This role is a great opportunity to work in a HR Business Partnering role. Our team's purpose is to support our organisational vision of delivering the best possible care to every community we serve or more simply we are the people who look after the people. We work closely with leaders and their teams to provide strategic and operational advice and guidance and people focused solutions. Our aspiration is that all staff are happy and fulfilled at work as we know the best outcomes are achieved in an environment which is supportive, inclusive and aligns with our behaviours and values. You will be part of a busy and supportive team who have a strong bond and who make work a great place to be.Main duties of the job
The HR Business Partners provide a high quality business partnership to the whole organisation, utilising the organisations Workforce Strategy as a framework to support and create a culture that puts people before process. You will maintain HR Business Partnering standards demonstrated through the delivery of service requirements and ensuring the continued development of managers and staff. You will coach managers and act as a consultant to senior leaders, supporting the implementation of the Workforce Strategy, putting people at the heart of everything we do. You will build and maintain effective relationships with your Business Unit implementing initiatives locally to align with Business Unit plans and requirements. You will also have the opportunity to work with Workforce colleagues on a variety of projects.About usWorking for Leeds community Healthcare NHS TrustWho are we?
Leeds Community Healthcare provides a range of community-based health services across the whole city. We treat people in their homes, local health centres and community hospitals, and work in partnership with other local Trusts, charities and Leeds City Council.
We have a strong culture based on deeply-held values, and our focus at all times is on delivering high quality care to the people of Leeds. In our most recent CQC evaluation, we were rated Good, with our Adult Services rated Outstanding for caring.
Leeds Community Healthcare NHS Trust encourages and supports staff to be vaccinated as this remains the best lines of defence against Covid 19.Perks of the job
Our benefits range from generous annual leave to access to NHS discount sites. Here are some of the most important ones:
- 27-33 days annual leave plus bank holidays
- Highly regarded NHS Pension Scheme
- A supportive, structured preceptorship programme for all registered new starters
- Professional development opportunities including coaching, training and education support
- Salary sacrifice or lease car schemes
Health and wellbeing including gym membership, occupational health service and priority access to mental health servicesJob descriptionJob responsibilitiesKey Responsibilities1. Professional
1.1. Maintain HR Business Partner standards demonstrated through the delivery of service requirements and ensuring the continued development of managers and staff the postholder comes into contact with. This will include undertaking appraisal, training coaching and developmental opportunities at a frequency agreed with senior management team/head of service in the relevant field. 2. Management
2.1. HR Leadwithin the nominated business unit or directorate of service provision within the context of the service specification/ operational policies
2.2. Responsible for the HR advice in line with the performance and management of a service within a specific business unit or directorate, utilising a coaching style in order to develop the individual and /or teams.
2.3. Minimises risk to the Trust and ensures the Workforce Strategy is delivered in alignment with the Trusts vision and values. The HRBP will regularly provide and receive highly complex, contentious, and sensitive information which is highly emotive and can be distressing, for example, supporting redundancy consultations and dismissals.
2.4. Advise, organise and prioritise complex and conflicting tasks autonomously to ensure the safe delivery of the service and making judgements in complex situations e.g. unexpected organisational change situations, e.g. redundancy, TUPE.
2.5. Supporting Trustwide change programmes through the planning and organising of complex activities and programmes, which often impact on each other, adhering to tight deadlines.
2.6. Leading on the HR contribution for workforce planning for business unit
2.8. Re-prioritising workload on a daily basis.
2.9. Takes responsibility for their own and others health and safety in the working environment.
2.10. Makes highly complex or contentious judgements by analysing and interpreting a wide variety of information and data sources to compare options and to take action as appropriate.
2.11. Ensures the effective and efficient use of resources e.g. staff, supplies to maintain the team establishment and comply with the service delivery model.
2.12. Deliver information to the team and other services, teams or agencies using a variety of means including planned and ad-hoc training sessions and one to one coaching.
2.13. Promotes and represents the Workforce Directorate at all levels, deputising for the Head of HR Operations as required.
2.14. Delivers the appropriate training packages to support managers in absence management, investigation training, and writing final stage management reports which will be presented at panels.
2.15. Writes and develops HR policies which impact Trustwide, ensuring they comply with current legislation and link to other policies and the Workforce Strategy.
2.16. Regularly creates reports and documents relating to HR and the specific Business Unit or Directorate, identifying areas of concern, and encouraging shared learning in both positive and negative aspects.
2.17. Management lead for specific service level agreements as required, such as Occupational Health.2.18.
Support the business area in budget setting and financial management (in the employment policy and resourcing areas).2.19.
Responsible for the financial verification of documents and information when negotiating starting salaries and when dealing with other pay effective salary changes.
2.21. Working alongside the designated Management Accountant, ensuring all establishment information is recorded and accurate.
2.22. Provide the Business Areas with regular accurate and timely management information as required.
2.23. Devise and ensure continuation of effective systems and processes are in place to maintain, manage and present workforce information.
Work across the Workforce function regarding workforce information and data associated with their nominated work areas3. Leadership
3.1. Ensures that a professional service and image is maintained at all time, thereby acting as a role model to all staff.
3.2. Demonstrates an understanding of barriers to communication when providing and receiving highly complex, sensitive, or contentious information where motivational, persuasive, empathetic, negotiating and reassurance skills are required.
3.3. Promotes strongly held values around equality, diversity, and openness effectively builds and maintains relationships with direct reportee(s), other key individuals across the organisation and stakeholders outside of the Trust.
3.4. With senior managers/head of service, develops new and innovative service delivery models, considering the legal implications in order to meet current and future demand
3.5. Regularly demonstrates leadership and innovation in contexts which are unfamiliar, highly complex, and highly unpredictable that require solving problems involving many interacting factors.
3.6. Demonstrates resilience when responding to challenge, change and complex or difficult situations.
3.7. Demonstrates inspirational leadership, initiative and creativity in developing projects inspiring others to be positive in their contribution to continuous improvement.
3.8. Clearly articulates the expected standards of the Trust linking with Our 11 which monitors and identifies where standards are not met and takes action to address
3.9. Works in own team and with managers to identify succession planning in order to avoid gaps in knowledge. 4. Learning and Development
4.1. Undertakes any training required to develop and maintain their proficiency in response to changes in service delivery or new and emerging techniques and demonstrates competence within professional body requirements. Maintains CIPD registration and ensures continual knowledge of changes within employment law.
4.2. Reflects on and evaluates own practice and identifies areas of development by setting appropriate objectives via appraisal and supervision.
4.3. Practices in evidence based way and pro-actively researches within relevant field in order to find solutions and support change.
4.4. Ensures appraisals for direct reportees are undertaken in accordance with Trust policy actively manages performance which falls below standard in accordance with the appropriate HR policies and processes ensuring that a robust process is embedded within the team.
4.5. Trains and supports managers to deliver in all areas of employee relations, e.g. performance, disciplinary. 5. Partnership and Team Working
5.1. Actively works towards developing and maintaining effective operational and corporate working relationships both within and outside the Trust.
5.2. Regularly seeks out and utilises the potential for collaborative working and takes opportunities to initiate and sustain such relationships.
5.3. Actively contributes to the multi-disciplinary team supporting the patient acting as a credible source of information for other agencies/professionals.
5.4. Works in partnership with a range of internal and external stakeholders, including trade unions. 5.5.
Working closely with Trust bid teams to ensure workforce implications are fully considered.5.6. 6. Innovation and Quality
6.1. Continually supports the development and improvement of quality of services responsible and accountable for the team performance within organisational governance frameworks and corporate objectives.
6.2. Produces and pro-actively uses workforce data in order to identify priorities and plan future actions.
6.3. Identifies, manages and minimises HR related risks within the designated business unit / directorate.
6.4. Understanding and applying knowledge of TUPE, change management and employee relations ensuring the service remains within legal parameters, thus protecting the Trust from claims.
6.5. Develops and implements policies that take effect Trustwide, and ensures team members and Trust managers are aware of policy requirements.
6.6. Regularly leads research and audit in employee relations, in-house training and bullying and harassment figures. Ensures relevant action plans are completed.
6.7. Ensures that patient experience is core to service development gaining support from the appropriate corporate teams as required.
6.8. Establishes a clear compliments and complaints system within team in line and supported by Trust policy and guidance.
6.9. Supports and develops innovation within the designated business unit / Trust and acts on feedback received for the service provided.
6.10. In addition to these functions the post holder is expected to:
In agreement with their line manager carries out such other duties as may be reasonably expected in accordance with the grade of the post.Person SpecificationQualificationsEssential
- Professional degree or diploma in relevant field or equivalent qualification/ operational experience. knowledge to Masters level or equivalent qualification/ operational experience in one or more fields of HR Chartered CIPD membership ( or willing to work) towards
Skills and AttributesEssential
- Experience of managing change, including TUPE Experience at working at senior level to advise and guide and influence senior management (up to and including Director level), on complex employee relations / legal issues. Experience of analysing data, writing reports and presenting to various groups. Highly developed knowledge of current employment law requirements and regulations. Able to develop, establish and maintain positive relationships with others both internal and external to the organisation. Able to work under pressure, dealing with peaks and troughs in workload, managing unpredictable service demands. Ability to influence ways of working in order to instill best practice across a variety of audiences including other HR professionals, senior managers and trade union representatives. Deliver the appropriate training packages to support managers
- Creative problem solving skills .Advanced verbal, non-verbal and written communication skills including communicating highly complex information. Promote strongly held values around equality, diversity, and openness. Dem
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