In this role will work in partnership with the business leaders, providing strategic and operational advice and knowledge on peop.....
In this role will work in partnership with the business leaders, providing strategic and operational advice and knowledge on people related matters in line with the needs and priorities of the business directorate to which they are partnering. The post holder will be forward thinking, commercially minded and take an evidence based approach, pro-actively partnering their business area to ensure achievement of current objectives, but focusing to the future to ensure business strategic aims are achieved. They will take full accountability for the people agenda within their business directorates, own the relationship, and ensure effective delivery of highly complex people practise. In addition, the post holder will lead on people initiatives for across the whole of the business. From the initial concept, through to implementation and continual development, the people business partner will ensure that the initiatives are beneficial for both colleagues and the business. Such initiatives will include talent management, workforce planning, engagement and performance management. As well as being a partner to the business, the post holder will work collaboratively with colleagues across the HR team and will embrace a one team ethos, continually supporting team development and challenging the status quo to ensure a consistent, value adding HR provision to leaders and colleagues. In this role, you are accountable for: 1. Partnering the leaders of specific business directorates and fully understanding their business area and future strategic aims to create, own andfully deliver a people plan to enable the achievement of these, and ultimately the wider business strategy. This people plan will incorporateappropriate elements of the People Strategy to ensure consistent approaches across the business, in addition to talent management,performance development and workforce planning. 2. Collaboration with leaders to enable people change initiatives within the business area, providing a robust framework to plan and manage thecontinuous process of change, including dependencies, risk, potential scenarios and mitigation. Highly complex advice will need to be providedon issues including TUPE, redundancy, department restructures and operational efficiency. 3. Having full awareness and management of the headcount, contingent labour 1 and contractor frameworks within your business directorates, andthe movement within this. Where appropriate, minimising the usage of contractors, maximising role design and ensuring overall headcount iswithin budget. 4. Through the knowledge you acquire within your business directorate, actively contribute to the development and delivery of the overarchingPeople Strategy to ensure business strategy is achieved through people initiatives. 5. Advising, guiding and supporting Directors and key stakeholders on highly complex employee relation matters. This will include conduct andcapability issues involving senior management and advising on complex employment legislation and NHS policy and terms and conditions. 6. Coach and build the capability of senior managers to enable the delivery of the BSA strategic goals through their teams, and to anticipate andpre-empt organisational and people issues, maximising both colleague engagement and experience. 7. Continually developing your professional knowledge and skills by keeping up to date with external trends and best practice in the areas ofexpertise and HR more broadly. This will include keeping up to date on highly complex employment legislation and ensuring this knowledge iscascaded within your business areas and across the wider business. 8. Working with the business Director and Senior Management Team to continually drive forward both colleague engagement and experience,taking into account colleague survey feedback. 9. Thought leader on people initiatives for the whole of the business. Working in collaboration with the Organisational Development team, from theinitial concept, through to implementation and continual development, the people business partner will ensure that the initiatives are beneficial forboth colleagues and the business. Such initiatives will include talent management, workforce planning, engagement and performancemanagement. 10. Leading on highly complex change and people initiatives that are driven by NHS Employers, employment legislation, government and otherexternal factors. Owing the full process from understanding and assessing the impact of the change, through to implementation.11. Taking highly complex data and producing meaningful reports to enable leadership team focus on key current issues and future initiatives. Thiswill include creating a people metric dashboard for the business directorate that clearly shows key people KPIs, with analysis of these to provideeffective management information, taking accountability with the management team to address any concerns.12. Provide recruitment partner support for senior positions with the Business.13. Working closely with the HR Manager and HR Advisor for the directorate to ensure the leaders, managers and colleagues are fully supportedthrough the employee lifecycle and a value added service is being provided.14. Creating a people metric dashboard for the business directorate that clearly shows key people KPIs, with analysis of these to provide effectivemanagement information, taking accountability with the management team to address any concerns.15. Working with the Talent Acquisition Manager to explore and implement talent acquisition models/practices to acquire the best talent for thedirectorate and business as a whole.16. Building active internal and external networks within the NHS and wider organisations, to share working practices and build innovative ideas,with the potential for future partnership working.17. Building our employer brand by being an ambassador for the NHSBSA though networking, speaking at external events and partner relationships.18. Being an active member of the wider HR team, continually supporting team development and challenging the status quo to ensure a consistent,value adding HR provision to leaders, managers and colleagues.19. Deputising for the Head of Human Resources as appropriate.
