Deputy People Partner in Leicester

We have exciting opportunities for Deputy People Partners to join our People Services Team. The Deputy People Partner will work alongside the People Partners to provide a high‑quality specialised advice and a strategic, operational and business‑focussed comprehensive HR service. The remit of the Deputy People Partner includes workforce planning and development, employee relations, leading and influencing organisational change, staff development and training and corporate projects. The post has management responsibility for delivery of key HR workforce indicators, e.g. sickness, appraisals, statutory and mandatory training, staff engagement, leadership development and workforce change. This is a great opportunity to work alongside the People Partners and develop your HR skills within a busy acute healthcare setting. Your primary base will be Leicester Royal Infirmary but you will be expected to work across all three acute hospital sites. There is also the opportunity to work agilely with some home‑based working.

Applications are invited from those who are, as a minimum, a degree‑level qualification or knowledge and expertise gained through in‑depth experience to degree‑level equivalent, and the CIPD Advanced Level 7 Diploma in HRM or equivalent experience. We would also consider applications for a developmental role starting at Band 6.

Main duties of the job

• Reporting to the People Partner, you will provide proactive, customer‑focused best practice guidance to managers on a range of workforce and OD strategies.
• Support the implementation of the UHL People strategy and impacts within the CMG / Directorate by addressing key areas for development within the area, engagement and action planning.
• Provide a high quality, customer focused professional HR service.
• Provide line‑managers and staff with professional, comprehensive and timely HR advice and support on complex, sensitive and contentious HR issues, including but not confined to employee relations matters such as sickness management, performance management, grievance, harassment and bullying, disciplinary issues, management of change and TUPE, with minimal supervision ensuring that organisational and legislative requirements are met and standards of good practice are maintained.
• Advise and assist managers at all stages of the disciplinary process including informal and formal resolution of cases.
• Carry out investigations with line managers, produce investigation reports, liaise with staff side, prepare management cases, present management cases at hearings, prepare and present appeal cases.
• Represent HR on panels to consider ill‑health, grievance, performance and disciplinary issues and on appeal panels as appropriate, providing advice on procedural, legislative and employee relations implications of cases.
• Provide HR advice and support to managers on complex management of change issues including advising managers on restructuring, redeployment and carrying out collective and individual consultations, risk meetings, advising on redundancy matters and entitlement including redundancy pay.
• Develop and maintain good working relationships with partners such as Staff Side, payroll provider, Occupational Health etc to support delivery of contracts and in instances will require negotiation and influencing skills.
• Liaise with internal and external agencies as appropriate in dealing with queries and issues relating to staff.
• Support the People Partner in working with the Workforce Information team to ensure that relevant workforce data is available to managers and is used to inform management decision‑making and improve the division's performance in relation to HR key performance indicators.
• Produce monthly CMG board reports including HR KPIs to inform, monitor and challenge CMG performance.
• Assist managers in developing robust workforce plan for their area to cover short‑term, medium and long‑term needs of the division.
• Analyse HR data, producing reports to deliver the people management agenda within the Trust.
• Input and lead workforce components of the CMGs cost improvement plans to ensure delivery of the workforce components to agreed time‑scales; in conjunction with the People Partner develop and evaluate an effective and deliverable workforce plan that is fit for purpose for their CMG.
• Support the People Partner and Head of People Services in the development and maintenance of effective and diverse communications between staff side, management, employees and key stakeholders.
• Proactively work with managers and staff side representatives to develop and promote a culture of healthy employee relations and effective partnership working.
• Ensure the results of the National Staff Survey, Staff Friends and Family Test are widely communicated and understood, identifying key areas for development with the CMG.
• Support the People Partner and Head of People Services, in conjunction with CMG / Directorate teams, on action planning and evaluation to deliver improvements in all areas highlighted, defining measurable improvements and time‑scales.
• Support the local implementation of the Trusts health and wellbeing agenda, including the development of action plans to address staff opinion survey results within the division/directorate.
• Design, develop and deliver training programmes on relevant HR issues.
• Participate in training initiatives designed to raise managers awareness and competency in HR related issues within the organisation; this includes developing, designing and delivering the training programmes.

Qualifications

• Degree‑level qualification or knowledge and expertise gained through in‑depth experience to degree‑level equivalent.
• CIPD Advanced Level 7 Diploma in HRM or equivalent experience.
• All HR professionals are expected to take responsibility for their own continual personal development.
• Extensive experience in an operational HR generalist role, covering a wide range of ER responsibilities, including complex sickness management, disciplinary issues, grievance, organisational change, redundancy etc.
• Substantial experience of providing advice and support to formal hearings under HR procedures (e.g. grievance, disciplinary issues, sickness etc.).
• Substantial experience of advising on the application of terms and conditions of employment.
• Significant knowledge of current human resources practice and employment legislation.
• Sound IT skills in word processing, Excel, presentation and email software.
• Experience in reviewing, producing and implementing HR policies and procedures.
• Experience of HR management and change implementation in a unionised environment.
• Demonstrable evidence of service improvement programmes and ability to facilitate change.
• Experience of driving staff engagement and experience.
• Chartered CIPD member.
• Significant appreciation, knowledge and experience of good HR practice within the NHS.
• Understanding of job evaluation methodology.
• Sound understanding of Agenda for Change NHS Terms and Conditions.

Analytical and Judgement Skills

• Ability to complete analysis of data / reports / legislation effectively despite frequent interruptions needing immediate attention.
• A pragmatic approach to problem solving.
• Aptitude for offering creative and innovative HR solutions.
• Ability to use own initiative and analysis of data to inform decision‑making.
• Problem‑solving skills and ability to explain things in a clear and concise way.

Skills

• Work alone and as part of a team.
• Excellent interpersonal skills to be credible at all levels.
• Positive "can do" attitude and a positive attitude to change.
• Cope with stressful environments / situations.
• Persuade, negotiate and influence.

Planning and organisation skills

• Attention to detail and accuracy.
• Robust, ability to balance priorities and meet personal and directorate targets / deadlines, within a fluctuating and demanding workload.
• Excellent organisational skills.

Equality, Diversity and Inclusion

• Able to demonstrate a commitment to and understanding of the importance of treating all individuals with dignity and respect appropriate to their individual needs.
• All staff are expected to engage in compassionate and inclusive leadership in the provision of high quality care and interactions with others.

Commitment to Trust Values and Behaviours

• Must be able to demonstrate behaviours consistent with the Trust's Values and Behaviours.

Communication and Relationship Skills

• Effective communication at all levels of staff.
• Deal effectively with people in complex, confrontational or highly emotive situations.
• Confidence in making presentations and public speaking.

Training & Qualifications

• Degree‑level qualification or knowledge and expertise gained through in‑depth experience to degree‑level equivalent.
• CIPD Advanced Level 7 Diploma in HRM or equivalent experience.
• All HR professionals are expected to take responsibility for their own continual personal development.

Experience

• Extensive experience in an operational HR generalist role, covering a wide range of ER responsibilities, including complex sickness management, disciplinary issues, grievance, organisational change, redundancy etc.
• Substantial experience of providing advice and support to formal hearings under HR procedures (e.g. grievance, disciplinary issues, sickness etc.).
• Substantial experience of advising on the application of terms and conditions of employment.
• Significant knowledge of current human resources practice and employment legislation.
• Sound IT skills in word processing, Excel, presentation and email software.
• Experience of reviewing, producing and implementing HR policies and procedures.
• Experience of HR management.
• Significant appreciation, knowledge and experience of good HR practice within the NHS.
• Understanding of job evaluation methodology.
• Sound understanding of Agenda for Change NHS Terms and Conditions.

Other requirements specific to the role

• Awareness of Equality & Valuing Diversity Principles.
• Demonstrate a commitment and understanding of the importance of treating all individuals with dignity and respect appropriate to their individual needs.
• Understanding of Confidentiality & Data Protection Act.

Disclosure and Barring Service Check

This post is subject to the Rehabilitation of Offenders Act (Exceptions Order) 1975 and as such it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service (formerly known as CRB) to check for any previous criminal convictions.