HR Business Partner

Overview

The HR Business Partner is a strategic role in support of a designated service area, and as a senior HR professional, is expected to be largely self-managing. It will be necessary for the HR Business Partner to understand the business strategy of the service area for which they are responsible and to contribute to the workforce strategy for that area, whilst ensuring its compatibility with Trust-wide workforce plans.

Responsibilities

• Develop robust human resources relationships with divisions/corporate areas to influence, challenge and support service delivery and people strategies and monitor success.
• Work alongside the Divisional Director of Operations and their teams in identifying workforce issues and developing appropriate business-focussed HR interventions, and developing the people capability to deliver their business plans.
• Support and challenge managers in the identification of training and development needs in respect of the people management agenda, and in the application of HR policies and practices, providing advice and guidance on complex HR issues in order to minimise risk and financial exposure.
• Seek out and use workforce intelligence, both internal and external, to identify people management requirements within the service area, establishing credibility as an expert in strategic HR within an operational service.
• Coordinate a team comprising representatives from the different functional areas of HR, and where appropriate beyond HR, to analyse and interpret relevant workforce information and productivity measures, develop, recommend and support the implementation of appropriate HR interventions to address the HR issues facing the service.
• Support EDI initiatives and workforce development programmes as part of the organisation's culture and inclusion strategy.

Our People and EDI

Our People Are Our Greatest Asset. When We Feel Supported And Happy At Work, This Positivity Reaches Those Very People We Are Here For, The Patients. Engaged Employees Perform At Their Best And Our Equality, Diversity & Inclusion (EDI) Initiatives Contribute To Cultivate a Culture Of Engagement. We Have Four Staff Networks, a Corporate EDI Team And a Suite Of Programmes And Events Which Aim To Insert The 5 Aspirations.

• Improving representation at senior levels of staff with disabilities, from Black, Asian, and ethnic minority backgrounds, identify as LGBTQ+ and women, through improved recruitment and leadership development.
• Widening access (anchor institution) and employability.
• Improving the experience of staff with disability.
• Improving the EDI literacy and confidence of Trust staff through training and development.
• Making equalities mainstream.

Key Result Areas & Performance

Strategy, Leadership and Management

• As a member of the senior HR team, to support the Associate Director of Workforce in the development and delivery of the Trust's Workforce Strategy and maintain an understanding of the Trust's key drivers and challenges in order to plan and deliver key workforce strategies aligned to business strategy and high level objectives.
• Contribute to the achievement of the Trust's strategic goals and priorities by ensuring that workforce policy, practice and delivery are co-ordinated, effective and strategic.
• To provide a highly visible, competent and coaching leadership style which is consistent with the Trust values, building and maintaining effective working relationships with managers, staff and external organisations.
• To plan, design and conduct essential projects to analyse and respond to current and projected workforce need.
• To develop strong networks internally and externally to ensure that best practice is applied within the organisation and that opportunities for development and innovation are maximised.
• To support the Trust in reaching its vision of excellence in everything it does by leading and promoting equal opportunities, fairness, equity and inclusion through best practice working, monitoring, training and evaluation.
• To lead and assist in organisational development and change initiatives in partnership with staff and managers, in order for change to be implemented effectively and proactively in line with sound planning and communications processes.
• To represent the Trust in relevant workforce relations forums within and outside the sector.
• As a senior member of the HR function, to contribute to the development of the HR function and to HR policies, strategies and business plans which enable Trust corporate aims and objectives to be achieved.

Service Responsibilities

• To make a full and proactive contribution to the business, service and corporate planning processes to the service areas for which they are responsible, ensuring that these take account of national HR initiatives and corporate HR policies and agenda.
• To inform the business planning process and support the transformation agenda within the service area by contributing to the workforce planning cycle, service improvement and role design.
• To act as the key link between the service area and the HR function.
• To work in partnership with Divisional Directors / Directors and managers in allocated divisions/service areas to establish the HR strategies and plans necessary to support the successful delivery of patient focused services, the achievement of business targets, and the implementation of service development strategy.
• To support and challenge managers in the application of HR policies and practices, providing advice and guidance on complex HR issues in order to minimise risk and financial exposure.
• To advise and support the service area in the development and modernisation of their services and related workforce requirements to include effective workforce utilisation, role design, workforce restructuring, skill mix and management of change in line with best practice and Trust policy and procedure.
• To coordinate a team comprising representatives from the different functional areas of HR, including recruitment, medical HR (where appropriate), temporary staffing, workforce relations, people management coaching, and training and development.
• In conjunction with their team, to analyse and interpret relevant workforce information and productivity measures, and work with Divisional Managers to develop strategies and plans to ensure that the workforce supports current and future performance targets, recommending HR initiatives to the service area that help meet its business needs.
• To act as an advocate of change and modernisation in support of business and HR strategies, and champion best practice Human Resource management, influencing key business decisions to ensure the effective management of staff through the fair, efficient and pragmatic application of best practice; this will include the development of managers in HR policy and practice and the monitoring and development of best practice to embrace diversity in the workforce.
• To develop the role of HR Business Partner by actively working with service areas, contributing to the early and proactive resolution of potential people management / change issues and ensuring that workforce factors are identified and actioned within overall divisional business plans.
• To lead (and project manage) key HR initiatives and change programmes to ensure that they are delivered in accordance with agreed requirements realising effective co-ordination of people, resource and talent; to ensure that, as appropriate, such initiatives are embedded and the benefits realise.

General

• To support the Deputy Director of Workforce and undertake additional project work as appropriate to ensure the delivery of a professional HR function for the Trust.
• To ensure continuing, personal and professional development, taking ownership and accountability for staying up-to-date.
• To deputise for the Director of Workforce and the Deputy Director of Workforce taking delegated responsibility at internal and external meetings and events.