Towork as astrategic Business Partner supporting to Senior Managers and staff within a designated division (or corporate areas) o.....
Towork as astrategic Business Partner supporting to Senior Managers and staff within a designated division (or corporate areas) or site.
To provide expert human resources advice including employment legislation, guidance on Trust policy, best people practices, to achieve organisational and cultural change.
To ensure that the HR and people service is customer focussed, people centre, efficient, effective, and delivered to the highest possible professional standards and in alignment with the Trust values.
To develop and facilitate the implementation of workforce programmes, initiatives, and policies to increase workforce productivity, financial compliance to enable the organisation to achieve its strategic objectives, working where appropriate in partnership with people and OD colleagues.
To create and embed excellence in people practices driving the HR agenda forward throughout the Trust, by working in partnership with Managers, Staff Side Representatives, staff, and other partners in ensuring that the Trust is an employer of choice and adopting excellent employment practice.
Contribute to the development of the People and OD service, promoting best practice, supporting innovation and modernisation. To undertake projects within the scope of the HR Business Partner / Senior People partner role, as directed by the Line Manager
Deputise as requested by line manager and as appropriate for the Head of HR / Head of People.
Provide cover for Head of People and senior POD colleagues to ensure a seamless service i.e., during annual leave.
To manage and provide development opportunities to HR Managers and HR Advisors.
Liverpool University Hospitals NHS Foundation Trust comprises Aintree University Hospital, Broadgreen Hospital & Royal Liverpool University Hospital.
We are part of NHS University Hospitals of Liverpool Group, formed on 1 Nov 2024 from the coming together of LUHFT and Liverpool Women’s NHS Foundation Trust. The Group was born from a shared aim to improve the care we provide our patients.
UHLG is one of the largest employers in the region, with over 16,800 colleagues dedicated to caring for our communities - from birth and beyond.
For the 630,000 people across Merseyside, we are their local NHS. We provide general and emergency hospital care, alongside highly specialised regional services for more than two million people in the North West.
Aintree University Hospital is the single receiving site for adult major trauma patients in Cheshire and Merseyside and hosts a number of regional services including an award-winning stroke facility. Broadgreen Hospital is home to elective surgical, diagnostic and treatment services, together with specialist patient rehabilitation. Liverpool Women’s Hospital specialises in the health of women and babies, delivering over 7,200 babies in the UK’s largest single site maternity hospital each year. The Royal Liverpool University Hospital is the largest hospital in the country to provide inpatients with 100% single bedrooms and focuses on complex planned care and specialist services.
For roles at Liverpool Women’s, visit their careers page.
Business Partnering
Act as a strategic Partner to a designated division / corporate area, developing a thorough understanding of the operational activities, business plans or priorities, staff survey and people and OD KPIS, to ensure that their workforce requirements are identified, planned, and delivered on a timely basis.
Lead and manage the People service provision with managers and staff within a defined area, providing expert advice and support on a wide range of people matters inclusive of employee relations issues, offering legal guidance, advice on NHS terms and conditions of service, providing specialist advice on complex people matters and/or cases to Managers and Trust decision making officers.
Ensure the provision of a consistent professional service across all divisions, underpinned by sound knowledge, the principles of good practice and in alignment with the Trust Values.
Facilitate advice and guidance on national/local terms and conditions of employment.
Monitor progress towards People and OD Objectives within the Division, Site or Corporate area, including the development of workforce programs, initiatives and plans to ensure objectives are achieved in their area.
To monitor People and OD Key Performance Indicators (KPIs), to analysis the KPI data for the division and provide advice to managers on emerging trends, recommended actions to address any KPIs falling short of target, facilitate the setting of tragedies and monitoring progress towards and in maintaining compliance.
Work in partnership with People and OD colleagues and senior managers to conduct a training needs analysis for the division or corporate area management development requirements.
Develop the management capability of Line Managers, coaching and equipping them to handle staff management responsibilities in line with the Trust’s objectives, policy framework and values.
Influence and drive business thinking and develop People approaches that support operational business objectives, organisational design, and resource plans. This includes working in a matrix way across other People portfolios and on specific projects as directed by the Head of People or a specific project lead.
Act as an advocate of continuous improvement and associated change. Act as a champion for ‘change’ for all employees of the Trust by educating, informing, and coaching staff and Managers where appropriate on change processes.
Develop and coach managers to embed use of effective staff management practices across the Trust.
To use data analytics, benchmarking, and best practice information to apply experience and specialist knowledge to identify workforce trends and issues, that lead to focussed solutions and interventions that meet the service needs.
To provide advice on workforce aspects of organisational change initiatives providing expert advice and supporting delivery of service re-design, workforce modelling, TUPE transfers, redundancy and re-deployment exercises ensuring HR risks are recognised and mitigated via compliance of best practice, relevant legislation, and Trust policies.
Organisational Development
Work in partnership with the Organisational Development team to enable a holistic people service to the division, site or corporate area.
Working with OD partners, identify, internally commission and/or develop interventions to support the development of leadership and management capabilities within the area, for cultural development, to embed the Trust values and contribute towards the develop of Trust and local priorities.
Work in partnership with OD colleagues to evaluate the impact of People and OD interventions or programs within the division.
Role model a business focussed performance orientated approach and contribute to a culture of continuous improvement.
To promote and embed equality diversity and inclusion into all workforce practices, and contribute to the Workforce Race, Disability Equality and Sexual safety schemes.
To influence and coach leaders to continuously improve people management skills and embed a people focussed organisational culture.
To assist staff and managers in creating a culture of staff engagement across the Trust.
To maintain own professional knowledge and undertake continuous professional development.
Workforce Planning
Work in partnership with the Workforce and Employment Teams to develop workforce, people and OD reports that meet the needs of Senior leaders and Heads of Operations and inform people and OD workforce monitoring.
Support operational managers in development of workforce plans that will enable current operational demand to be met, enable future workforce need forecasting and support the delivery of people and OD objectives.
Working in partnership with the resourcing business partners to support the development of workforce productivity programs, ensuring timely and effective work plans are designed and implemented. To support performance management processes that deliver both team and Trust objectives.
Ensure that financial resources are utilised effectively by making certain that work plans are in line with financial planning and monitoring, describing, and mitigating any risks identified.
Employee Relations
Foster a positive climate of employee relations within the Trust, by taking a pro-active approach to the development and maintenance of constructive partnership relationships with representatives of Trade Unions and staff organisations.
Enable and provide professional advisory support for a range of employee relations processes (grievance, disciplinary, capability) in accordance with employment legislation, best practice, Trust policy and the principles of improving people practices / just and restorative culture.
Take responsibility for people oversight and monitoring of employee relations cases through the provision of professional advice, coaching, and advisory support that enables a pragmatic approach in alignment with Trust values and just culture principles.
Maintain a register of employment cases and ensure data to enable oversight, monitoring and reporting on employee relations activity.
Provide advice to managers, nominated investigating officers, commissioning/ case managers and hearing decision makers.
Support the designated division, site, or corporate areas to identify problems and/or opportunities for improvement, develop appropriate interventions, interpret, and advise on employment legislation and best practice in all Employee Relations matters.
Work under the instruction of the Head of People and with support from Trust Solicitor to manage the preparation of employment tribunal defence cases and facilitate the availability of Trust witnesses in preparation for tribunal hearings.
Enable employee relations procedures to be undertaken in alignment with the principles of improvement people practices / just and restorative culture and champion a people centred approach to employee relations case management.
Take an active role in the Partnership Steering Group, negotiating on Trust wide/ Divisional concerns.
Policy Development
Act as a subject matter expert for any policy review programs allocated by the Head of People.
Review Trust policies to maintain compliance with employment legislation, NHS employment terms and NHS national policies as relevant to the policy subject.
Benchmark policies against best practice examples within and external to the NHS.
Consult and take account of feedback form a range of stakeholders within the development of people policies.
Design and deliver workshops on people policies and practices including employee relations and performance management.
Support the implementation of new and revised policies and procedures through communicating within the division or corporate area whenever a new policy or procedure is ratified. Management
Responsible for line managing nominated junior people colleagues.
Management responsibilities will include the day-to-day supervision and managerial support of staff.
Ensuring objectives are set in accordance with Trust People and OD priorities and include relevant development goals.
Ensure staff members maintain compliance with appraisal / PDR requirements and compliance with mandatory and statutory training requirements.
Contribute to the development of staff under direct management and/or under supervision and enable all team members to have a real voice in the development of the People service.
Support employee wellbeing, which would include to be responsible for welfare support including managing any absences arising from ill-health, conducting return to work interviews, and supporting formal absence meetings.
Where necessary conducting any disciplinary and grievance meetings related to the team.
Participate in a range of external HR networks representing the directorate and the Trust, to develop knowledge of the best HR management practice outside the Trust.
Communications and Working Relationships
To communicate with a wide range of stakeholders at all levels on complex and sensitive workforce matters.
To establish inclusive and positive working relationships with a variety of internal and external stakeholders.
Ensure that all communications are conducted with the appropriate level of confidentiality to comply with General Data protection Regulations (GDPR) requirements including the management of employee data.
This advert closes on Thursday 12 Dec 2024
