Associate HR Business Partner or HR Business Partner
Where relevant benefits realisation exercise should be conducted and introduction of new ways of working supported by use of technology. To work with workforce colleagues on organisation-wide change programmes. Business Strategy and Objectives Work in partnership with senior leaders in the divisions to deliver Trust and divisional business strategy and objectives by: Ensuring that workforce issues are fully considered in business strategy; Developing divisional workforce strategy in line with the Trusts Workforce Strategy, vision and priorities.
This will include supporting with; business planning, business critical posts, talent management, succession planning, effective and appropriate use of temporary workforce etc. National landscaping of emerging approaches, policies, procedures and best practice; and subsequently implementation accordingly; Lead on identifying and delivering workforce related cost improvement programs (CIP) across the Division, resulting in the associated savings; Developing and implementing plans to improve performance and productivity to achieve delivery of high quality patient services, operational and financial targets in conjunction with divisional management teams.
Improving People Management Capability Develop and oversee the implementation of plans within directorates to improve the people management skills of senior leaders and managers by: Using measurements of performance, effectiveness and staff engagement to assess management capability within directorates; Lead and manage the HR interface with managers and staff in the organisation, providing expert advice and support on employee relations issues, offering terms and conditions advice, providing expert advice on complex HR cases to managers Liaise with the ER team on Employee Relations matters and manage complex ER cases through advice and coaching, ensuring the approach is pragmatic, providing necessary development and coaching to the ER Advisors where appropriate Identifying appropriate support and measures aimed at improving capability; Coaching leaders and managers to develop skills and competencies for effective people management necessary for them to fulfil their operational roles.
Work in collaboration with education and Training department to design and deliver training and development programmes and briefing update sessions in matters of HR policy and practice at all levels in the organisation. Workforce Performance and Productivity To ensure the effective provision of accurate and timely workforce data and support managers to interpret and analyse data to enable productivity gains including leading on the development of local plans/strategies to target and improve performance.
Actively contribute to the development of strategies to improve motivation, engagement and attendance of staff. Develop and maintain divisional Workforce Intelligence dashboards (data systems) which will be presented to the divisions on a regular basis and at Trust wide performance review meetings.The data systems development will be ongoing and will incorporate a number of HR and Finance data sources. Workforce Planning and Resourcing To lead on the development of annual workforce plans that are reflective of business planning by working closely with the senior leaders in the divisions and business areas.
Monitor trends in relation to workforce resourcing and take appropriate action by commissioning the resourcing teams to undertake recruitment campaigns where relevant etc. Modernisation To act as an advocate of change and support managers in identifying and implementing workforce modernisation including identification of new ways of working role redesign and improved performance measurement systems which are patient focused and improve service delivery.
Employee Relations Accountable for the effective management of employee relation issues within designated areas of responsibility, working with the ER team to ensure compliance to leglislation and policies, whilst managing associated risks. To support the ER agenda by overseeing specific ER activity across the organisation and implement processes and plans to improve this, working with the Head of ER and ER Team to review casework as necessary and provide support in addressing issues within their divisions.
To advise and sit on formal hearings for ER cases when required and assist with the preparation and delivery of management reports. Interpret and advise on employment legislation and best practice on Employee Relation matters. To ensure ER Performance indicators are in place to monitor activity and quality and take action as required.