HR Business Partner

NHS Jobs; Barnsley; Híbrido; GBP 42 000 - 45 000; Tempo integral

Resumo da oferta

NHS Jobs is seeking an experienced HR Business Partner to provide a proactive, strategic and solutions-focused people service in Barnsley. You will advise senior leaders across the employee lifecycle, ensuring compliance with NHS standards and employment law, while leading workforce planning and organisational development.

The role combines operational HR delivery with strategic initiatives to foster a high-performance culture, staff wellbeing, inclusion and retention in a hybrid working

Qualificações

• Comprehensive understanding of UK employment legislation and case law.
• Significant experience of managing complex employee relations matters.
• Experience of workforce planning and organisational change management.
• Experience of HR policy development and implementation.
• Experience of advising senior leaders and managers.
• Understanding of NHS workforce challenges and healthcare environments.
• Knowledge of data protection legislation and information governance requirements.
• Experience of using HR information systems and workforce reporting tools.

Responsabilidades

• Strategic HR leadership with senior leaders to develop workforce strategies.
• Manage complex employee relations cases with investigations and hearings.
• Support workforce planning, recruitment, redeployment and retention.
• Lead learning, development and organisational development initiatives.
• Develop, review and implement HR policies and governance.
• Utilise digital HR systems to provide workforce intelligence and reporting.
• Promote equality, diversity and inclusion across the organisation.

Conhecimentos

Communication skills

Coaching & mentoring

Stakeholder management

Negotiation

Analytical thinking

Prioritisation

Report writing

Confidentiality

IT literacy

Descrição da oferta de emprego

Job Statement

Job Statement The HR Business Partner provides a comprehensive, proactive and solutions-focused people service that supports Barnsley Healthcare Federation's strategic objectives and operational priorities. The post holder acts as a trusted advisor to senior leaders and managers, providing expert guidance across the full employee lifecycle whilst ensuring compliance with current employment legislation, NHS workforce standards and organisational policies. The role combines operational HR delivery with strategic workforce planning, organisational development and culture improvement initiatives. The post holder will contribute to the development of a high-performance culture, supporting staff wellbeing, engagement, inclusion and retention whilst promoting best practice in people management.

Key Responsibilities

• Strategic HR Leadership Partner with senior leaders to develop and implement workforce strategies aligned to organisational objectives. Provide expert advice on organisational design, workforce transformation and service development. Lead and support organisational change programmes, including restructures, consultation processes, redeployment exercises and redundancies. Contribute to the development and implementation of People and Workforce Strategies. Support succession planning and talent management initiatives.
• Employee Relations Manage complex employee relations cases including disciplinary, grievance, capability, sickness absence and performance management matters. Conduct or oversee investigations and formal hearings where required. Provide coaching and support to managers in resolving workplace issues at the earliest opportunity. Facilitate mediation and informal dispute resolution processes. Ensure all casework is managed fairly, consistently and in accordance with employment legislation and organisational policy.
• Workforce Planning and Recruitment Support workforce planning activities including recruitment, retention, redeployment and workforce sustainability. Develop innovative recruitment and attraction approaches to address workforce challenges. Support managers in reviewing workforce structures and staffing requirements. Monitor workforce metrics and trends to identify areas for intervention and improvement.
• Learning, Development and Organisational Development Promote a culture of continuous learning and professional development. Advise managers regarding training needs analysis and workforce development planning. Support leadership development, management training and coaching programmes. Lead organisational development initiatives that improve engagement, performance and culture.
• Policy Development and Governance Develop, review and implement HR policies and procedures in line with legislative requirements and best practice. Maintain awareness of developments in employment law, NHS guidance and workforce policy. Ensure HR systems, processes and records remain compliant with legal and regulatory requirements. Support organisational compliance with CQC standards and wider governance frameworks.
• Workforce Information and Digital HR Utilise digital HR systems to provide workforce intelligence and reporting. Analyse workforce data including sickness absence, turnover, recruitment and retention trends. Present workforce information to inform decision making and strategic planning. Support continuous improvement of HR processes through digital innovation and automation.
• Equality, Diversity and Inclusion Promote equality, diversity, inclusion and belonging across the organisation. Support initiatives that improve workforce diversity and employee experience. Ensure equality considerations are incorporated into HR decision making and policy development.

Knowledge, Training & Experience

• Comprehensive understanding of UK employment legislation and case law.
• Significant experience of managing complex employee relations matters.
• Experience of workforce planning and organisational change management.
• Experience of HR policy development and implementation.
• Experience of advising senior leaders and managers.
• Understanding of NHS workforce challenges and healthcare environments.
• Knowledge of data protection legislation and information governance requirements.
• Experience of using HR information systems and workforce reporting tools.

Skills & Competencies

• Excellent communication and influencing skills.
• Strong coaching and mentoring capability.
• Ability to build positive and credible stakeholder relationships.
• Excellent negotiation and conflict resolution skills.
• Strong analytical and problem‑solving abilities.
• Ability to manage competing priorities and work autonomously.
• Report writing and presentation skills.
• High level of confidentiality and professional integrity.
• Advanced IT and digital literacy skills.

Effort Factors

• Mental Effort Frequent requirement for concentration when analysing complex workforce issues, employment legislation and workforce data. Regular requirement to manage multiple competing priorities and deadlines.
• Emotional Effort Frequent exposure to sensitive, distressing and challenging employee relations matters. Requirement to support managers and employees through organisational change, performance concerns and wellbeing issues.
• Physical Effort Light physical effort associated with office‑based work and travel between sites as required. Prolonged periods of computer use.

Working Conditions

• Primarily office and hybrid working environment.
• Occasional travel across organisational sites and partner locations.
• Exposure to emotionally demanding situations requiring resilience and professional judgement.

Indicative Federation Band Salary range: £42,000-£45,000 per annum