changes. Authorised signatory for change forms, etc.