Resourcing Business Partner | Liverpool University Hospitals NHS Foundation Trust
| Posting date: | 25 April 2024 |
|---|---|
| Salary: | Not specified |
| Additional salary information: | £58,972 - £68,525 per annum |
| Hours: | Full time |
| Closing date: | 25 May 2024 |
| Location: | Liverpool, L7 8YE |
| Company: | Liverpool University Hospitals NHS Foundation Trust |
| Job type: | Permanent |
| Job reference: | 6246749/287-CEF-167-24 |
Summary
We are looking for two innovative and passionate individuals who are highly experienced in developing and delivering strategic workforce resourcing solutions. One post will be based at the Royal Liverpool and the second at Aintree.
Reporting to the site Head of People you will lead the introduction and development of the site base medical staffing function. You will also take a lead role in the development of a proactive workforce planning solutions, supporting the delivery of a sustainable workforce which underpins the trust improvement plan and strategy
Working in conjunction with workforce system colleagues you will play an integral part in supporting improved workforce system implementation and using workforce intelligence to improve business decision making.
The Resourcing Business Partner holder will be responsible for strategic resourcing agenda at site. They will deputise for the Head of People as required.
The post holder will have responsibility for transforming and developing the site based Medical Workforce service, ensuring high-quality support and advice for the site on medical workforce terms and conditions, job planning, appraisals, revalidation, rota compliance and design, medical workforce transformation and planning. They will line manage the site based team.
They will work in partnership as an integral member of the People and OD management team to identify and deliver effective business focused workforce plans, policies and solutions, which improve organisation effectiveness and achieve business objectives. This will include developing and leading on long term strategic workforce plans that will impact at a trust level.
They will work in partnership with the central Corporate Workforce resourcing and data teams to support in the development of existing data related processes to meet the strategic and operational needs of the sites to inform decisions and strategy development.
Liverpool University Hospitals NHS Foundation Trust was created on 1 October 2019 following the merger of two adult acute Trusts, Aintree University Hospital NHS Foundation Trust and the Royal Liverpool and Broadgreen University Hospitals NHS Trust.
The merger provides an opportunity to reconfigure services in a way that provides the best healthcare services to the city and improves the quality of care and health outcomes that patients experience.
The Trust runs Aintree University Hospital, Broadgreen Hospital, Liverpool University Dental Hospital and the Royal Liverpool University Hospital.
It serves a core population of around 630,000 people across Merseyside as well as providing a range of highly specialist services to a catchment area of more than two million people in the North West region and beyond.
To hear more about our achievements click here https://www.liverpoolft.nhs.uk/media/13089/1606-annual-report-booklet_final.pdf
Follow us on Social Media:
Facebook – Liverpool University Hospitals Careers
Instagram - @LUHFTcareers
Twitter - @LUHFTcareers
Leading the site based Resourcing and Deployment Function
• Managing the designated team ensuring consistency of approach and seamless service
delivery across the site and at Trust level with other site counterparts and transactional
POD teams.
• To lead on development and implementation of agreed resourcing and deployment
strategies/plans that reflect business needs, identify opportunities for growth and financial
sustainability.
• Lead the delivery and development of recruitment, resourcing, and data intelligence
solutions to enable the site to respond to its short and long term resourcing needs. This will
include providing specialist advice across all levels and managing particularly complex
recruitment and resourcing issues.
• To work closely with other teams such as Education, Learning and Development, OD and
HR Business teams to develop and support a culture of continuous improvement.
• To act as the strategic lead for temporary workforce for site and in conjunction with peers
represent the trust at local, regional and national meetings in this area.
• Provide leadership and management of the site based resourcing and deployment team,
ensuring high quality work and advice.
• Ensure that the team develop close working relationships with clinical divisions and with
wider clinical leadership and management to support the divisional business and wider
Trust agendas and strategies.
Policy and Service Development
• Interpreting new information/instructions internally or externally (ie, new directives from
NHS England) that relate to Resourcing and Deployment teams practices; recommend how
they should be implemented, work with stakeholders to gain shared understanding and
agreement, take actions and deliver required outcomes
• To support the central transactional services teams in the ongoing programme of
resourcing and deployment policy development and review that ensures completion and
sign off to allow timely implementation. This will include supporting the development of trust
level policy and being responsible for implementation of policy related to own area of work.
• Working in conjunction with systems leads to ensure that the systems in use in sites (e.g eroster, ESR, Trac) are embedded and the functionality of them are optimised and that the
information they provide is relevant, accurate and provides insight for users.
• Lead the site based management of medical workforce planning i.e. co-ordination of job
planning cycle in conjunction with site medical director and reviewing rosters to ensure they
meet service needs.
• Accountable for providing site workforce intelligence and analysis, highlighting themes and
trends, ensuring that lessons are learned, changes proposed and making
recommendations for service improvement. This will be with support from the central
workforce teams.
• To support new ways of working and improvement of service in designated areas of
responsibility ensuring that benefits realisation is tracked to be able to add value for money.
Workforce Assurance, Governance & Compliance
• To work with transactional POD teams to maintain and develop performance and
governance monitoring arrangements for sites in relation to outsourced contracts (eg,
payroll).
• Develop and maintain working practices in support of the Trust’s workforce governance,
compliance, audit and risk management agenda. This includes contributing to the
development of the POD Directorate’s business continuity plan.
• Preparation of identified elements for the site People and OD Committee and Hospital
Management Board.
• Ensure all information processed meets the requirements of the GDPR and that staff
understand their responsibilities for this.
• To maintain effective processes to record and monitor governance, risk and incident
information.
• Working with the Transactional POD team to provide assurance on the quality of
recruitment and selection activity for the site and take action to ensure compliance with
Trust procedure and legislation.
• Proactively support divisions as necessary to ensure the achievement of compliance of the
medical workforce across a range of statutory and mandatory requirements.
Workforce intelligence
• Work with the Transactional POD team to inform the improvement and updating of the site
and divisional workforce dashboards.
• Develop statistical reports from existing data sets for use in planning and report writing
• Use data/statistics/intelligence from multiple sources to determine a course of action or
intervention.
• To produce business plans, and service development within resourcing and deployment,
where appropriate, leading on specific service plans.
• To ensure that key workforce indicators for staff that report to this post are met.
• Provide expert advice in the development and monitoring of rotas that are compliant with
EWTD, national contracts and meet the service needs of the Trust.
• Work with the Deputy Medical Director and Director of Medical Education and provide
leadership ensuring that the junior doctor workforce is used productively and have a high
quality training experience.
• Analyse and recommend ways to improve key performance indicators for the medical
workforce across a range of metrics.
Planning
• Lead the Development of the site workforce plan in conjunction with the Trust group lead
for workforce planning in the central POD team, financial and operational colleagues.
• Interpret relevant national directives and provide advice in relation to the strategic direction
of the organisation for the resourcing and deployment agenda.
• Lead on the implementation of plans and projects specific to the teams
• Lead on the implementation of resourcing and deployment programmes through
collaborative and proactive engagement with stakeholder including staff representatives to
mitigate risks to plans.
• Provide leadership in Medical productivity and cost improvement projects.
• Provide high quality support and advice to managers and clinical leaders in all aspects of
medical productivity, including, for example, the effective use of job planning, flexible
working, and locums.
• Identify ways of reducing the Trust’s reliance on external locums and Agency doctors by
developing short and long term Trust-wide plans to achieve this.
• Develop medical workforce plans, actively supporting the development of alternative
service delivery and medical workforce models aligned to the Trust workforce strategy.
Resourcing
• Work closely with site senior managers to develop targeted resourcing strategies.
• Work with the recruitment team to develop recruitment marketing approaches for the site
through various channels, including job boards, social media, professional networks, and
open days.
• Use data and analytics to track recruitment metrics, evaluate the effectiveness of
recruitment strategies, and make data-driven recommendations for improvement.
• Ensure that appropriate medical recruitment strategies are developed and that substantive
and temporary posts are filled efficiently and cost-effectively.
• Following agreement with Divisions, lead specialist medical recruitment projects targeted at
recruitment ‘hotspots’ in the Trust. Put forward recruitment proposals on advertising
campaigns for both UK and overseas initiatives for hotspot medical and dental areas
This advert closes on Sunday 12 May 2024