Our employee relations team have an exciting opportunity for a forward-thinking enthusiastic HR Business Partner to work within our team at NGH.

Focusing on key areas of the Trust and as a member of the senior team, you will work autonomously providing both operational and strategic advice and support to help Divisional teams develop the capability to deliver their people plans. Within the HR team you will have responsibility for HR Advisors and will have a wealth of experience in managing a variety of cases through to employment tribunal.

Your professional background will demonstrate high levels of experience in complex cases, wellbeing, change management, coaching, influencing and conflict resolution.

This role is primarily office based but offers some flexibility for remote home-working and hours of work.

Main duties of the job

The post holder works autonomously as a senior member of the People Partnering team, to support and advise Directors and Senior Managers (clinical and non-clinical) in developing the capability to deliver their business plans. As a senior member of the team, they will provide authoritative expert advice on highly complex employee relations cases, wellbeing, transformational and other HR and employment related issues across the Trust.

The post holder leads the provision of a strategic, operational, and business focused HR service to all staff and challenges the directorates at both Divisional and Directorate meetings. Activity includes workforce planning and development, employee relations, equality and diversity, health and wellbeing, leading and influencing organisational change, staff development, coaching and training.

The post has management responsibility for Senior HR Advisors and HR Advisors providing them with direction and support along with the delivery of HR workforce indicators, delivery of cost improvement plans and workforce change.

The post holder can deputise for the Senior HRBP as required and will input into the work of the Trust, to support the achievement of its vision and values

About us

Northampton General Hospital is one of the largest employers in the area and we are on an exciting journey. All of our divisions are committed to doing things better, with more efficiency as we update, modernise, and advance. We have also entered into a Group Model with neighbouring Kettering General Hospital NHS Foundation Trust and become University Hospitals of Northamptonshire.

Our Excellence Values

• Compassion
• Accountability
• Respect
• Integrity
• Courage

We want to recruit the best people to deliver our services across the University Hospitals of Northamptonshire and help to unleash everyone's full potential. As an organisation, we value how we communicate and promote our vacancies to all communities.

The Hospital Group encourages applications from people who identify from all protected groups, especially those from BAME, Disabled and LGBTQ+ backgrounds as these are underrepresented in our hospitals.

We understand that we need to work with colleagues from diverse backgrounds and make sure the environment they work in is inclusive and collaborative.

We have active Networks that promote and support colleagues from all backgrounds. This ensures everyone feels supported and has a sense of belonging working for Kettering and Northampton General Hospitals.

Job description

Job responsibilities

Main Responsibilities

• As a senior manager, the post holder contributes to the Trust wide development and implementation of HR strategies and service plans and developing Trust policies, working jointly with other organisations to create a consistent approach.
• Advise on all highly complex, sensitive and contentious employee relations issues within their Division(s) to senior managers and Directors, cross working where required in other areas of the Trust / Group.
• Work in conjunction with external legal teams preparing court bundles and presenting at court where required and with TIAA with fraud cases. They will also liaise with external professional bodies where required.
• Responsible as HR lead on Trust wide projects and a key decision maker within corporate groups as the HR lead.
• Contribute to the leadership of the HR department and provide specific leadership to own team ensuring the engagement in delivering a high quality service.
• Advise and coach Senior Managers and Directors on highly complex specialist HR issues and a range of very complex employment situations which require deciding on way forward where no precedent exist. assess and analyse the risk to the Trust / Group and Division in line with legislation, national, NHS and Trust policy. Gives advice on how to mitigate any risk, recommend courses of action, offer conflict resolution through negotiation, persuasion and mediation and advice based on other case precedents and outcomes.
• Communicate, both written and orally, highly complex and sensitive information in a hostile, contentious, antagonistic or highly emotive atmosphere though managing conflict resolution mediation, hearings, appeals, employment tribunals.
• Manage change activities for closure and or acquisition of services in line with TUPE legislation.
• Interpret and advise on employment legislation and case law both national and NHS specific and provides authoritative specialist advice on medical staffing issues.
• Ensure through the senior Divisional management team that policies are interpreted, implemented and adhered to across the Trust / Group.
• Develop constructive relationships and partnership working with trade union and professional bodies both internal and external to the Trust.
• Provide expert advice and support to the Trusts Equality & Diversity agenda, advise on employment related issues relating to Equality & Diversity and work with the Division each year on Equality and Diversity objectives for the Division and to work with the Senior Management Teams to ensure these are reached.
• Identify and interpret national legislation for policy review and determine content of Trust / Group HR policies working in partnership with staff side.
• Attend Boards and Partnership meetings, give presentations on complex HR issues and provide HR expertise to aid achievement of the Divisions / Trusts objectives and collaborative working.
• Self-manage and analyse monthly KPI data providing reports and presentations to relevant committees such as Trust Board, Director Management Board/Teams and any other divisional review meetings.
• Lead on appropriate interventions in response to timely analysis of staff-related management information e.g. from the Electronic Staff Record, staff survey results, FOIs and advise senior managers on trends and recommended action and support all interventions.
• Represent the HR department and organisation at internal and external meetings / events.

People / Management Excellence

• Operate and negotiate in a multi-unionised and multi-professional specialist employee relations environment providing expertise where required to achieve the Trusts vision.
• Provide professional expertise and work in line with the CIPD Professional Code of Conduct.
• Self-manage large caseload of highly complex employee relations issues, supports hearing managers in decisions at formal hearings, preparation for and presentation of appeals and court bundles and to present and attend at employment tribunals in relation to all aspects of employment practices. Whilst, overseeing HR Advisors own caseload.
• Advise on pay and grading issues including grading assessments and job evaluation. Monitor, advise and sign off all pay banding requests.
• Collaborate with the Occupational Health Team and attend case manager meetings with Occupational Health Doctors to progress cases appropriately.
• Actively participate in the planning and implementation of modernisation and change programmes across the Trust.
• Support and challenge managers in the identification of training and development needs in respect of the people management agenda, providing advice and guidance on complex HR issues in order to minimise risk and financial exposure.
• Ensure that all staff within areas undertake mandatory and role specific training and that this is accurately recorded on ESR. Report on Mandatory Training, Role Specific Training and Appraisal training at monthly Directorate and Divisional meetings and support the Division with improving these figures.
• Advise managers on training and development issues, working closely with expertise within OD.
• Coach and develop line managers to effectively fulfil their people responsibilities.
• Develop and tutor on relevant HR related management programmes across organisation.
• Advise and support managers on KSF, Performance Development, Talent Management and Succession Planning processes.
• Design, draft, deliver HR related workshops to build the capability of line managers.

Policy and Service Development Responsibilities

• Contribute professional legal expertise to the Group wide development and implementation of HR strategies and service plans and developing policies.
• Negotiate policy and other local terms and conditions with trade unions as part of the Partnership Forum.
• Collaborate with other areas of the HR department to ensure that the employee relations service supports the overall achievement of the People Plan.

DivisionalResponsibilities

• Develop and take the Lead on the formulation of long term-strategic HR planning, advising and supporting managers in the design, development and modernisation of their services and related workforce requirements in line with change programmes across the Trust to include effective workforce utilisation, role design, workforce restructuring, skill mix and management of change in line with best practice and Trust policy.
• Plan and Lead on the implementation of HR strategies, organisational development and training systems and policies across service as measured by key performance indicators, liaising with corporate HR specialists and reporting progress to the HR Director.
• Facilitate and support effective organisational change in respect of behaviours and values, service improvement initiatives, closures, acquisition of services, equality and diversity and corporate social responsibility in line with TUPE.
• Identify and facilitate the provision of appropriate health and wellbeing initiatives within the Divisions in conjunction with the People Plan.
• Carry out job matching and job evaluation using the NHS Job Evaluation systems, ensuring the system is operated correctly and consistently across the Division/Directorates and Trust.
• Continually monitor Division spend on budgets in relation to overtime, Cost Improvement Programmes (CIP), Bank and Agency spend and recruitment initiatives.
• Lead any recruitment and selection for all staff groups ensuring principles of equality and diversity are integral to the recruitment process. Monitor all active recruitment for areas in liaison with the HR Service Centre and report regularly to Boards on vacancy rates, headcount, vacancies, use of bank and agency staff, skills shortages, and assist with recruitment campaigns and attend campaigns when available. Be a member on recruitment panel on Trust wide senior roles, developing interview questions and scenarios.

Line Management

• Accountable for Senior HR Advisors and HR Advisors within the team, providing leadership, recognising and developing the wider team, mentoring, coaching and training them to utilise their strengths to enhance the departments performance and build organisational capability.
• Assessment of staff performance against agreed performance standards and objectives at least annually and develop meaningful and achievable personal development plans.

Financial responsibilities

• A regular authorised signatory for Job banding/reviews submissions and workforce change forms within a designated Divisions and small financial payments i.e. expenses, course fees and procurement of items for the HR Advisors and also responsible for financial verification of any overtime for the HR Advisors ensuring that funds are used effectively.
• Contribute to reducing financial risk through effective HR risk management and strategic workforce and recruitment planning minimizing the probability of Trusts financial losses.

Professional Development & Research

• Provide professional expertise in accordance with the CIPD Code of Conduct.
• Maintain professional status and full membership of the CIPD through employment law seminars and courses and through professional research.

Person Specification

Educations, Training and Qualifications

Essential

• Educated to Masters level or equivalent level of education, training or experience
• Level 7 CIPD or equivalent experience
• Evidence of CIPD

Desirable

• MCIPD qualification

Knowledge and Experience

Essential

• Extensive and successful experience in
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