HR Business Partner

St Helens and Knowsley Teaching Hospitals NHS Trust
£43,742 to £50,056 a year per annum
Closing date
1 Jun 2023

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Other Health Profession
Band 7
Contract Type
Full Time
Job summary

Due to career progression of the current post holder the Trust has an exciting opportunity to support the Community Care Group and Urgent & Emergency Care Unit within our Outstanding Trust.

You will support the Community Care Group & Urgent and Emergency Care senior management team in ensuring timely and proactive advice on policies and employment matters and delivery of a range of HR services.

If you think you can make a contribution in our team and share the Trust 5 Star values and would enjoy the challenges that working in a busy department brings, we would love to hear from you.

Interview Date - 12th-June-2023

Main duties of the job

The successful candidate will have TUPE experience, a proven track record of managing HR projects and significant experience in case management and supporting care gaps with the management of attendance. You will also have experience of managing change, complex casework, have a good working knowledge of employment law , excellent IT skills and highly developed communication skills. An analytical and creative approach to problem solving is required and a commitment to the provision of high quality HR services in a very fast moving, new environment.

This is an exciting time to contribute to the delivery of the NHS People plan across the Trust as a member of the HR Advisory team and to work collaboratively with HR colleagues across the Directorate. Particularly important will be your ability to build and maintain effective relationships and applying a consultative approach to achieve business objectives is crucial.

Your role will be to coach the care group's leadership teams to optimise staff engagement during this time of change and help to develop a learning culture which will support our workforce.

Reporting to the Head of HR Operations, you will be supported by a HR Advisors and work as part of a highly qualified and experienced team of HR professionals. You will be a Graduate CIPD member and have considerable operational experience post qualification some of which is ideally within the NHS.

About us

St Helens and Knowsley Teaching Hospitals NHS Trust is the only acute Trust in Cheshire and Merseyside, and one of the few in the entire country, to achieve the title of OUTSTANDING, rated by the Care Quality Commission.

We provide a full range of acute adult services to our local population of circa 360,000 and provide tertiary services across a much wider area in the North West, North Wales and Isle of Man. We are a Major Trauma Unit and the Mersey Regional Burns Unit.

Our '5 Star Patient Care' strategy is at the heart of all that we do; supporting our vision to provide world class services for all our patients by getting it right for every patient, every time.

Our latest achievements include:
  • Acute Trust of the Year - HSJ Awards November 2019
  • Trust rates Outstanding by the CQC - Inspection August 2018
  • Top 100 places to work in the NHS (NHS Employers and Health Service Journal)
  • Best acute Trust in England for quality of care for the 3rd year running (NHS Staff Survey)

In the NHS Staff Survey 2020 the Trust scored the highest marks in the following areas;
  • Quality of care
  • Staff engagement
  • Support from managers

Job description

Job responsibilities


Supporting the Business

Work in partnership with Divisional Managers to develop workforce plans and strategies necessary to support:

-The successful delivery patient or customer focused services

-The achievement of business targets

-The implementation of service development strategy
  • Anticipate the impact of external changes on the workforce and develop effective solutions and strategies to support the changing environment
  • Manage specific workforce change initiatives to improve divisional performance and productivity and to contribute to the achievement of financial and productivity

Workforce Development
  • Lead by example, working in partnership with the Learning & Development team, develop a coaching culture across the division to improve people management skills
  • Identify specific employment issues from workforce trends and staff feedback mechanisms to support the development of HR interventions to meet business needs Work in partnership with the Medical Staffing Manager, the Medical Director ADOs and Clinical Directors to support the development of medical workforce agenda to ensure the Directorate provides a joined-up service
  • In conjunction with the Learning and Development team, develop programmes to strengthen leadership skills across the division
  • Encourage a management culture of 360-degree feedback, self-awareness and team building skills within assigned division
  • Design and deliver HR skills training to increase line management capability
  • Lead workforce thinking, encouraging innovation and championing workforce modernisation to support service development.
  • Act as an advocate of modernisation and change and to identify new ways of working that support patient focused efficient service delivery
  • Lead and project manage key HR initiatives and change programmes in accordance with agreed requirements realising effective co-ordination of people, resource and talent ensuring the benefits are realised
  • Active participation in or leadership of development projects

Workforce Planning & Information
  • Establish divisional workforce metrics and performance targets and work closely with the Workforce Information Team to produce regular monitoring reports
  • Analyse workforce information and productivity measures and work with divisions to develop plans and strategies to support improvement and efficiency
  • Work with the Workforce Planning & Information team to increase workforce planning capability and to embed workforce planning across the division
  • Work with Divisional Managers and Management Accountants to strategically align divisional workforce strategies and planning with business and financial planning

Employee/Staff Engagement
  • Build and maintain effective relationships with Staff Side representatives
  • Lead the process of involvement, consultations, negotiations with staff and their representatives
  • Actively promote positive behaviours, the Trusts values and culture across the division.
  • Support managers to create an environment of health and wellbeing. Undertake specific projects where trends or issues arise to ensure that all staff feel valued and respected at work
  • Champion the Equality and Diversity agenda and proactively support managers to ensure the principles are embedded in their teams
  • Continually promote equality and diversity in policy development and undertake equality impact assessments when required

  • Develop effective relationships within the Trust and ensure the HR Directorate is viewed positively by adding value to the organisation
  • Develop and maintain a business partner relationship with ADOs, Clinical Directors, and their teams, providing Strategic HR & OD input at operational and performance meetings
  • Develop and sustain relationships within the wider HR community to enable networking and sharing of best practice
  • Work closely with other HR Colleagues to ensure a seamless and World Class HR Service to Divisions

  • Influence business decisions to ensure account is taken of best practice human resource management
  • Advise managers on complex/ sensitive or contentious employee relations issues, providing support to managers investigating complex cases when required. This will include an active role in the medical workforce caseload
  • Participate in formal hearings, appeals and Employment Tribunals as required
  • Contribute to the development of the Trusts HR Strategy and be responsible for the delivery of specific objectives in the HR Business Plan
  • Review and develop HR Policies and Procedures in line with governance and legal requirements
  • Champion best practice Human Resource Management and influence key business decision to ensure effective management of staff through fair, efficient, and pragmatic application.
  • Advise managers on complex employee relations issues
  • Negotiate terms and conditions of employment with staff side in respect of specific projects and activities
  • Actively participate and lead on the development of HR Policies and Procedures and review in line with legislation and best practice
  • Monitor and manage the Employee Relations & Absence case tracker developed by HR Advisor/s and ensure that timely and appropriate action is taken to optimise the capacity and capability of the workforce
  • Manage the monitoring of regular report on contractual matters, i.e. ETWD compliance, Employment Checks, Fixed terms contracts and Secondments, escalating any areas of concern.
  • Escalate to the Head of HR any complex cases and develop plans to mitigate risks to the organisation.

  • Be responsible for own development, including attendance at mandatory training and continually keep up to date with changes to employment legislation and best practice.
  • Design and deliver HR skills training to increase line management capability

  • Manage the HR Advisor/s aligned to the division and ensuring that they have objectives, personal development plans and an annual appraisal
  • Support the continuous professional development of the Advisory and Employment Services Administration team within HR Directorate
  • Effectively manage the delegation of case work to the HR Advisor/s and provide professional coaching to optimise their capability and career development potential

Person Specification



  • Educated to degree level/or equivalent working towards a Masters' degree or have equivalent professional experience and development
  • Graduate member of CIPD Level 7 or working towards
  • Evidence of continuing professional development


  • Chartered member of CIPD (MCIPD)
  • Employment Law qualification
  • Project Management qualification

Knowledge and Experience


  • Excellent oral and written communication skills
  • Ability to persuade and influence managers and to challenge constructively
  • Ability to apply consulting approach and skilled in partnering with managers to achieve business objectives
  • Demonstrate an understanding of the external strategic environment
  • Demonstrate effective coaching skills
  • Ability to act as a change agent
  • Ability to interpret terms and conditions of employment
  • Sound knowledge of employment law and HR best practice
  • Exceptional interpersonal skills with the ability to influence good working relationships with people at all levels.
  • Competent user of Information Technology
  • Ability to build and establish effective working relationships with managers, unions, and colleagues
  • Substantial operational HR experience post qualification
  • Experience of working and negotiating with Trade Unions
  • Experience of restructurings/organisational change
  • Experience of analysing workforce information
  • Experience of building people management, competence, and capacity


  • Ability to judge complex situations and apply appropriate solutions
  • Experience of union environment and managing employee relations
  • Understanding of the current NHS agenda and challe
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