Human Resources Business Partner

If you are Kind, Fair, Ingenious and Determined then we want you to come and join our #PennineCarePeople

https://www.penninecare.nhs.uk/values

Job overview

The role of HR Business Partner is critical to the smooth running of our workforce service within Pennine Care. Aligned to one of our service Networks, this role will cover a number of services for our Care Hubs and involve working as an integral member of the Network management team, support and contribute to the delivery of services and the Trust’s objectives within the Network business unit through the provision and management of an effective, efficient and comprehensive Workforce service.

• Work collaboratively with the Network Director, managers and other stakeholders to support the forward planning, modernisation and transformation, engagement and performance of the workforce, embedding good HR practice and raising people management capability within the division.
• In line with development priorities, collaborate with other members of the Workforce and OD service in developing initiatives that create and add value to the business and performance of the Trust.

Working for our organisation

We are proud to provide high quality mental health and learning disability services, both inpatient and in the community across five boroughs of Greater Manchester - Bury, Oldham, Rochdale, Stockport and Tameside and Glossop.

Our vision is for a happier and more hopeful life for everyone in our communities and our staff work hard to deliver the very best care for the people who use our services. Were really proud of our #PennineCarePeople and do everything we can to make sure were a great place to work.

All individuals regardless of race, age, disability, ethnicity, nationality, gender, gender reassignment, sexual orientation, religion or belief, marriage and civil partnership are encouraged to apply for this post. We would also encourage applications from individuals with a lived experience of mental illness, either individually or as a carer.

• Working closely with the Service Heads, Directors and Network managers, and as a full member of the Network management team, ensure the provision of a comprehensive Workforce service designed to meet the needs of the Network, supporting achievement of our Care Hub objectives whilst ensuring professional and consistent HR practice.
• Lead the development of effective people management expertise amongst managers within the division, coaching and supporting them in developing the skills necessary to effectively manage and engage their staff.
• Commission input from OD and Clinical and Professional service lines and the transaction/compliance services according to Network priorities and hold these functions to account on behalf of Network.
• Provide guidance and advice to managers on appropriate mechanisms/ approaches to managing organisational change and to lead on workforce elements of the organisational change process, ensuring that change takes place smoothly and as seamlessly as possible, through:
• Ensuring there is well-timed and effective communication with staff and their representatives.
• The development of implementation frameworks for change management proposals ensuring full compliance with employment law and good practice.
• To develop a positive and proactive approach to employment relations by building strong and effective partnerships between managers, clinicians, staff and their representatives and utilising agreed frameworks for consultation and negotiation as necessary.
• To identify and progress early interventions to minimise workplace conflict and assess the feasibility of introducing alternative approaches to resolving disputes.
• To support formal and informal mechanisms for consultation which involve staff in the planning and delivery of care.
• To liaise with the Employment Relations Team in providing advice and support to investigating officers, acting as a panel member in employment related hearings and appeals, providing senior advice and support to managers, considering the evidence presented to determine the appropriate action / outcome and advising on policy and procedural interpretation and organisational precedents.
• To liaise with external agencies such as other health care organisations, employment lawyers, solicitors, CIPD, other professional registration bodies, Department of Health as appropriate.
• To work collaboratively with the Network in providing a workforce planning service to programme groups, service/team managers and Service Directors. Advising on workforce aspects of the development of integrated service and workforce plans across the Pennine Care footprint.
• To commission appropriate input from the Workforce and Corporate teams to enable and support the development of people plans in the Network.
• To commission support and liaison with the Employment relations Team in the effective and proactive management of ER casework and investigations.
• To support managers in implementation of the integrated plans, providing advice and support, as necessary, in relation to change management issues such as re-profiling, skill mix and the more effective use of staffing.
• To assist the Network Director in developing and implementing where appropriate recovery plans for those key workforce measures/areas that are highlighted as underperforming e.g. sickness absence, resourcing, staff engagement, etc.
• To produce regular feedback reports providing updates to the Head of Workforce and contribute to Divisional/corporate reports on Workforce activity in identified areas e.g. policy, project and legal developments and Workforce Key Performance Indicators.
• To liaise with other Workforce and OD colleagues as appropriate to maintain effective communication links and develop collaborative working, ensuring that good practice and learning is shared and developed and to facilitate seamless service delivery.
• To deputise for the Head of Workforce as appropriate.
• To ensure that the Network is aware of and appropriately involved in Trust-wide Workforce and OD initiatives and that all necessary actions arising from such initiatives are implemented within the Network.
• To support and take the lead on specific project/development areas to achieve the implementation of strategic Workforce and OD objectives.
• To take responsibility for developing various corporate policies and procedures as required.
• To develop training and other procedural or developmental interventions to support policy implementation and management capability to enable them to carry out their duties in relation to people management.
• To lead specific initiatives as well as developing elements of the Workforce service/strategy in line with priorities.
• To act as a champion for best practice, enhancing the reputation of the Workforce service across the organisation.

Person specification

Education / Qualifications

• • Master’s Degree or equivalent.
• • MCIPD qualified or equivalent.
• • Evidence of ongoing professional development through self study or short courses.

• • FCIPD
• • Job matching trained
• • Qualified coach

Knowledge & Experience

• • Substantial experience working at HR Managerial/Senior HR level.
• • Experience of leading a team of HR professionals
• • Experience of leading a modernisation agenda
• • Experience of working with a unionised environment including consultation and negotiation.
• • Experience of change management.
• • Experience of policy development.
• • Experience of budgetary management and financial processes
• • Knowledge of TUPE transfers.
• • Project management experience.

• • Experience of working in the NHS
• • OD experience

Skills and Abilities

• • Thorough knowledge of employment legislation, case law and best practice
• • Thorough understanding of National NHS HR and • Thorough understanding of National NHS HR and workforce agenda, including Agenda for change
• • Excellent interpersonal skills, ability to manage relationships and influence others
• • Well developed diplomacy and political skills.
• • Proven track record of taking the initiative and driving forward improved ways of working.
• • Excellent verbal and written skills with the ability to communicate highly complex, sensitive or contentious information to a range of audiences
• • Ability to manage a diverse agenda and to deliver and work under pressure to meet deadlines.
• • Well developed analytical and judgement skills
• • Ability to use PC equipment including Microsoft outlook, word, PowerPoint and excel
• • Commitment to diversity and a sound awareness of equal opportunity issues
• • Ability to lead, influence and negotiate on difficult matters working in partnership with managers and staff side organisations.
• • Ability to utilise data and manipulate software to produce statistical reports

• • Understanding of key strategic workforce/HR issues within NHS and local healthcare economy.

Hints and tips for completing your application can be found here.

Sponsorship - We are an approved sponsoring organisation. Applications will be considered from applicants requiring sponsorship alongside all other applications. Please be aware, not all roles are eligible for sponsorship. You can review the list of eligible role and requirements on the government website.

What happens after your application has been received?

You will be informed about the progress of your application following shortlisting via email. Only applicants who clearly demonstrate the criteria listed in the person specification will be shortlisted for interview. Interview invites will be sent out via email.

What happens if I am offered the position after interview?

The hiring manager will make contact with you to verbally offer you the position. The hiring manager will then inform Recruitment of the decision and provide relevant paperwork. You will be sent a formal conditional offer via email.

What pre-employment checks will I need to complete?

By conducting pre-employment checks, the recruitment team will verify that you meet the pre-conditions of the role you have been offered. Pre-employment checks will be carried out according to NHS Employment Check Standards. The checks are:

• Identity verification
• Right to work check
• Disclosure and barring service (DBS)/Criminal record check (dependent on role)
• Professional registration and/or qualification check
• Occupational health assessment
• Employment history and reference validation

All applicants external to NHS will be required to provide HMRC employment history to cover the most recent three years. This information will used to validate employment history and references as part of pre-employment checks.

If you are offer a position with is and you require sponsorship to support your right to work, we will review your eligibility in line with government guidance. If the role you have been offer is not eligible for sponsorship, and you are not able to evidence your right to work, your conditional offer could be withdrawn.

What happens when pre-employment checks are complete?

Recruitment will liaise with you and the hiring manager to arrange a start date for your new position. You will then be booked on to a Trust Welcome Session and be sent your Pennine Care NHS Terms and Conditions.

• We are committed to equality, diversity, and inclusion (EDI) and recognise the importance of ensuring our diverse service user population is reflected within our workforce. Unfortunately, we know that, at present, there is underrepresentation of our communities in our workforce. We welcome applications from people from diverse communities to help us grow, learn, be better and consider brilliant innovation diverse people bring.
• If you would like to be considered under the disability confident scheme, you will be guaranteed an interview if you meet the essential criteria on the person specification for the post.
• If you require reasonable adjustments to our recruitment process please phone us on 0161 716 3181 at the earliest opportunity. We will support you to complete your application.
• Unfortunately we are not able to guarantee the transfer of lease cars, or cover the costs of early termination charges.
• We have a strict policy on unsolicited contact from recruitment agencies. Please do not contact our hiring managers directly.

We reserve the right to close a vacancy earlier than the advertised closing date if a sufficient number of applications have been received. To ensure you application is considered, please submit at the earliest opportunity.