Human Resources Business Partner London, England
Job description
Band 8b Human Resources Business Partner
An exciting opportunity has arisen to join the organisation as an HR Business Partner. As a member of the People and OD Senior Leadership team, your main focus will be to support our Divisions and provide proactive, value adding, strategically aligned leadership to the Divisional Management Team in the development and delivery of our People Strategy, aligned to the wider NHS People Promise.
Working under the leadership of a Deputy Chief People Officer and joining a friendly, supportive and progressive business partnering team, this role provides an excellent opportunity to participate in Trust-wide workforce projects, contributing and leading on the development of policies, strategies and plans, ensuring their alignment with business objectives, Trust values and best practice.
We are looking for a highly motivated, responsive and enthusiastic HR professional with a significant amount of experience of working effectively at a senior level in large, complex, high performing environments and the passion to deliver the people agenda, so that our patients get outstanding care from our highly motivated people.
If you have the commitment to drive forward our People Strategy and want to make a significant contribution to ensuring we provide the best experience for our people to deliver excellent outcomes for our patients, we would love to hear from you.
Chelsea and Westminster Hospital NHS Foundation Trust provide services from two main hospitals,
Chelsea and Westminster Hospital and West Middlesex University Hospital, and a number of clinics across London and the South-East.
We have nearly 7,000 members of staff that arePROUD to Carefor nearly one million people.
Both hospitals provide full clinical services, including full maternity, emergency and children’s,
in addition to a range of community-based services across London, such as award-winning sexual health and HIV clinics.
We’re one of the best performing Trusts in the country. We’re also one of the top trusts to work for – our staff says they’re engaged, motivated, and would recommend us as a place to work and receive treatment.
Our Trust has been rated by the Care Quality Commission as ‘Good’ in all five of the main domains of safe, effective, caring, responsive and well-led, giving an us overall rating of ‘Good’. We’ve also been awarded an
‘Outstanding’ rating for ‘use of resources’ by an NHS Improvement inspection.
Our facilities are some of the best in the country. We have been investing significant Capital year on year in our estate.
We have recently completed a £30m expansion of our adult and neonatal critical care facilities at Chelsea and Westminster and are planning an ambitious £60m development of an Ambulatory Diagnostics Centre at West Middlesex.
- Proactively contribute to the development of divisional workforce plans, ensuring that workforce plans are consistent with corporate workforce priorities and that financial, activity and HR metrics are aligned.
- Support the development of business cases and service development plans ensuring that productivity metrics, workforce and role redesign options are fully explored.
- Set and agree key workforce performance indicators for the division and clinical directorates, analysing data each reporting period and driving discussions with divisional management teams to ensure plans are put in place to resolve areas of concern.
- Lead organisational thinking regarding external changes and impact on the division’s workforce and work in collaboration with professional leads in the development of innovative workforce interventions, solutions and best practice ways of working.
- Proactively seeks to understand readiness for change plans across the division and develop and lead initiatives to ensure successful implementation with key stakeholders, including engaging and consulting with trade unions. Ensure structural change is well managed.
- Drive strategic discussions in the areas of people and succession planning to ensure the division has the right talent in the right place at the right time, forecasting people needs and ensuring that these are being met.
- Develop and monitor recruitment and retention strategies for hard to fill posts and ensure recruitment controls are in place
- Lead on the development of a climate of active staff engagement in support of the objectives of the Trust, in particular the delivery of exemplary patient safety and experience.
- Use the national staff survey and develop innovative ways of tracking and reporting on staff experience, to develop interventions to enhance engagement.
- Promote organisational development and change across the division by understanding and interpreting leadership issues and delivering innovative leadership development solutions that change behaviours.
- Champion the continuous development of leadership capability by
- Leading the division’s talent management process and aggregate development requirements to inform training needs
- Ensuring line managers are trained and supported in dealing with staff management issues.
- Leading on the delivery of division wide coaching to build capability
- Developing bespoke organisational development and training initiative
- In conjunction with professional leads and the learning & development team, proactively lead the improvement of capability across the divisional teams at every level, ensuring performance is managed effectively and agreeing development activities through central programmes and division specific development activities
