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- Tasks: Lead workforce strategies and provide guidance to senior managers in a dynamic environment.
- Company: Join a forward-thinking Trust dedicated to improving workforce development.
- Benefits: Competitive salary, professional growth, and the chance to make a real impact.
- Other info: Collaborative culture with opportunities for career advancement.
- Why this job: Shape the future of workforce strategy and drive meaningful change in healthcare.
- Qualifications: Degree level education and experience in HR/OD, ideally within the NHS.
The predicted salary is between 46000 - 52000 £ per year.
The Senior Workforce Business Partner will work strategically in support of an assigned division(s) leading the delivery of the Trust’s Workforce Strategic Plan within their area of responsibility. They will provide proactive, professional guidance to senior managers on a range of workforce and OD issues. They will understand the service strategies and business objectives of the division(s) and will work collaboratively with stakeholders to identify workforce issues and develop business focused interventions.
The post-holder will act as a senior member of the Trust’s People Directorate and represent the directorate at Divisional Boards, Divisional People Groups and other corporate meetings. This will include the post holder proactively identifying and developing strategies to present at Executive Workforce Assurance Group. They will be responsible for developing and supporting the delivery of divisional workforce and organisational development strategies as well as providing regular reports, analysis and recommendations for action against key performance indicators and transformational change objectives.
The post-holder will directly manage a team and will ensure any concerns, issues or patterns around employee relations casework are shared with the division and appropriate action plans implemented. They will also be required to support hearings, appeal panels and complex investigations as needed and undertake policy development.
Ideal Candidate/Background
- Educated to degree level or equivalent, with experience of working as a senior HR/OD professional which has enabled the individual to demonstrate essential skills, knowledge and competencies.
- Ideally have NHS experience, or similar public sector organisation.
- CIPD qualified or equivalent theoretical knowledge and experience gained across a HR specialist field.
- Understanding of the NHS and its workforce priorities.
- Understanding of the business partnering approach with proven experience of making an impact on workforce Key Performance Indicators.
- Demonstrable experience of working at operational and strategic levels.
If you are interested in this opportunity, please make an application/enquiry via this advert and the team will be in touch.
Senior Workforce Business Partner employer: Linea
Contact Detail:
Linea Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Senior Workforce Business Partner
✨Tip Number 1
Network like a pro! Reach out to current employees in the organisation you're eyeing, especially those in HR or workforce roles. They can give you insider info and maybe even put in a good word for you.
✨Tip Number 2
Prepare for interviews by understanding the Trust’s Workforce Strategic Plan. Show how your experience aligns with their goals and be ready to discuss how you can contribute to their workforce priorities.
✨Tip Number 3
Don’t just wait for job openings! Be proactive and reach out to the HR team directly through our website. Express your interest in potential roles and share how your skills can benefit their workforce strategies.
✨Tip Number 4
Stay updated on industry trends and NHS developments. This knowledge will not only help you in interviews but also show that you’re genuinely interested in making an impact in the workforce sector.
We think you need these skills to ace Senior Workforce Business Partner
Some tips for your application 🫡
Tailor Your CV: Make sure your CV reflects the skills and experiences that align with the Senior Workforce Business Partner role. Highlight your strategic thinking and HR expertise, especially any NHS or public sector experience.
Craft a Compelling Cover Letter: Your cover letter is your chance to shine! Use it to explain why you're the perfect fit for the role. Mention specific examples of how you've successfully tackled workforce issues in the past.
Showcase Your Leadership Skills: As a senior member of the team, it's crucial to demonstrate your leadership abilities. Share instances where you've led teams or projects, particularly in developing workforce strategies or managing employee relations.
Apply Through Our Website: We encourage you to apply directly through our website. It’s the best way to ensure your application gets the attention it deserves. Plus, it makes the process smoother for both you and us!
How to prepare for a job interview at Linea
✨Know Your Stuff
Make sure you understand the Trust’s Workforce Strategic Plan and how it aligns with the division's objectives. Brush up on your knowledge of NHS workforce priorities and be ready to discuss how your experience can contribute to achieving these goals.
✨Showcase Your Strategic Thinking
Prepare examples of how you've previously identified workforce issues and developed effective interventions. Be ready to discuss your approach to working collaboratively with stakeholders and how you've made an impact on Key Performance Indicators in past roles.
✨Demonstrate Leadership Skills
As a Senior Workforce Business Partner, you'll be managing a team. Think about your leadership style and prepare to share specific instances where you've successfully led a team through challenges or implemented change. Highlight your experience with employee relations casework and policy development.
✨Engage with Questions
Prepare thoughtful questions to ask during the interview. This shows your interest in the role and helps you gauge if the organisation is the right fit for you. Consider asking about the current challenges the division faces or how success is measured within the People Directorate.