Strategic HR Business Partner

Transformationunitgm; London; On-site; CAD 134,000 - 155,000; Full time

Job summary

A prominent healthcare organization is seeking two Strategic HR Business Partners to support workforce modernization and engagement initiatives. The role involves working closely with senior management to implement HR strategies that enhance performance and delivery of clinical objectives. Candidates must have extensive experience in strategic HR and excellent interpersonal skills. This position offers a salary of £72,921 - £83,362 per annum and has a closing date of 18/08/2025.

Qualifications

• Proven experience in strategic HR and organisational development.
• Ability to establish and maintain positive relationships with stakeholders.
• Experience leading workforce planning initiatives.

Responsibilities

• Lead on strategic workforce solutions and modernisation.
• Develop and implement OD initiatives to improve performance.
• Support managers in change management and coaching.

Skills

Strategic focus

Commercial acumen

Change management

Interpersonal relationship management

Education

Experience in complex change management

Job description

Employer St George's University Hospitals NHS Foundation Trust Employer type NHS Site St George's Hospital Town London Salary £72,921 - £83,362 per annum Salary period Yearly Closing 18 / 08 / 2025 23 : 59

Strategic HR Business Partner

Band 8b

Job overview

We are looking for two Strategic HR Business Partners to join our team here at St George's.

On successful appointment, you will be a senior, high profile, and integral part of either a clinical divisional senior management team or the Corporate leadership teams. You will lead on strategic workforce solutions aligned to the business units, with a view to enabling delivery of the clinical strategy and organisational objectives. Working closely with the Divisional Triumvirate teams / Corporate Services and other key individuals, you will lead of all aspects of work associated with the forward planning, modernisation, engagement, motivation and performance of the workforce. In addition, you will embed excellent OD and HR practice and standards and increase management capacity within the division. Your ability to establish and maintain positive interpersonal relationship with all stakeholders based on the Trust’s values will be a key attribute, pulling in resources from shared services and centres of excellence within the wider People and OD department.

Main duties of the job

As part of the senior Divisional / Corporate Services management team, the post-holder will lead the local implementation of the human resources aspects of the divisional business plan. This will be achieved by leading on identifying the workforce implications that flow from the strategy and

develop initiatives to implement changes that improve performance.

The Strategic HR BP will develop and implement initiatives which directly support the delivery of the Trust’s OD and Workforce Strategy and add value to the overall performance of the Trust. This role will develop excellent working relationships built on trust, confidence and mutual respect, and which underpin a reputation for being a highly credible and knowledgeable experts in the application of strategic and operational OD and HR.

The post-holder will proactively work with HR colleagues to develop and implement a HR & OD service to a designated Division / Corporate Service which supports the work of the Trust through establishing, maintaining and improving people management practices and skills within the Trust,

and addresses the issues outlined in the Trust and Divisional / Corporate Services business plan and workforce strategy.

Working for our organisation

St George’s, Epsom and St Helier University Hospitals and Health Group cares for a population of four million people in South West London and North East Surrey.Our sites include St George’s Hospital, one of 11 major trauma centres in the UK and the largest healthcare provider and major teaching hospital in the area; St Helier Hospital, home to the South West Thames Renal and Transplantation Unit and Queen Mary's Hospital for Children; and Epsom Hospital, home to the South West London Elective Orthopaedic Centre (SWLEOC).

After years of collaboration, our two Trusts became a hospitals group in 2021. While remaining as two separate Trusts, being a hospitals group will help us to collaborate more closely on research, and the development, education, and training of our 17,000-strong workforce.

Detailed job description and main responsibilities

Workforce modernisation

• Act as an advocate for change, in identifying the need for delivering productivity and efficiency improvements through working practices

Actively lead by commissioning and supporting the implementation of OD and workforce improvement initiatives

Coach managers in the process of implementing change and supporting those involved in and affected by it

Regularly review and assess established working practices and staff management practices to ensure they continue to support efficient operational delivery

Act as an advocate for change in identifying the need for delivering productivity and efficiency through working practices e.g. new roles and ways of working that are supported by influencing a review of the clinical pathways, role design, educational plan and improved performance measurement systems

Actively lead and support the implementation of OD and workforce improvement initiatives through internal consultancy

Support financial planning activity within the division through contribution to workforce planning, efficiency programme and agency worker control achieved by developing an annual resourcing pipeline report and monitoring accordingly

Workforce planning

Consider and plan for emerging trends and uncertainties in workforce demand and supply within the multi-disciplinary team

Lead on the identification and development of Workforce Cost Improvement Initiatives,project managing these and engaging with relevant stakeholders to ensure delivery

Lead on the development of workforce plans in all Workforce related business cases providing the required trajectory for resourcing accordingly

Explore and apply novel approaches to overcome identifiable difficulties

Lead, develop and evaluate an effective and deliverable workforce plan that fully supportsthe delivery of divisional / corporate services and Trust key business objectives

Establish and oversee the delivery of an affordable divisional / corporate services in recruitment and retention plan

Increase workforce planning awareness and capability across the division, and commission appropriate associated training and development interventions

Proactively support the Divisional Medical Director, clinical leads and operational managers in the effective application of annual consultant job planning process, ensuring alignment to the business needs of the division and hence capacity

In conjunction with the OD team, ensure that the talent management strategy is embeddedin the divisions / corporate services, including the development of career pathway /

progression plans

Lead the workforce component of the division’s cost improvement plans to ensure effective delivery to agreed timescales

Analyse divisional workforce data to identify priorities and plan future actions through regular review of workforce metrics

Ensure the efficient supply of relevant workforce ‘intelligence’ for managers, in order to inform management decision-making and to improve the division’s performance in relation to workforce key performance indicators (KPIs)

Benchmark against other NHS organisations to seek best practice

Provide strategic, specialist advice to the Divisions / Corporate services on the workforce impacts and implications of short to long term business planning (1-5 years) to enablethem to meet present and future business challenges to provide top quality patient care

and meet its financial targets

Support managers to interpret and analyse data to enable productivity gains including supporting the development of strategies to improve motivation, engagement,

development and attendance of staff

Lead on benefits realisation exercise on investment into new roles within Divisions / Corporate areas working with relevant key stakeholders

Work with the Divisional Directors to develop appropriate metrics within the divisions that measure engagement, productivity and key HR & OD success criteria. Work with the Director of Workforce to develop metrics which measure contribution of the Strategic

HRBP roles to Trust objectives

Employee Engagement

Work with clinical leaders, managers and staff representatives to develop and prioritise a culture of effective employee relations and partnership working across all areas of the division

Coach line mangers and other key individuals in the effective management and motivation of self and others

Work with the Division / Corporate services to ensure staff have an annual Personal & Development Review and monitor the compliance requirements accordingly, taking remedial action when required

Work with the Division / Corporate services to encourage and enable staff to feel empowered to change and improve the workplace through, for example, the application of engagement methodology, focus groups, and regular local surveys

Develop in conjunction with the Trust engagement lead, a Division / Corporate staff engagement plan which aims to improve staff involvement, motivation and contribution, while also supporting personal and career development, and the health and wellbeing of

staff

Research ‘reasons for leaving’ in order to inform retention initiatives and share learning across and between divisions / corporate services

Organisational Development

To support, in collaboration with the centres of excellence, the design and delivery of strategies, that support the Trust’s ambition to be a high performing organisation; to include initiatives which foster a high performance culture, where valuing learning, continuous improvement and diversity are the norm

Ensure that the ways in which plans and strategies are delivered and change is implemented is coherent with Trust and departmental goals and values

To identify opportunities for performance improvement through, for example, undertaking internal diagnosis and process / system reviews in order to understand barriers and devise possible solutions

Take account of and develop staff’s skills and engagement; use appropriate and effective leadership behaviours that are most likely to achieve success

Change management, engagement and staff well-being

Working in collaboration with the centres of excellence for Staff Health and Wellbeing, Leadership and OD and Staff Engagement : Identify specific employment issues from workforce trends and staff feedback mechanisms and support the development of local and Trust-wide HR interventions to meet business needs

Champion best HRM practice, influencing key business decisions to ensure the effective management of staff through the fair, efficient and pragmatic application of best HR practice; this will include working with the employee relations team to provide training and

coaching for managers in HR policy and practice, and the monitoring and development of best HR practice to embrace diversity in the workforce

Lead the development of interventions which improve HRM practice, management competence and leadership for managers and all levels in the division

Advise, coach and support local leaders and managers in the development of people management skills and competence within their teams Partnership working to ensure there are robust arrangements and positive relationships in place to engage with unions and professional association

Foster a positive climate of employee relations within the Trust, to sustain an effective partnership approach, develop and maintain good working relationships with representatives of Trade Unions and staff organisations

Medical workforce planning

Working with the Head of Medical Workforce and in partnership with the Divisional Chairs and clinical leads, ensure consultant job plans are integrated into the business planning process

Ensure job planning is completed efficiently, providing coaching, advice and support to Clinical leads and managers as appropriate

Ensure job planning is aligned to the delivery of business needs of the Divisions as part of the annual business planning cycle taking into account Commissioning intentions

Employee relations

Working with employee relations centre of excellence, monitoring the type, complexity and volume of ER cases in the division to diagnose organisational health and other issues for the division which need to be addressed and then working collaboratively with specialist leads propose appropriate interventions / solutions

To horizon scan the broader external climate to identify government policy, economic and other social issues which may affect trends in industrial relations and then proactively anticipate any issues for the Trust ahead of them occurring so contingency plans / solutions can be developed

When required, provide senior HR advice and support at appeal hearings

Policy, service organisational and professional development

To oversee the annual appraisal process, monitoring compliance with the timetable and working with the Director of People to ensure consistency of equality in appraisal documentation

Support the planning of an annual OD work plan for the Division / Corporate areas in conjunction with the OD centre of excellence

To contribute to the development of policies and procedures as required

Person specification

Experience

Complex change management

Knowledge and recent experience of undertaking internal consultancy work

Skills

Strategic focus

Commercial acumen

We expect all our staff to share the values that are important to the trust – being excellent, kind, responsible and respectful – and behave in a way that reflects these. More information on the vision and values of St. George’s University Hospitals NHS Foundation Trust is attached below.

Please note that this vacancy may close before the advertised closing date if sufficient applicants are received. Please check your email regularly as all candidates shortlisted for interview will be contacted and informed by email.

If you are appointed to the post, as part of your pre-employment check we will be required to verify your identity. The document / s you present for this purpose will be checked for their authenticity by scanning all known security features. These features will include :

The machine readable zone

An ultra violet image

An infra red image

As part of your pre-employment checks, we will also be required to obtain satisfactory, written references. Please ensure that the referee details which you provide on your application form are correct. We require at least one written reference from your current or most recent line manager. We are only able to accept references from a professional work email address.

Disability Advice Line : S WL Recruitment Hub is committed to promoting equity and equal opportunities for individuals with disabilities. We believe that greater diversity and inclusion will lead to an even more positive impact on the people we serve. For support with job opportunities and reasonable adjustments c ontact our Confidential Disability Advice Line at :

Telephone : [phone]

Text : 07501066267

Email : [e-mail].

Our confidential answering service is available after 5pm.

Employer certification / accreditation badges

The postholder will have access to vulnerable people in the course of their normal duties and as such this post is subject to the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (Amendment) (England and Wales) Order 2020 and as such it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service to check for any previous criminal convictions.

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