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Job description

Within the HR operations team, working as a job share with a colleague, your role will be to provide the full range of business partner support to our four geographical places, being an active member of their senior management team and supporting them in the delivery of their operational strategy.

The post holder will work across a wide portfolio of HR matters including organisational design and change, employee relations, performance management and business as usual matters.

Requires a proven track record of generalist HR management experience and demonstrable evidence of ability to diagnose, develop and deliver effective HR interventions in a variety of situations, ensuring our operational areas receive an excellent HR service.

Supporting the Director of HR&OD and as part of the HR senior team, provide an effective and high quality HR business partner service to the geographical places to embed excellent people management, workforce planning & development, employee relations, performance management, training delivery, strategic support, policy development, talent management and Health & Wellbeing guidance. At NCH&C we have a very small medical community, and this role in addition provides the organisation with advice and guidance on all medical employment matters.

Apply now to join the HR team for an organisation that has been awarded an ‘Outstanding’ rating by the Care Quality Commission (CQC), the highest possible rating and the first stand-alone NHS community trust in the country to be awarded the title.

• Relationship Management

1. 1. Develop robust relationships with Operational leaders within the places to establish credibility, influence, challenge, and support service delivery.
2. Work alongside managers and their teams in identifying workforce issues for both medical and non-medical staff and develop appropriate interventions in line with trust objectives
3. Create and maintain effective working arrangements with our recognised trade union colleagues to maintain high quality employee relationships.
4. Develop good working relationships with partners within the ICB, partner organisations and the wider NHS to represent NCH&C interests and be able to work flexibly within a changing environment.

• Improving Leadership Capability

1. 1. Identify and coach current and future leaders in the trust with support from the Learning and development team.
2. Support the development and implementation of talent management processes within the places
3. Identify appropriate support, and assist in the delivery of actions aimed at improving management capability within the places.
4. Develop briefing sessions/ training interventions in HR related matters to place leaders and wider staff.
5. Utilise workforce intelligence to identify people management requirements within the places.

• Performance Management

1. 1. Work with the managers in the places to review individual, team and place level performance and productivity against agreed objectives.
2. Support the development of plans to improve performance and productivity to achieve optimum patient safety, people, operational and finance targets.
3. Work with the wider HR team and other corporate colleagues to involve other areas of expertise to improve performance when appropriate.
4. Analyse complex workforce data to identify trends and make recommendations to place leaders for workforce interventions.
5. Provide and receive highly complex, sensitive or contentious information throughout the organisation from trust board to place leadership teams where agreement or cooperation may be required.
6. Present complex, sensitive or contentious information to both individuals or large groups , communicating issues such as workforce development strategies, workforce plans, staff survey action plans.
7. Ensure that HR information to support KPI reporting is maintained in a timely manner

• Workforce Planning and Recruitment

1. 1. Support the places to plan their workforce requirements in a timely manner, working with HRSS to ensure that recruitment is appropriate, budgeted, job evaluated and implemented in the most effective way.
2. Use data from pulse surveys, annual staff surveys and leavers questionnaires to create good feedback mechanisms within the places to ensure they review staff experience of new, existing, and departing employees to support recruitment and retention.
3. Participate as an active panel member of selection panels for senior appointments, ensuring that selection decisions follow robust processes and address the trust’s diversity and inclusion commitments.
4. Support all places in the recruitment of medical staff to include workforce planning, linking with royal colleges, ensuring the appropriate processes are followed and ensuring onboarding is effective.
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• Succession Planning

1. 1. Work with the places to ensure that workforce plans and talent mapping processes are in place, with clear talent pipelines for key roles identified.
2. Support managers to ensure that regular supervision and appraisal takes place.
3. Facilitate career conversations/stay questionnaires/ individual coaching as required.
4. Work with the LEAD team to ensure that support is given to managers and employees to develop their skills at work.

• Project and Change Management

1. 1. work with place leaders to identify change initiatives that will improve operational performance, in line with service requirements and budget availability. Ensure that the impact on people (both employees and patients) is considered in any proposed changes.
2. Work with place managers to ensure that changes are communicated in a timely, clear, and effective way.
3. Provide expert advice on areas of workforce policy, role redesign, effective workforce utilisation, restructuring, skill mixing and change management.
4. Support managers who need to implement formal consultation arrangements to facilitate an organisational change, guiding them through the legal process and liaising with our recognised trade unions.
5. Lead specific projects to support the delivery of the workforce and other HR and wider trust strategies, both within place and across the organisation.

• Employee Relations

1. 1. Provide professional advice to place managers around the management of local employee relations issues including disciplinary, grievance, suspension, and bullying and harassment issues, ensuring that trust policy is followed, and the principles of fairness and restorative justice are maintained at all times.
2. Participate in complex employee relations hearings as the HR representative.
3. Work with place senior leaders to identify and training and development needs within team to support positive behaviour within the workplace.
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• Staff Experience
• 1. Ensure there are robust mechanisms in place within the places to drive improvement in the annual appraisal process providing guidance on the setting of clear development plans to support talent management, career development and retention.

2. Work with the places to implement their annual staff survey action plans to ensure that areas of improvement are identified and communicated, progress is achieved, and regular feedback is given to staff.
3. Support the promotion of the Trust’s wellbeing and engagement strategies at place level, signposting employees and leaders to available opportunities for support.

• Line Manager Responsibility

1. 1. Provide line manager support to the deputy HRBP and HR advisor including appraisal, performance management and roster management.

• Budget responsibility

1. 1. Authorised signatory for travel expenses, time sheets, overtime payments as well as signatory for appropriate invoices.