The Role:
The Strategic HROD Business Partner will provide strategic HR advice and consultancy support to a designated directorate/s, acting as enablers of change to ensure the provision of safe, high quality, compassionate patient and client care. The post holder will play a key role in facilitating the management of change within the directorate and improving the performance of the Trust's workforce.
This is a strategic role in support of a designated directorate/s, and as a senior HR professional, is expected to be largely self-managing. It will be necessary for them to understand the strategic direction of the service area for which they are responsible and to contribute to the workforce strategy for that area, whilst ensuring its compatibility with Trust-wide workforce plans.
They will report professionally to the Deputy HR Director of Workforce and Organisational Development. He/she will be the primary senior HR interface within the directorate/s to which they are aligned and will form part of the directorate's Senior Management Teams. They will work proactively with the Directors and directorate/s senior management teams to support the forward planning, transformation, engagement and performance of the workforce, embedding good HR practice and raising people management capability within the directorate/s.
He/she will act as member of the Corporate HROD Team and actively support its role in meeting the directorate's strategic and operational objectives in line with strategic direction of the Trust.
They will act as the key link between the directorate/s and the HROD functions and commission relevant HR specialists to support managers in dealing with more operational aspects of change management, casework, recruitment etc.
To provide a confidential, effective employee relations and business partner resource to assigned department(s)/directorate(s) and location(s) across a range of people management and employee relations issues, including recruitment, discipline and grievance; attendance management; dignity at work and capability.
Hours of work: hours per week
Essential Criteria:
A relevant university degree or professional qualification eg CIPD and at least 2 years' experience in a senior management role* (Band 7 or equivalent) within HR/OD in a major complex organisation**
OR
Worked for at least 5 years in a senior management role* (Band 7 or equivalent) within HR/OD in a major complex organisation**
*Band 7 pay scales are the Agenda for Change Northern Ireland pay scales
**major complex organisation is defined as one with at least 200 staff or an annual budget of at least £50million and involving having to meet with a wide range of objectives requiring a high degree of co-ordination with a range of stakeholders
AND
Strong evidence of having:
1. Provided specialist HR support and advice on a range of complex service delivery issues
2. Contributed to continuous improvement and OD initiatives that have facilitated organisation effectiveness
3. Successfully influenced at all levels in the organisation
4. Industrial relations experience with trade unions on a range of operational and strategic HR issues
Hold a current full driving licence which is valid for use in the UK and have access to a car on appointment.
This criterion will be waived in the case of applicants whose disability prohibits driving but who have access to a form of transport approved by the Trust which will permit them to carry out duties of the post.
Desirable Criteria:
5. Hold valid membership of Chartered Institute of Personnel Development (CIPD) and evidence of continuing professional development
6. Previous experience as a HR Business Partner
7. Trained in mediation and/or coaching
In Return:
8. Rate of pay £ per hour
9. Holiday entitlement
**Applicants must be authorised to work in the UK and Ireland. We are unable to sponsor or take over the sponsorship of an employment visa at this time.**