We are looking to increase our Assistant People Partner capacity to flexibly support our services and key projects.This is an exciting opportunity for an Assistant People Partner to work closely with the People Partners in providing an expert, efficient, customer-focused HR service. You will promote a positive culture of equality, diversity and inclusion, where you will empower managers in the delivery of compassionate people management in line with our Just and Restorative Learning approach.

We're looking for someone who has a real desire to make a positive difference to others and has a proactive, forward-thinking, person-centred approach. Someone who is resilient and able to manage their own workload effectively, with a sound understanding of employment law and passionate about how we manage, support, encourage and develop our people.

Together with being graduate CIPD qualified (or equivalent), we will expect you to have significant HR generalist experience with proven experience of working with senior managers on strategic workforce agendas.

Your primary base will initially be Leicester Royal Infirmary but you will be expected to work across all three hospital sites and travel to other NHS sites. We have adopted an Agile/hybrid working approach and support flexible working first.

Interview date: 16/6/23 TBC

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.

To enable this, you will have a full understanding of Directorate strategies and objectives and will work collaboratively with stakeholders to identify workforce priorities and develop dedicated interventions.

The post has management responsibility for delivery of key HR workforce indicators, e.g. sickness, appraisals, statutory and mandatory training, induction and the delivery of cost improvement plans and workforce change for the designated CMG area.

Contribute to the development and implementation of HR strategies and service plans.

To be an advocate for improving staff engagement.

In addition, the post holder will take responsibility for the management of a Trust wide corporate piece of work and/or management of specific areas related to the UHL People Strategy under the guidance of the People Partner and be expected to work independently to deliver on organisational objectives.

About us

People Services Team: We wish to develop our staff, so there are lots of opportunities in this role to be able to broaden your experience, take on more responsibility and to progress your careerin HR.

UHL: We are one of the biggest and busiest NHS trusts in the country, incorporating the General, Glenfield and Royal Infirmary hospitals. We have our very own Children's Hospital and run one of the country's leading heart centres. Our team is made up of more than 17,000 staff providing a range of services primarily for the one million residents of Leicester, Leicestershire and Rutland. We work with partners at the University of Leicester and De Montfort University providing world-class teaching to nurture and develop the next generation of doctors, nurses and other healthcare professionals. Our purpose is to provide 'Caring at its best' and our staff have helped us create a set of values that embody who we are and what we're here to do. They are:

We focus on what matters most

We treat others how we would like to be treated

We are passionate and creative in our work

We do what we say we are going to do

We are one team and we are best when we work together.

Our patients are at the heart of all we do and we believe that 'Caring at its best' is not just about the treatments and services we provide, but about giving our patients the best possible experience.

About the University Hospitals of Leicester NHS Trust (leicestershospitals.nhs.uk)

Job description

Job responsibilities

KEY WORKING RELATIONSHIPSThe post holder is required to use complex communication skills in advising staff and managers at all levels.Managers within CMGs and Corporate DirectoratesOther members of the People Partner and Employee Relations TeamsWorkforce Information TeamESR / Payroll Services TeamOccupational Health ServiceAmica Staff Counselling and Psychological Support ServiceOrganisational Development & Learning and Development Team

Staff Side

KEY RESULT AREASPeople StrategyTo 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.

Advice and GuidanceProvide 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 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. This will include carrying out investigations with line managers, production of investigation reports, liaising with staff side, preparation of management cases, presentation ofmanagement cases at hearings, preparation and presentation of appealcases.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 etc carrying out collective and individual consultations, at risk meetings, advising on redundancy matters and entitlement including redundancy pay, with minimal supervision. Provide HR representation at meetings regarding employee relations issues relating to individuals, some of which will require communication of complex and sensitive information in an emotive atmosphere and in all cases accurate recording of the meeting. Develop and maintain good working relationships with partners e.g. 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.

Workforce Planning 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 divisions performance in relation to HR key performance indicators.

Produce monthly CMG board reports including HR KPIs to inform, monitor and challenge CMG performance. Where required, assist managers in development of 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. To input and lead workforce components of the CMGs cost improvement plans to ensure delivery of the workforce components to agreed timescales. In conjunction with People Partner develop and evaluate an effective and deliverable work force plan that is fit for purpose for their CMG.

Staff Engagement

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. To 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 timescales.

Health and Wellbeing

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.

Training and Development

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.

Recruitment and Retention

To provide advice and manage all aspects of the recruitment and retention process within agreed quality standards in the designated areas of responsibility. To provide recruitment and retention advice to other designated areas as appropriate. Equality and Diversity Support the CMG on the equality and diversity agenda within the CMG, with developed action plans to support improvements required.

Person Specification

Degree / relevant experience

Essential

• oCIPD Advanced Level 7 Diploma in HRM or equivalent experience
• Experience of driving staff engagement and experience.

Evidence of CPD

Essential

• Evidence of CPD

oAbility to deal effectively with people in complex, confrontational or highly emotive situations.

Essential

• evidence from examples given in form and interview

Employer details

Employer name

University Hospitals of Leicester NHS Trust

Address

Leicester Royal Infirmary

Infirmary Square

Leicester

LE1 5WW

Any attachments will be accessible after you click to apply.

358-5315745-COR