Assistant HR Business Partner | The Christie NHS Foundation Trust - Manchester
You will also take responsibility for a designated portfolio of work that supports the delivery of the overall HR strategy.
Furthermore, you will play a significant role in Workforce planning and organisational development contributing to the workforce planning cycle, service improvement and role design.
You will contribute to initiatives which aim to maintain and improve staff engagement in the divisions working closely with the Organisational Development and Engagement leads on targeted projects.
You will take responsibility for line managing the HR Advisors, supporting them and providing guidance on employee relations cases and other employment matters. You will also have a small caseload of highly complex ER cases to manage.
You will be based at home with attendance on site as necessary in order to fulfill the role.
The Christie is one of Europe’s leading cancer centres, treating over 60,000 patients a year. We are based in Manchester and serve a population of 3.2 million across Greater Manchester & Cheshire, but as a national specialist around 15% patients are referred to us from other parts of the country.
We provide radiotherapy through one of the largest radiotherapy departments in the world; chemotherapy on site and through 14 other hospitals; highly specialist surgery for complex and rare cancer; and a wide range of support and diagnostic services.We are also an international leader in research, with world first breakthroughs for over 100 years.
We run one of the largest early clinical trial units in Europe with over 300 trials every year. Cancer research in Manchester, most of which is undertaken on the Christie site, has been officially ranked the best in the UK.
Workforce Strategy- To work alongside the HR Business partners and divisional leads to identify workforce issues and developing appropriate HR interventions and developing the people capability to support this.
- To contribute to the implementation of the Trusts workforce strategy within their specific area of responsibility.
- Assist in the implementation of divisional workforce plans which are aligned with Trust’s workforce strategy.
- Assist in the development and implementation of specific Trust-wide policies, initiatives and scheme
- Contribute to the workforce planning cycle, service improvement and role design.
- To contribute to organisational development and change initiatives in partnership with managers and staff to ensure change is implemented in compliance with good employment practices and the Trust’s Change Management Policy and proactively engaging with staff representatives.
- Contribute to the development and implement recruitment and retention strategies for hard to fill post
- Provide, monitor and analyse workforce information reports for the divisions highlighting areas for concern. Proactively work with managers to put plans in place to resolve areas of concern.
- Contribute to the development and review of key workforce performance indicators.
- Work with workforce team to provide workforce intelligence and analysis of trends to the divisional management teams
- Working with the divisions to contribute towards the development and implementation of interventions and programmes to ensure managers are confident, competent and supported to manage their staff effectively.
- Coach and guide managers in all staff management related issues – managing change, maximising individual performance, building high performance teams and dealing with conflict.
- Develop and facilitate training sessions that support the development of managers and leaders across the organisation, whilst focussing on key HR activities.
- Advise managers and clinical leads on the interpretation and application of terms and conditions of employment, Trust policies, current legislation and codes of practice.
- Foster a positive climate of employee relations within the Trust, to support the partnership approach to maintaining good working relationships with representatives of Trade Unions and staff organisations.
- Provide advice to managers on employee relations cases, providing advice on possible courses of action.
- Provide advice to the HR advisors on employee relations and sickness cases.
- Ensure managers are equipped to manage informal issues to minimise escalation to formal processes.
- Monitor employee relations activity, ensuring managers adhere to timescales and Trust policies.
- Provide professional advice and support to managers to undertake investigations as part of the discipline or grievance process.
- Participate in Discipline, Grievance or other hearings or panels providing professional advice and support as necessary.
- Participate in the job evaluation processes
- Contribute to initiatives which aim to maintain and improve staff engagement in the divisions
- Cooperating with and adhering to the statutory regulations, codes of practice, local policies and procedures: taking account of these in relation to own remit
- Taking reasonable care for one’s own health and safety and that of any other person who may be affected by own acts or omissions at work
- Carry out all duties in a way that supports equality and values diversity. This responsibility includes actions in relation to all internal and external stakeholders
- To promote and support equity of access to educational opportunities, valuing diversity and ensuring the service provided meets the needs of all service users
- Undertake equality impact assessments in relation to identified education policies ensuring any actions are implemented
- Actively participate in the performance review process and annual personal development plan to enable achievement of objectives and management of learning needs
- Be responsible for ensuring that personal, professional corporate essential training and PDR requirements are met
This advert closes on Sunday 29 Sep 2024