HR Business Partner
Venesky-Brown’s client, a public sector organisation in Truro, is currently looking to recruit an People and OD Partner for a 6 months contract on a salary of £48,526-£54,619.
Responsibilities:
– In conjunction with the People & OD senior team, implement the People and OD Strategy in support of their business objectives.
– Provide assurance to the People & OD Service Manager of the development, implementation and delivery of the People and OD strategy through reporting on the progress in the achievement of the Key Performance Indicators set, and the achievement of individual mutually agreed objectives.
– Provide effective strategic support and advice to care groups to shape change management and business transformation initiatives in line with policy.
– Play an active role in the annual business planning cycle, ensuring that a System wide, integrated approach is taken to workforce planning including wider workforce projects.
– Understand the key drivers and challenges to help plan and provide assurance that local workforce plans are viable and are supporting the corporate workforce plan.
– Jointly monitor progress in the implementation of local workforce plans across the client groups to ensure the attainment of targets.
– Support the clients in planning their local learning and development needs, as part of the annual business planning cycle.
– Ensure that recruitment and retention hotspots are identified at an early stage, and take a pro-active, planned approach to ensure their resolution.
– Play an active role within service improvement programmes and initiatives in order to achieve successful business transformation.
– Contribute to financial planning activity through workforce planning reviews, efficiency programmes and temporary staffing controls.
– Provide HR expertise to projects where there may be significant implications for staff and/or terms and conditions e.g. market testing, electronic HR solutions etc.
– Take a lead in corporate projects and project management of activities including the planning and organising and delivery of HR elements of projects such as business transformation, Brilliant People Strategy and workforce development etc.
– Identify opportunities for organisational development improvements where identifiable performance weaknesses can be addressed through bespoke OD interventions.
– Act as the gateway or facilitator for core People and OD services to ensure the appropriate HR strategy, support, and HR requirements are delivered and the required agreed outcomes delivered.
– Manage all Employee Relations (ER) activity to ensure that our appropriate policies and procedures are adhered to and that we deliver ER interventions within the agreed timeframes.
– Where required seek appropriate legal advice on cases from the People and OD Service Manager.
– Ensure that all case investigators are properly briefed and deemed capable to address their allocated cases.
– Regularly monitor the progress of cases within the care groups and ensure legal and procedural compliance is maintained, and that timeframes are managed closely.
– Manage the activities of the Assistant People Partners and monitor workload and progress on a regular basis.
– Act as the subject matter expert for all ER related matters within the care group and take leadership responsibility.
– Refer all ER issues that fall outside of the People Partner team capability to the People and OD Service Manager and report any failures to achieve agreed timeframes on cases.
– Manage all ACAS and Employment Tribunal related issues arising.
– Personally, support the investigation and resolution of very complex employee relations cases, including matters regarding medical staff performance, conduct or attendance and employment tribunals.
– Promote the use of informal resolution of people management issues within the client groups, in line with Policy to ensure that the number of formal cases is kept to a minimum.
– Undertake mediation (if qualified) where working relationships have broken down in order to achieve successful team working between relevant parties, at all levels within the organisation.
– Interpret and advise on highly complex employment legislation including precedent setting cases where a change in practice or policy is required.
– Secure appropriate advice to draft legal documents, such as settlement agreements, redundancies (with the appropriate approval from the Budget holder).
– To be responsible for ensuring legal fees are reasonable, justifiable and are subsequently invoiced correctly.
– To contribute to the development and implementation of a framework of employment policies in line with best practice and in compliance with current employment legislation, terms and conditions of service and regulatory body requirements as appropriate, ensuring accurate and timely consultation and communication. This will include the related joint discussions to seek agreement on the adoption and implementation with trade union representatives.
– To ensure policies, procedures and guidance support cost reduction, increased efficiency and enable patient focused and efficient service delivery.
– Support management of service reviews, jointly planning change and undertaking consultation with colleagues and their representatives.
– Support managers with the development of high-quality job descriptions to ensure effective and appropriate job evaluation.
– Promote the use of appraisals (including 360) including staff, giving advice to managers and staff as required including promoting the use of performance appraisal linked to pay progression.
– Promote managers having regular one to ones and informal feedback conversations with members of their teams so that potential issues can be anticipated and potentially resolved before they escalate.
– Work with the Head of People Experience and their team to promote and facilitate staff survey and staff engagement including interpretation of data, links to strategies and plans and proactively support the implementation of any resulting action plans. Share with any positive changes that getting the feedback from the staff survey has provided, therefore potentially improving completion rates for the following year
– Develop individual management and organisational capability and knowledge to meet current and strategic objectives.
– Support the management teams to identify and source appropriate training and development initiatives, working with L&D and external providers.
– Provide guidance to managers on the cost-effective application of policies and procedures e.g. organisational change, recruitment.
– Support the delivery of National and local HR performance standards and provide evidence including to external bodies.
– Produce formal reports, undertaking analysis, evaluation of data and present findings to executives and senior management as required.
– Keep updated with developments in national Human Resource management for example, Employers, Chartered Institute of Personnel and Development, employment law, organisational development.
– Assess and recommend potential courses (making clear any associated risks) of action on highly complex, specialist HR issues in sometimes pressurised circumstances. These may have conflicting priorities with no existing precedent and will require the post holder to balance risk versus cost to the organisation.
– On occasion take formal minutes of externally commissioned investigations at the highest level including highly sensitive information.
– Enable assistant people partners to develop their role and skills in practice. Evaluate progress, give feedback and take steps to enhance development where required
– To contribute to the provision of a high quality operational human resource service at a consistent standard, meeting agreed key performance indicators and service level standards and benchmarking against best practice.
– Effectively coach, challenge and influence managers on a wide range of leadership and management activities to enable them to develop and lead well managed productive staff who are motivated to deliver high quality patient care.
– Promote and demonstrate the values and behaviours and ensure their application.
– Support the mainstreaming of Equality, Diversity & Inclusions and the implementation of the Equality & Diversity Strategy and demonstrate this in day to day decision.
– Support with respect to compliance with various requirements such as CQC outcomes, internal/external audit, Information Governance and various legal requirements including the Equality Act and associated public sector duty and employment law.
– To identify opportunities for innovation and improvements to HR practice and systems of work within the HR function with the aim of ensuring the services are business focused and add value.
– Provide HR expertise to the Care Group Management Teams on HR aspects of risks, with respect to learning outcomes and subsequent action planning.
– Develop and maintain partnership working with trade unions and professional organisations.
– Research best practice (globally, private and public sector), interpreting its relevance and processes/ practices which could be implemented successfully to achieve system reform.
– Accountable for the interpretation of centrally provided workforce information that supports monthly performance review processes.
– Undertake analysis and interpret trends in order to ensure the client groups are provided with appropriate information and challenge, including benchmarking information where relevant, in partnership with the People Information Team.
– Propose and support initiatives to enable the client groups to meet and achieve their targets for workforce key performance indicators, for example sickness absence, turnover, agency usage, appraisal etc.
– Work together as a People Partner Team to ensure that the data being, delivers what is being required, is presented in a consistent way and that best practice is shared
Essential Skills:
– Chartered MCIPD or equivalent HR and or OD Qualification or equivalent work experience
– Specialist HR Knowledge & Experience, at Masters level or equivalent
– Evidence of ongoing continuous professional development
– Significant and varied experience in People and OD activity, working with managers to deliver high quality HR services with proven successful outputs
– Experience of business planning and developing workforce strategy
– Experienced in leading the workforce aspects of major change programmes and the associated employee relations requirements
– Experience in a large, complex unionised organisation
– Excellent oral and written communication skills – with proven ability to work with, gain the confidence of, and influence people at all levels
– Ability to quickly establish professional and credible working relationships with managers and staff, instilling confidence
– Able to foster powerful and productive collaborative working relationships internally and externally, with multi agency professional groups
– Excellent presentation skills, able to articulate with clarity
– Exceptional interpersonal skills to be able to coordinate the delivery of effective HR service
– Strong strategic influencing and negotiating skills on highly complex and sensitive issues
– Ability to challenge stakeholders in a constructive and productive manner
– Ability to think strategically and to be politically astute, sensitive, tactful and diplomatic
– Ability to analyse and interpret business, financial and workforce data
– Ability to interpret and apply HR knowledge to workforce strategy
– Time management, planning and organising skills
– Ability to work with unpredictable situations and pressure and to tight deadlines
– Strong problem solving ability, with an ability to seek out and exploit opportunities and innovations
– Proven ability to effectively manage a range of solutions that may evoke a strong emotional reaction
– Proficient in the use of Microsoft Office, including Word and Excel
– Ability to work within, and lead, cross functional working and project groups
– Expert level of knowledge in strategic workforce issues
– Up to date knowledge of key issues in human resources and in local, regional and national networks and issues outside the organisation.
– Acts with integrity and discretion at all times
– Role models Trust Values and CIPD Professional Code
– Customer focused and driven to reach high standards / quality
– Flexible and pragmatic approach to problems and working practices
– Empathetic and willing to use a range of communication skills to achieve goals across all levels of the organisation including Director level
– Emotional toughness, resilience and ability to work autonomously
– Comfortable with ambiguity
– Ability to respond empathetically to distressing stressful employment related circumstance involving staff at all levels in the organisation on a frequent basis
– Act as a confidante to senior managers listening with empathy
– Able to respond to unpredictable interruptions, whilst remaining focused on key priorities
– Willingness to undertake Trust Induction and Mandatory Training days
Desirable Skills:
– Employment law qualification
– Experience of working in similar environment
– Experience of workforce analysis and benchmarking
– TUPE experience
– Experience of leading and motivating team
– Trained mediator and strong coaching skills
– Trained mediator and strong coaching skills
– A skilled facilitator
– Manpower planning and workforce development skills
– Skilled in preparing graphic and charts to extract and present information
– Project management skills
If you would like to hear more about this opportunity please get in touch.
Responsibilities:
– In conjunction with the People & OD senior team, implement the People and OD Strategy in support of their business objectives.
– Provide assurance to the People & OD Service Manager of the development, implementation and delivery of the People and OD strategy through reporting on the progress in the achievement of the Key Performance Indicators set, and the achievement of individual mutually agreed objectives.
– Provide effective strategic support and advice to care groups to shape change management and business transformation initiatives in line with policy.
– Play an active role in the annual business planning cycle, ensuring that a System wide, integrated approach is taken to workforce planning including wider workforce projects.
– Understand the key drivers and challenges to help plan and provide assurance that local workforce plans are viable and are supporting the corporate workforce plan.
– Jointly monitor progress in the implementation of local workforce plans across the client groups to ensure the attainment of targets.
– Support the clients in planning their local learning and development needs, as part of the annual business planning cycle.
– Ensure that recruitment and retention hotspots are identified at an early stage, and take a pro-active, planned approach to ensure their resolution.
– Play an active role within service improvement programmes and initiatives in order to achieve successful business transformation.
– Contribute to financial planning activity through workforce planning reviews, efficiency programmes and temporary staffing controls.
– Provide HR expertise to projects where there may be significant implications for staff and/or terms and conditions e.g. market testing, electronic HR solutions etc.
– Take a lead in corporate projects and project management of activities including the planning and organising and delivery of HR elements of projects such as business transformation, Brilliant People Strategy and workforce development etc.
– Identify opportunities for organisational development improvements where identifiable performance weaknesses can be addressed through bespoke OD interventions.
– Act as the gateway or facilitator for core People and OD services to ensure the appropriate HR strategy, support, and HR requirements are delivered and the required agreed outcomes delivered.
– Manage all Employee Relations (ER) activity to ensure that our appropriate policies and procedures are adhered to and that we deliver ER interventions within the agreed timeframes.
– Where required seek appropriate legal advice on cases from the People and OD Service Manager.
– Ensure that all case investigators are properly briefed and deemed capable to address their allocated cases.
– Regularly monitor the progress of cases within the care groups and ensure legal and procedural compliance is maintained, and that timeframes are managed closely.
– Manage the activities of the Assistant People Partners and monitor workload and progress on a regular basis.
– Act as the subject matter expert for all ER related matters within the care group and take leadership responsibility.
– Refer all ER issues that fall outside of the People Partner team capability to the People and OD Service Manager and report any failures to achieve agreed timeframes on cases.
– Manage all ACAS and Employment Tribunal related issues arising.
– Personally, support the investigation and resolution of very complex employee relations cases, including matters regarding medical staff performance, conduct or attendance and employment tribunals.
– Promote the use of informal resolution of people management issues within the client groups, in line with Policy to ensure that the number of formal cases is kept to a minimum.
– Undertake mediation (if qualified) where working relationships have broken down in order to achieve successful team working between relevant parties, at all levels within the organisation.
– Interpret and advise on highly complex employment legislation including precedent setting cases where a change in practice or policy is required.
– Secure appropriate advice to draft legal documents, such as settlement agreements, redundancies (with the appropriate approval from the Budget holder).
– To be responsible for ensuring legal fees are reasonable, justifiable and are subsequently invoiced correctly.
– To contribute to the development and implementation of a framework of employment policies in line with best practice and in compliance with current employment legislation, terms and conditions of service and regulatory body requirements as appropriate, ensuring accurate and timely consultation and communication. This will include the related joint discussions to seek agreement on the adoption and implementation with trade union representatives.
– To ensure policies, procedures and guidance support cost reduction, increased efficiency and enable patient focused and efficient service delivery.
– Support management of service reviews, jointly planning change and undertaking consultation with colleagues and their representatives.
– Support managers with the development of high-quality job descriptions to ensure effective and appropriate job evaluation.
– Promote the use of appraisals (including 360) including staff, giving advice to managers and staff as required including promoting the use of performance appraisal linked to pay progression.
– Promote managers having regular one to ones and informal feedback conversations with members of their teams so that potential issues can be anticipated and potentially resolved before they escalate.
– Work with the Head of People Experience and their team to promote and facilitate staff survey and staff engagement including interpretation of data, links to strategies and plans and proactively support the implementation of any resulting action plans. Share with any positive changes that getting the feedback from the staff survey has provided, therefore potentially improving completion rates for the following year
– Develop individual management and organisational capability and knowledge to meet current and strategic objectives.
– Support the management teams to identify and source appropriate training and development initiatives, working with L&D and external providers.
– Provide guidance to managers on the cost-effective application of policies and procedures e.g. organisational change, recruitment.
– Support the delivery of National and local HR performance standards and provide evidence including to external bodies.
– Produce formal reports, undertaking analysis, evaluation of data and present findings to executives and senior management as required.
– Keep updated with developments in national Human Resource management for example, Employers, Chartered Institute of Personnel and Development, employment law, organisational development.
– Assess and recommend potential courses (making clear any associated risks) of action on highly complex, specialist HR issues in sometimes pressurised circumstances. These may have conflicting priorities with no existing precedent and will require the post holder to balance risk versus cost to the organisation.
– On occasion take formal minutes of externally commissioned investigations at the highest level including highly sensitive information.
– Enable assistant people partners to develop their role and skills in practice. Evaluate progress, give feedback and take steps to enhance development where required
– To contribute to the provision of a high quality operational human resource service at a consistent standard, meeting agreed key performance indicators and service level standards and benchmarking against best practice.
– Effectively coach, challenge and influence managers on a wide range of leadership and management activities to enable them to develop and lead well managed productive staff who are motivated to deliver high quality patient care.
– Promote and demonstrate the values and behaviours and ensure their application.
– Support the mainstreaming of Equality, Diversity & Inclusions and the implementation of the Equality & Diversity Strategy and demonstrate this in day to day decision.
– Support with respect to compliance with various requirements such as CQC outcomes, internal/external audit, Information Governance and various legal requirements including the Equality Act and associated public sector duty and employment law.
– To identify opportunities for innovation and improvements to HR practice and systems of work within the HR function with the aim of ensuring the services are business focused and add value.
– Provide HR expertise to the Care Group Management Teams on HR aspects of risks, with respect to learning outcomes and subsequent action planning.
– Develop and maintain partnership working with trade unions and professional organisations.
– Research best practice (globally, private and public sector), interpreting its relevance and processes/ practices which could be implemented successfully to achieve system reform.
– Accountable for the interpretation of centrally provided workforce information that supports monthly performance review processes.
– Undertake analysis and interpret trends in order to ensure the client groups are provided with appropriate information and challenge, including benchmarking information where relevant, in partnership with the People Information Team.
– Propose and support initiatives to enable the client groups to meet and achieve their targets for workforce key performance indicators, for example sickness absence, turnover, agency usage, appraisal etc.
– Work together as a People Partner Team to ensure that the data being, delivers what is being required, is presented in a consistent way and that best practice is shared
Essential Skills:
– Chartered MCIPD or equivalent HR and or OD Qualification or equivalent work experience
– Specialist HR Knowledge & Experience, at Masters level or equivalent
– Evidence of ongoing continuous professional development
– Significant and varied experience in People and OD activity, working with managers to deliver high quality HR services with proven successful outputs
– Experience of business planning and developing workforce strategy
– Experienced in leading the workforce aspects of major change programmes and the associated employee relations requirements
– Experience in a large, complex unionised organisation
– Excellent oral and written communication skills – with proven ability to work with, gain the confidence of, and influence people at all levels
– Ability to quickly establish professional and credible working relationships with managers and staff, instilling confidence
– Able to foster powerful and productive collaborative working relationships internally and externally, with multi agency professional groups
– Excellent presentation skills, able to articulate with clarity
– Exceptional interpersonal skills to be able to coordinate the delivery of effective HR service
– Strong strategic influencing and negotiating skills on highly complex and sensitive issues
– Ability to challenge stakeholders in a constructive and productive manner
– Ability to think strategically and to be politically astute, sensitive, tactful and diplomatic
– Ability to analyse and interpret business, financial and workforce data
– Ability to interpret and apply HR knowledge to workforce strategy
– Time management, planning and organising skills
– Ability to work with unpredictable situations and pressure and to tight deadlines
– Strong problem solving ability, with an ability to seek out and exploit opportunities and innovations
– Proven ability to effectively manage a range of solutions that may evoke a strong emotional reaction
– Proficient in the use of Microsoft Office, including Word and Excel
– Ability to work within, and lead, cross functional working and project groups
– Expert level of knowledge in strategic workforce issues
– Up to date knowledge of key issues in human resources and in local, regional and national networks and issues outside the organisation.
– Acts with integrity and discretion at all times
– Role models Trust Values and CIPD Professional Code
– Customer focused and driven to reach high standards / quality
– Flexible and pragmatic approach to problems and working practices
– Empathetic and willing to use a range of communication skills to achieve goals across all levels of the organisation including Director level
– Emotional toughness, resilience and ability to work autonomously
– Comfortable with ambiguity
– Ability to respond empathetically to distressing stressful employment related circumstance involving staff at all levels in the organisation on a frequent basis
– Act as a confidante to senior managers listening with empathy
– Able to respond to unpredictable interruptions, whilst remaining focused on key priorities
– Willingness to undertake Trust Induction and Mandatory Training days
Desirable Skills:
– Employment law qualification
– Experience of working in similar environment
– Experience of workforce analysis and benchmarking
– TUPE experience
– Experience of leading and motivating team
– Trained mediator and strong coaching skills
– Trained mediator and strong coaching skills
– A skilled facilitator
– Manpower planning and workforce development skills
– Skilled in preparing graphic and charts to extract and present information
– Project management skills
If you would like to hear more about this opportunity please get in touch.
