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Within the NHSBSA we have ambitious future plans for delivery, and our people are the key to us achieving these goals - without our people we would not be delivering exceptional achievements now, or in the future. We want our people to have the best colleague experiences, to be a great place to work and be an employer of choice. Our aim is to be inclusive and compassionate in everything we do putting our colleagues at the centre and being ambitious in what we want to achieve.

Our HR Business Partnering team are key to us achieving our aims, by building trusting relationships within the Business and delivering key people initiatives, working collaboratively across the People team.

If you take a proactive, collaborative approach to business partnering, and are passionate about colleague experience, this role may be the perfect opportunity for you to join the NHSBSA!

What do we offer?

• 27 days leave (increasing with length of service) plus 8 bank holidays
• Flexible working (we are happy to discuss options such as compressed hours)
• Flexi time
• Hybrid working model (we are currently working largely remotely)
• Career development
• Active wellbeing and inclusion networks
• Excellent pension
• NHS Car lease scheme
• Access to a wide range of benefits and high street discounts!
• Partnering the leaders of a Business Directorate to fully understand their business area and future strategic aims to co-create, own and fully deliver a people plan to enable the achievement of these, and ultimately the wider business strategy. This people plan will incorporate appropriate elements of the People Strategy to ensure consistent approaches across the business.
• Collaboration with leaders to enable people change initiatives within the business area, providing a robust framework to plan and manage the continuous process of change, including dependencies, risk, potential scenarios and mitigation. Complex advice will need to be provided on issues including TUPE, redundancy, department restructures and operational efficiency.
• Having full awareness and management of the headcount, contingent labour and contractor frameworks within your business directorates, and the movement within this. Monitor workforce expenditure and implement plans to minimise the usage of contractors, maximising role design and ensuring overall headcount is within budget.
• Advise, guide and support Senior Managers on complex, contentious and sensitive employee relation matters. This will include advising on complex employment legislation and NHS policy and terms and conditions. To enable a decision on a way forward, on occasion, this may also involve advising on approaches that are outside of HR policies and procedures where the matter is complex.

At the NHS Business Services Authority (NHSBSA) we deliver a range of essential national services to NHS organisations and contractors, patients and the public.

You may already be using some of our services. Do you have a prescription pre-payment certificate? Perhaps you found this vacancy through NHS Jobs? We’re behind these, and much more.

Being one of the UK’s Best Big Companies to work for, our values are to be Collaborative, Adventurous, Reliable and Energetic. We CARE about what we do and support each other in achieving our objectives.

Our people are the heart of our organisation. We strive to ensure they feel trusted, valued and empowered. We’re passionate about nurturing and developing people. When you join us, we want you to grow, and we offer many opportunities for you to do that.

We welcome applications from people of all backgrounds. With wellbeing and inclusion central to our ethos, our BAME, Disability and Neurodiversity, LGBTQ+, Armed Forces and Women’s networks help our colleagues to be their authentic selves at work.

At the NHSBSA we value and respect the diversity of our colleagues and are committed to being a flexible employer. We are proud to offer flexible working opportunities. Whether you’re interested in hybrid working, working from home, flexible hours or job sharing, apply today and we can discuss available options with you at the interview stage.

We are the NHS delivering for the NHS.

Visit https://jobs.nhsbsa.net and start your career with us.

As a HR Business Partner, the post holder will have a dual role in both partnering a Business Directorate within the NHSBSA, and playing a crucial role in the HR team.

Working in partnership with business leaders within a Directorate, the post holder will provide advice and knowledge on people related matters in line with the needs and priorities of the business directorate. The post holder will be forward thinking, commercially minded and take an evidence-based approach, pro-actively partnering their business area to ensure achievement of current objectives, but focusing to the future to ensure business strategic aims are achieved.

The post holder will work collaboratively with colleagues across the HR team and will embrace a one team ethos, continually supporting team development and challenging the status quo to ensure a consistent, value adding HR provision to leaders and colleagues.

This role provides a career pathway within the HR team and will receive support from Senior HR Business Partners.

In this role, you are accountable for:
1. Partnering the leaders of a Business Directorate to fully understand their business area and future strategic aims to co-create, own and fully deliver a people plan to enable the achievement of these, and ultimately the wider business strategy. This people plan will incorporate appropriate elements of the People Strategy to ensure consistent approaches across the business.
2. Collaboration with leaders to enable people change initiatives within the business area, providing a robust framework to plan and manage the continuous process of change, including dependencies, risk, potential scenarios and mitigation. Complex advice will need to be provided on issues including TUPE, redundancy, department restructures and operational efficiency.
3. Having full awareness and management of the headcount, contingent labour and contractor frameworks within your business directorates, and the movement within this. Monitor workforce expenditure and implement plans to minimise the usage of contractors, maximising role design and ensuring overall headcount is within budget.
4. Advise, guide and support Senior Managers on complex, contentious and sensitive employee relation matters. This will include advising on complex employment legislation and NHS policy and terms and conditions. To enable a decision on a way forward, on occasion, this may also involve advising on approaches that are outside of HR policies and procedures where the matter is complex.
5. Research, plan and implement a broad range of People initiatives, processes and policies that impact the whole of the organisation as the NSHBSA develops its future ways of working. Working alongside the HR Business Partner Lead and the Senior HR Business Partner, you will have accountability to develop long term strategic plans, using an evidence and research-based approach, and ensuring consistency, incorporating national guidance and any revised employment legislation.
6. Design and deliver training/updates/briefing sessions across the NSHBSA in relation to complex workforce matters and changes to processes and policies that are reviewed and updated/introduced
7. Taking highly complex data and producing meaningful reports with analysis to enable the Directorate leadership team to focus on key current issues and future initiatives.
8. Working closely with the HR Manager and HR Advisor for the directorate to ensure the leaders, managers and colleagues are fully supported through the employee lifecycle and a value-added service is being provided. In addition, working closely with the Senior HR Advisor on policy development to ensure a consistent approach across all HR Policies.
9. Working with the Talent Acquisition Lead to explore and implement talent acquisition models/practices to acquire the best talent for the directorate you partner.
10. Building active internal and external networks within the NHS and wider organisations, to share working practices and build innovative ideas, with the potential for future partnership working.
11. Being an active member of the wider HR team, continually supporting team development and challenging the status quo to ensure a consistent, value adding HR provision to leaders, managers and colleagues.