Human Resources Business Partner | Pennine Care NHS Foundation Trust

• 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.

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#PennineCarePeopleand do everything we can to make sure were a great place to work.

• 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.

This advert closes on Sunday 2 Mar 2025