Job overview
The Associate HR Business Partner will report to the Head of HR Business Partner in developing robust relationships with clinical and corporate directorate areas to support service delivery and people.
The role will work alongside the HR Business Partners to identify workforce issues, developing appropriate business focussed HR interventions, and developing the people capability to deliver their business plans.
This role will support the Business Partnering team to assist in achieving workforce key performance indicators (KPI’s). The role includes working on a variety of projects and involvement in the design and delivery of training and development interventions to help increase management capability and supporting strategies to improve performance where needed.
To support the HR Business Partners by developing and contributing to the workforce plans that the corporate strategies.
Main duties of the job
1. The post holder will provide the day to day operational input to national and local people strategy and policies issued across the Trust.
·Support the Assistant HR Business Partners, as and when required, to provide expert HR advice and support to their ICSU on a range of complex and sensitive/contentious issues. including but not limited to advice on the management of change, agenda for change terms and conditions, employee relations, new ways of working and recruitment and retention issues. affecting the Divisions.
·Working with the HR Business Partners to assist in delivering the wider workforce strategy, workforce plans, policy implementation, both local and national policies, and improvement projects and programmes.
2. Development and delivery of management briefing sessions on HR policy changes and new policy roll out.
3. Liaise with supporting the Assistant HR Business Partners to ensure training material is updated and in line with Employment Law, AFC T&C’S and best HR practices.
4. Co-ordinate all aspects Divisional workstreams of retention work; including holding and analysing outcomes of exit interviews and provide local intelligence on findings to managers and more widely.
Working for our organisation
Whittington Health serves a richly diverse population and works hard to ensure that all our services are fair and equally accessible to everyone. Nowhere is this more obvious than in the way we look after our staff. We aim to employ a workforce which is as representative as possible of this population, so we are open to the value of differences in age, disability, gender, marital status, pregnancy and maternity, race, sexual orientation, and religion or belief. The Trust believes that as a public sector organisation we have an obligation to have recruitment, training, promotion and other formal employment policies and procedures that are sensitive to these differences. We think that by doing so, we are better able to treat our patients as well as being a better place to work.
Detailed job description and main responsibilities
Workforce performance
Lead and participate in projects and other interventions aimed at improving staff experience, as agreed with the Head of HR Business Partnering.
Support clinical and corporate directorates to analyse and report on results of national staff survey and to develop action plans that enhance employee engagement.
HR Strategy Development
Participate in the development and review of HR policies and support the development, implementation and monitoring of national and local HR initiatives.
To participate in the development of Standard Operating Procedures for the HR team
Take the lead on specific projects, researching and making proposals for the implementation of best HR practice.
Communication & Working Relationships
Establish good working relationships with a variety of stakeholders, including the wider HR team, Divisional teams and managers at various levels, including colleagues and union representatives to achieve appropriate outcomes.
Provide support to the Head of Business Partnering in the creation and review of the Workforce business plan to ensure the team are operational viability.
Work on own initiative, managing own workload effectively and taking corrective action where necessary.
Introduce and/or maintain procedures or systems that contributes to the efficient running of the team.
Employee relations
To advise and support manager and staff on highly complex employee relations issues, ensuring that advice given complies with good employment practice, employment legislation as and when required.
To sit on complex hearing panels (including appeals) as required.
Record and update employee relations activity on HR system, as required
To support the Trust’s nominated legal partners in the collation of documentation and related tasks required in the defence of any employment claims received by the Trust, supporting Trust staff who may be required to be a witness and attendance at Employment Tribunal if required.
This is not an exhaustive list of duties and responsibilities, and the post holder may be required to undertake other duties which fall within the grade of the job.
Please see Job description and personal specification for full outline of main role and responsibilities
Person specification
Qualifications
Essential criteria
5. CIPD Qualification or relevant experience
Desirable criteria
6. NHS Experience
Experience
Essential criteria
7. Demonstrates the ability to work under pressure
8. Demonstrates meeting deadlines
9. Demonstrates building working relationships
10. Demonstrates the ability to priories work
11. Demonstrates the ability to provide advise and support to the Trust
Knowledge
Essential criteria
12. Demonstrates ER knowledge and experience
SAFEGUARDING CHILDREN AND ADULTS
To comply with the Trust’s Safeguarding Children and Adults policies, procedures and protocols. All individual members of staff (paid or unpaid) have a duty to safeguard and promote the welfare of children, young people and vulnerable adults This will require you to:
13. Ensure you are familiar with and comply with the London Child Protection Procedures and protocols for promoting and safeguarding the welfare of children and young people.
14. Ensure you are familiar and comply with the London Multi Agency Safeguarding Vulnerable Adults Pan London Procedures.
15. Ensure you are familiar and comply with local protocols and systems for information sharing.
16. Know the appropriate contact numbers and required reporting lines.
17. Participate in required training and supervision.
18. Comply with required professional boundaries and codes of conduct
Whittington Health is committed to safeguarding all children and vulnerable adults and expects all staff and volunteers to share this commitment.