OverviewTo provide a professional strategic HR service, ensuring up to date expert, consistent advice, support and practice covering all staff. The People Business Partner (PBP) will be an integral member of the divisional team, supporting all workforce issues and ensuring that the workforce is aligned to achieve the business priorities and objectives; the PBP will drive the development of and monitor divisional level workforce plans that support the delivery of strategic objectives both internal and external to the organisation; leading on supporting senior leaders in division and business areas in developing and implementing divisional workforce strategies; working in partnership with key customers and stakeholders to develop and deliver HR and OD plans to enhance how we attract, select, recruit, develop, retain and performance manage our people.

The PBP will play a proactive and essential part in identifying and delivering interventions needed to support cultural transformation within business areas, to improve employee experience and service delivery in line with the Trust People strategy. It will align with Business Strategy and objectives; working in partnership with senior leaders to deliver business strategy.

Key responsibilities

Business Strategy and Objectives

– Work in partnership with senior leaders in the divisions to deliver Trust and divisional business strategy and objectives by:

Ensuring that workforce issues are fully considered in business strategy;

Developing divisional workforce strategy in line with the Trust''s Workforce Strategy, vision and priorities, including supporting and driving business planning, business critical posts, talent management, succession planning, and effective use of temporary workforce;

Supporting divisional management teams on identifying and delivering workforce related cost improvement programs (CIP) across the Division, resulting in the associated savings;

Supporting divisional teams in developing and implementing plans to improve performance and productivity to achieve delivery of high quality patient services, operational and financial targets in conjunction with divisional management teams.

Workforce Performance and Productivity

– Ensure the effective provision of accurate and timely workforce data and support managers to interpret and analyse data to enable productivity gains, including leading on the development of local plans/strategies to target and improve performance; contribute to strategies to improve motivation, engagement and attendance; develop and maintain divisional Workforce Intelligence dashboards (data systems) and lead on development of annual workforce plans with senior leaders, monitoring trends and commissioning recruitment campaigns where relevant.

Cultural Transformation

– Proactively diagnose and identify interventions to improve culture, values and behaviours; design and implement interventions with OD and Well-being colleagues; provide direct support to business areas through listening events and facilitation, and work with OD to commission interventions for more complex issues.

Improving People Management Capability

– Develop and oversee plans to improve people management skills of senior leaders and managers; provide expert HR advisory support on employee relations, terms and conditions, and complex HR cases; coach leaders to develop capabilities; collaborate with education and Training to design and deliver HR policy and practice training.

Change Management

– Lead and deliver TUPE of services; deliver HR initiatives and change programmes in line with requirements and best practice; support organisation-wide change programmes and advocate for change, identifying new ways of working and performance measurement improvements targeting patient-focused service delivery.

Employee Relations

– Oversee ER activity across the division; advise on hearings when required; liaise with ER teams on complex cases; ensure adherence to employment legislation and monitor ER performance indicators.

Corporate Duties

– Collaborate with OD and Equality leads to develop initiatives to improve management capabilities and embed positive workforce culture; provide professional HR advice to line managers and staff on complex and sensitive issues; produce departmental reports; support Trust HR initiatives and participate in regional HR forums; promote the Trust\''s inclusion strategy; assist with policy development and ensure timely implementation; engage HR colleagues for operational support; direct managers and staff to intranet or first-line advisory for terms, conditions, policies and procedures.

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