HR Business Manager
NHS Jobs London
Operational Ensuring appropriate and responsive human resources systems, policies, procedures, and resources are in place which enable QTS to manage staff with a legal, agile and compassionate approach aligned to our values. Acting as the responsible policy lead for all HR and people policies and procedures, ensuring full legislative compliance and best practice across the organisation.
Ensuring that policies and procedures are clear, fair and free from unnecessary complexities so that employees can easily understand their responsibilities and perform at their best. Working with the Director of Human Resources and Organisation Development to maintain an organisation-wide view of existing skills and identify any development, training and/or resourcing needs across the teams.
To engage with Heads of Service across QTS to ensure action plans are in place to address skills gaps and provide resourcing or developmental opportunities as necessary. Responsible, alongside Heads of Service within QTS, to ensure that robust succession plans are in place for key roles in each department/team.
Providing performance management subject matter expertise, ensuring equality and fairness across all operations, and sustaining a high performing workforce. Supporting and upskilling line managers as required in employee relations including investigations, disciplinary and grievance meetings.
Undertaking root cause analysis as necessary where issues arise, to identify the reasons and to develop an approach to mitigate future problems. Ensuring all HR key performance indicators are achieved and maintained. Promoting a supportive and open-door culture where all employees are engaged to identify ways of improvement-including in the provision of HR services and support; raise concerns and continuously develop.
Promoting and delivering a continuous service improvement culture within all teams, services and partners, informing and creating programmes for improvement as required. Supporting the production of high-level reporting and documentation. A key point of escalation for risks, across the delivery of all human resources services.
To lead on the design, planning and implementation of HR strategies and change initiatives within the given remit. Deputising for the Director of Human Resources and Organisation Development as required. Financial and Physical Resources Responsible for budgets as directed by the Director of Human Resources and Organisation Development.
Organisational Development Alongside the Director of Human Resources and Organisation Development, developing organisational strategies, practices and training for the organisation which meet its objectives, competencies and values. To lead on change and engagement initiatives as directed by the Director of Human Resources and Organisation Development.
Undertaking job evaluation and benchmarking as directed. Along with the Director of Human Resources and Organisation Development, influencing the shape of the organisation. Proactively listening to the mood and the tone of the workforce through continual engagement with all employees and bringing to the attention of the Director of Human Resources and Organisation Development, any concerns or suggestions, based on feedback and experience.
Governance Ensuring the HR function meets all operational, legal and statutory compliance requirements. Communication & Relationships Establishing and maintaining professional and collaborative relationships with key stakeholders both internal and external to QTS.
In particular, the development of relationships with stakeholders at a senior level, including the Senior Leadership Teams/Managers to deputise effectively for the Director of Human Resources and Organisation Development, as and when required.
Using well developed communication, negotiation, and influencing skills to engage a range of staff across the employee life cycle, always demonstrating QTS values and behaviours. Building and maintaining the reputation of the Human Resources department as a highly professional and expert business service.
Ensuring that policies and procedures are clear, fair and free from unnecessary complexities so that employees can easily understand their responsibilities and perform at their best. Working with the Director of Human Resources and Organisation Development to maintain an organisation-wide view of existing skills and identify any development, training and/or resourcing needs across the teams.
To engage with Heads of Service across QTS to ensure action plans are in place to address skills gaps and provide resourcing or developmental opportunities as necessary. Responsible, alongside Heads of Service within QTS, to ensure that robust succession plans are in place for key roles in each department/team.
Providing performance management subject matter expertise, ensuring equality and fairness across all operations, and sustaining a high performing workforce. Supporting and upskilling line managers as required in employee relations including investigations, disciplinary and grievance meetings.
Undertaking root cause analysis as necessary where issues arise, to identify the reasons and to develop an approach to mitigate future problems. Ensuring all HR key performance indicators are achieved and maintained. Promoting a supportive and open-door culture where all employees are engaged to identify ways of improvement-including in the provision of HR services and support; raise concerns and continuously develop.
Promoting and delivering a continuous service improvement culture within all teams, services and partners, informing and creating programmes for improvement as required. Supporting the production of high-level reporting and documentation. A key point of escalation for risks, across the delivery of all human resources services.
To lead on the design, planning and implementation of HR strategies and change initiatives within the given remit. Deputising for the Director of Human Resources and Organisation Development as required. Financial and Physical Resources Responsible for budgets as directed by the Director of Human Resources and Organisation Development.
Organisational Development Alongside the Director of Human Resources and Organisation Development, developing organisational strategies, practices and training for the organisation which meet its objectives, competencies and values. To lead on change and engagement initiatives as directed by the Director of Human Resources and Organisation Development.
Undertaking job evaluation and benchmarking as directed. Along with the Director of Human Resources and Organisation Development, influencing the shape of the organisation. Proactively listening to the mood and the tone of the workforce through continual engagement with all employees and bringing to the attention of the Director of Human Resources and Organisation Development, any concerns or suggestions, based on feedback and experience.
Governance Ensuring the HR function meets all operational, legal and statutory compliance requirements. Communication & Relationships Establishing and maintaining professional and collaborative relationships with key stakeholders both internal and external to QTS.
In particular, the development of relationships with stakeholders at a senior level, including the Senior Leadership Teams/Managers to deputise effectively for the Director of Human Resources and Organisation Development, as and when required.
Using well developed communication, negotiation, and influencing skills to engage a range of staff across the employee life cycle, always demonstrating QTS values and behaviours. Building and maintaining the reputation of the Human Resources department as a highly professional and expert business service.
Coordinate periodic surveys of QTS stakeholders to identify the extent to which the Human Resources department engages and delivers services effectively.
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