JOB SUMMARY To support the HR Team to deliver TUPE in of workforce from NHS to Healthcare Partners and champion a data-driven transformation journey for the HR team and processes. The role will support the implementation of a data options analysis and deliver a successful engagement and optimum use plan for a new HR system.
Main duties of the job
JOB PURPOSE
The HRBP, or Human Resources Business Partner, will bridge the gap to help the Senior HRBP deliver the People and Organizational Development Culture Strategic plan and aligned business objectives. There will be a focus on designing and training data-driven change management to deliver decision making insights. This role will play a key role in implementing change and using data to inform decision about talent management, performance, and employee relations.A strong candidate will possess both Transfer of Undertakings and Protection of Employment (TUPE) rights HR knowledge and experience and strong excel analytical skills, along with experience in change management and employee engagement.
Working for our organisation
Established in 2018, Healthcare Partners Ltd (HPL) is a wholly-owned subsidiary of the Royal Surrey NHS Foundation Trust.
We offer a consultative, collaborative approach — based on a genuine desire to make healthcare provision outstanding, and respecting the opinions and skills of our fellow clinical professionals to produce exceptional outcomes.
We are a substantial company in our own right, with an annual turnover of around £50m and over 80 staff. We partner with other healthcare providers throughout the UK in both the public and private sectors, reinvesting our profits and savings back into the NHS.
At Healthcare Partners Ltd, the patient is at the heart of all we do. We’re proud to be part of the NHS, helping to make healthcare better.
Detailed job description and main responsibilities
KEY RESULT AREAS/MAIN DUTIES AND RESPONSIBILITIES:
· Strategic implementation: implementing HR strategies with the overall business strategy and objectives.
· Consultation and Advice: Providing expert advice and guidance to managers and leaders on all HR-related matters.
· Talent Management: Overseeing talent acquisition, development, performance management, and succession planning with a focus on measurement of quality outcomes .
· Employee Relations: Managing, tracking and resolving emplo yee relations issues, fostering a positive work environment, and promoting employee well-being.
· Data Analysis and Reporting: Design, implementation and upskilling HR team to transform with an inspired disciplined HR process to use excel and systems analys is of key agreed metrics and key performance indicators (KPIs) to identify trends, measure the effectiveness of HR initiatives, and inform decision-making.
· Lead an options analysis and successful optimal business stakeholder engagement and implementation s of a new HR system
· Change Management: Leading and supporting organizational change initiatives, ensuring smooth transitions and employee buy-in.
· Compliance: Ensuring HR practices comply with all relevant laws and regulations.
· Business Acumen: Understanding the business, its goals, and its competitive landscape.
Person specification
Qualifications
* Chartered Institute of Personnel and Development CIPD qualification
Knowledge
* • Strategic Thinking: Ability to think strategically and develop long-term HR plans.
* • Analytical Skills: Strong analytical and problem-solving skills, with the ability to interpret data and draw meaningful insights.
* • Communication and Interpersonal Skills: Excellent communication and interpersonal skills to effectively interact with employees at all levels.
* • Leadership and Influencing Skills: Ability to influence and lead others, particularly in the context of change management.
* • Business Knowledge: A solid understanding of business principles and practices.
* • CIPD Qualification: Often (but not always) required to be CIPD qualified, demonstrating a strong foundation in HR principles.
* • Experience: Relevant experience in HR, particularly in areas like talent management, employee relations, and change management.
* • Data-Driven Approach: Experience using data and metrics to inform decision-making.
Employer certification / accreditation badges
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