People Business Partner in Rhyl

This post will contribute to the fulfilment of Health Board workforce objectives by providing professional expertise in people management (HR&OD), ensuring the delivery of comprehensive, responsive and effective services to the business. The post holder will provide a proactive and professional service to a specific client group, including advice on informal employee relations matters, organisational change, recruitment and retention, workforce policies and procedures and NHS Terms and Conditions. In addition, the post holder will develop staff engagement plans, work with the Academy to support Talent Management, and implement good people management practices in the workplace, working alongside managers to coach people management and leadership.

The post holder will develop and maintain regular contact with senior managers and other stakeholders to build an in-depth understanding of the workforce needs and future challenges. The post holder will require knowledge and skills sufficient to influence decision making on people management matters to develop and implement People service strategies, operational structures and policies to meet service needs, in line with legislation, national HR policy and best practice. The post holder will develop and maintain regular contact with managers to support and guide managers on their performance against agreed KPIs.

Main duties of the job:

• Provide support, constructive challenge and specialist guidance to managers to ensure that people management is undertaken in a proactive and agreed manner.
• Coach and support line managers in ensuring they have the necessary skills and experience to discharge their duties as defined by their job description.
• Support managers in the development of their team members through Personal Development Plans/PADRs.
• Provide professional HR/OD management advice and support to managers within nominated areas that contributes to improvement in organisational performance and achieves objectives through increased staff effectiveness.
• Work closely with managers to identify any workforce implications within business cases; for example, changes to working patterns, the introduction of new roles and variations to terms and conditions.
• Consider staff and financial resources implications when advising managers to ensure advice is consistent with other workforce colleagues, legislation, terms and conditions and the Health Board agenda.
• Act responsibly when performing the role of a People professional.
• Promote the development of a People service which fosters a customer service focus.
• Deputise for the Head of People Operations when required.
• Work with line managers and workforce colleagues to ensure delivery of workforce Key Performance Indicators (KPIs).

Education/Qualifications & Training:

• Essential criteria: MCIPD qualified with evidence of ongoing Continuous Professional Development (CPD) or equivalent experience. Human Resources Management qualification at Postgraduate Diploma level or similar equivalent HR management qualification. Additional HR training or experience to Masters level equivalent.
• Desirable criteria: Employment Law qualification.

Experience:

• Essential criteria: Experience sufficient to provide advice and support to managers and staff on all aspects of the role without day-to-day supervision or direction. Experience of working successfully in a complex, busy and large-scale business. Up to date knowledge of employment law and good employment practice. Extensive experience of advising managers on how to handle complex, contentious and highly sensitive employee relations issues, including writing management statements of case and advising at disciplinary hearings and other formal hearings. Experience of devising and delivering training to managers on a range of ER topics. Experience of mentoring and coaching staff. Experience of developing team building or similar events to support team/department engagement and relationships. Experience of policy review and development. Knowledge of the current HR Agenda in the NHS. Workforce Planning and role re-design experience. Experienced in working in partnership.
• Desirable criteria: Experience of attending and preparing for employment tribunals. Significant NHS experience. Project management experience.

Skills, Knowledge and Attributes:

• Essential Criteria: Able to contribute immediately to the work of the department and establishing professional credibility. Able to advise managers up to senior level on complex ER issues including formal hearings. Able to support workforce colleagues, acting as a role model and able to professionally and personally develop team members. Able to build positive relationships with managers, colleagues and Trade Union representatives. Able to interpret and apply employment law for use in employment cases, developing and reviewing All Wales and Health Board employment policies. Able to convey ideas and advice clearly, concisely, with conviction and in a persuasive manner often in the face of opposition or hostility when advice is challenged. Demonstrate commitment to the use of good HRM practices in the business and be able to coach managers on how to apply HRM practices appropriately. Good analytical skills. Able to analyse reports and data and act on these appropriately. High standard of verbal and written communication skills, able to generate own correspondence and reports. Able to explain and persuade others through written and oral argument, and gain acceptance for issues that may be unwelcome or new. Adaptable, flexible and innovative approach to work. Ability to prioritise and organise workload. Ability to work as part of a team. Experience of successful line management of others. Value diversity and difference, operates with integrity and openness. Works across boundaries, looks for collective success, listens, involves, respects and learns from the contribution of others.
• Desirable criteria: Ability to speak Welsh.