Human Resources Business Partner

Liverpool University Hospitals NHS Foundation Trust; EE. UU.; Híbrido; USD 74.000 - 100.000; Jornada completa

Descripción de la vacante

Liverpool University Hospitals NHS Foundation Trust is seeking an experienced HR Business Partner/Senior People Partner to support senior managers and staff. You will advise on employment legislation, NHS terms, and policy, driving organisational change and workforce productivity.

You will lead the People service for a division or site, partnering with OD and Workforce teams to deliver outcomes aligned with the Trust values and strategic objectives. Flexible working is supported.

Formación

• Master's level or equivalent education.
• MCIPD qualification.
• Desirable criteria: leadership development programme/qualification; senior HR experience in a large, complex organisation.
• Evidence of providing HR professional advice at senior level.
• Transformational change management experience in a large organisation.
• Experience working with Trade unions.
• NHS experience is desirable.
• Involvement in workforce strategy; strong knowledge of employment law and NHS policy drivers.
• Knowledge of NHS Service Improvement Agenda.

Responsabilidades

• Act as a strategic partner to a designated division/corporate area, understanding operations, plans and KPIs to forecast workforce needs.
• Lead the People service provision with managers and staff within a defined area; provide expert advice on employee relations and NHS terms.
• Work with OD and Workforce teams to develop workforce, OD reports and monitor KPIs.
• Support managers in developing workforce plans to meet current and future demand; enable organisational change.
• Promote equality, safeguarding, and best practice in line with NHS policies.

Conocimientos

Strategic HR partnership

Employee relations advisory

Stakeholder management

Policy guidance

Project leadership

Educación

Master's degree

MCIPD qualification

Descripción del empleo

To work as a strategic Business Partner providing support 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 focused, people centred, 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 and financial compliance to enable the organisation to achieve it's 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 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., 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 provisions of a consistent professional service across all divisions, underpinned by sound knowledge, the principles of good practice and in alignment with the Trust values. Work in partnership with the Organisational Development team to enable a holistic people service to the division, site or corporate area. Work in partnership with OD colleagues to evaluate the impact of People and OD interventions or programs within the division. Work in partnership with the Workforce and Employment team 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. Foster a positive climate of employee relations within the Trust, by taking a proactive 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. 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., The Trust is committed to promoting a healthy work-life balance and achieve fair, equitable and consistent practice. We welcome flexible working requests and will consider a variety of flexible working arrangements from day one of your employment. Not all roles are suitable for every flexible working opportunity all of the time. Flexible working options may include reduced hours, compressed hours, fixed shifts, time back in lieu and home working. The Trust is committed to promoting equality and diversity; we value the contribution of individual talent, skills, knowledge and experience and aim for a workforce demography representative of the local community. We encourage applicants from the following groups that are currently under-represented in our workforce black, Asian and minority ethnic, lesbian, gay, bisexual and Transgender (LGBTQ+), disabled, male and age 16-24. Trust policy requires that the cost of submitting & processing the successful applicant/s DBS application be recovered via salary deduction following start in post. The amount of £25.70 (standard disclosure) or £46.70 (enhanced disclosure) will be deducted from salary, in manageable monthly instalments for up to 3 months following commencement of employment. Bank posts require upfront payment. From April 2017, Skilled visa applicants and their adult dependant(s) will be required to provide a criminal record certificate from each country they have lived in consecutively for 12 months or more in the past ten years. Applicants requiring sponsorship may wish to determine the likelihood of obtaining sponsorship for this position by assessing themselves against the criteria on the gov.uk website - https://www.gov.uk/check-uk-visa. This organisation has a zero-tolerance approach to the abuse of children, young people and vulnerable adults. All staff must ensure they adhere to the organisations safeguarding children and adults' policy and comply with the Local Safeguarding Children and Adult Board procedures. Staff should be mindful of their responsibility to safeguard children and adults in any activity performed on behalf of the organisation in line with the requirements of statutory guidance and legislation. All employees (and volunteers)are expected maintain their safeguarding knowledge and skills by completing mandatory safeguarding training which includes understanding and recognising the signs of abuse and neglect and taking appropriate action. As an organisation, we have adopted the Merseyside Domestic abuse workplace scheme which supports our staff who are experiencing Domestic Abuse /any forms of sexual violence. If you have any personal requirements that will enable you to participate in our recruitment process please contact a member of the Recruitment Services by phone on 0151 706 4666 at the earliest opportunity to ensure that measures can be put in place to enable your application for this post. Our statement on modern slavery We have zero tolerance of slavery and human trafficking and are committed to maintaining and improving systems, processes and policies to avoid complicity in human rights violation and to prevent slavery and human trafficking in our supply chain. The Trust policies, procedures, governance and legal arrangements are robust, ensuring that proper checks and due diligence are applied in employment procedures to ensure compliance with this legislation. We also conform to the NHS employment check standards within our workforce recruitment and selection practices. This strategic approach incorporates analysis of the Trust's supply chains and its partners to assess risk exposure and management on modern slavery. Please note: new entrants to the NHS will commence on the first pay point of the relevant band.

• Educated to Master's level or equivalent
• MCIPD qualified
• Desirable criteria
• Leadership development programme/qualification, Demonstrable senior HR experience in a large, complex organisation
• Evidence of providing HR professional advice and support at senior level
• Demonstrable transformational change management experience in a large, complex organisation
• Demonstrable experience of effectively working with Trade unions
• Desirable criteria
• Demonstrable experience of working in the NHS.
• Involvement in developing workforce strategy, Significant proven knowledge of employment law and demonstrable experience of it's application
• In depth proven knowledge and understanding of key NHS issues, including national and local policy drivers
• Desirable criteria
• Proven knowledge of NHS Service Improvement Agenda
  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.
Note: Under current Home Office Immigration Rules we are currently unable to offer right to work visa sponsorship for Band 2 and 3 roles with a salary of less than £25,000 pa as they do not meet the UK Visas & Immigration criteria.