Strategic HR Business Partner - NHS (b8a)

Job Description

Strategic HR Business Partner Job Type: TemporarySector: HealthcareDuration: This is a temporary role expected to last through to 31st May 2024Location: Willerby, East Riding of YorkshireRemote Working: Yes, 2 days on site, 3 days from homeBand: 8APay Rates: £23.00-£26.00 paye per hour£24.00-£27.00 paye inclusive of holiday pay£25.00-£28.00 umbrella per hourDepending on skill, experience and qualificationsWorking Days and Hours: Monday - Friday between 8.30-5 and can be flexibleJob Summary Reporting to the Deputy Director of Workforce and OD and operating as an integral member of the Workforce and OD team, the Strategic HR Business Partner (HRBP) is responsible for the provision of high-quality workforce support within their areas of responsibilityand across the wider workforce function.Responsibilities.

• Act as HR Lead for the long-term business goals and outcomes for workforce for the Trust
• Act as HR Lead to support the delivery of divisional and corporate workforce plans ensuring excellent patient care and financial stability
• Take the designated lead on various Trust-wide workforce initiatives and programmes with responsibility for development and implementation of these areas
• Build and maintain effective relationships and be recognised as the trusted advisor and lead contact for all strategic issues within their designated area.
• Provision of professional and comprehensive workforce information to inform the senior management teams
• Provide professional, specialist and comprehensive HR advice and support with the provision of appropriate business focused interventions.
• The post holder will ensure that workforce risks are anticipated and mitigated to protect the Trust’s reputation through engagement and understanding of services and operations
• The post holder will provide innovative solutions that support the business in the management of workforce major change programmes including TUPE
• Ensuring close working relationships within the Workforce and OD team
• Deputise for the Deputy Director of Workforce and OD as appropriate

• To present and receive highly/complex, sensitive communication processes in relation to the business management function for the operational service area(s)
• Excellent inter-personal and communication skills with the ability to influence and negotiate in relation to workforce needs in service/business redesign and development.
• Communicate highly/complex, sensitive, contentious information e.g. redeployment issues, workforce development, including supporting complex employee relations cases where required
• To facilitate effective relationships and partnerships with a wide range of internal and external stakeholders
• To manage and communicate complex and sensitive information regarding redeployment, performance or change issues, workforce and development strategies/policies/procedures and issues
• Ability to analyse and interpret a range of highly complex qualitative and quantitative data from a wide range of options e.g. workforce data, employment law, HR Policies and Procedures to support/advice operational decisions where options may conflict
• Ability to scope current business practices and analyse whether or not the services are capable of supporting change/development e.g. HR needs in relation to SLAs, contracts, tenders, work force planning, service redesign
• Lead designated service/projects, ensuring decisions are made where there are conflicting views or more than one course of action
• To contribute to the complexity of the service/projects and ensure it is seen as part

of a whole systems approach towards service redesign and new ways of workingQualifications Skills and Experience

• Educated to Masters Level in HR Management or be able to demonstrate equivalent knowledge and experience in a range of areas e.g strategic HR, workforce planning, employment law, leadership, management, finance, employee relations, training and developmentand organisational development

• Chartered Institute of Personnel Development chartered level or equivalent experience/working knowledge as described above
• Highly developed specialist knowledge across human resources and organisational/service development needs/priorities
• Current excellent knowledge of employment legislation, case law and good HR practice
• Expert knowledge of key current issues in human resources and the ability to interpret and apply the knowledge in the Trust on workforce
• Good understanding of workforce planning
• Be able to provide expert HR advice and technical support within designated service area(s)
• Understanding of NHS workforce strategy and NHS policy
• Evidence of continual professional development

Keyskills :
NHS Strategic HR HR Policies