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People Relations Partner | Central and North West London NHS Foundation Trust

Dyddiad hysbysebu:	10 Mai 2024
Cyflog:	Heb ei nodi
Gwybodaeth ychwanegol am y cyflog:	£58,698 - £65,095 Per Annum incl HCAS
Oriau:	Llawn Amser
Dyddiad cau:	09 Mehefin 2024
Lleoliad:	London, NW1 3AX
Cwmni:	CNWL NHS Foundation Trust
Math o swydd:	Parhaol
Cyfeirnod swydd:	6302219/333-C-HQ-0650-A

Crynodeb

We are looking for an experienced People Partner to join our newly created Employee Relations Team in the People and Culture directorate following the conclusion of consultation to change the way we work.The roles will operate as People partners within the Employee Relations team in the Divisions andprovide Human Resource operational and strategic supportas the link between HR and service needs. You will be responsible for managing a team of Associate People Partners and will workwith the Head of People in People Relations Team to contribute to the development and implementation of the Division’s objectives and workforce strategy.

You will take responsibility for agreed areas within the Divisions and act as an advocate of change and modernisation in support of the Trust and workforce strategies. You will also be required to take the lead on corporate Human Resource issues in a specific area, including policy development, and be responsible for implementation on a Trust wide basis.

You will be highly proactive in extracting a range of data to design solutions whilst building consensus and working with high levels of ambiguity. You will work in partnership with senior leaders to diagnose people requirements and build solutions and programmes of work to meet their local and organisational priorities.

The role will be based at the Trust Headquarters in London but you will be expected to travel to different sites



The role covers a busy business line overseeing and leading projects covering: transformation/ change, KPI management and leadership/ development. In addition, the successful applicant will be required to manage a complex portfolio of employee relations cases covering: Capability/ Competence, Dignity at work/ Grievance and Conduct. The role also has responsibility to line manage, support, motivate and develop Associate HR People Partner(s)

The post holder will have experience of being a highly collaborative member in a senior team of HR & OD experts, working cross -functionally and in matrix management context with other parts of HR & OD. We are looking for someone who is passionate, with a demonstrable solid track record of working across systems in a large and complex organisation. The People Partner will continually inspire cultural transformation, behaviour change and compassionate leadership.

If you are looking for development, or your next role then we look forward to hearing from you.

** PREVIOUS APPLICANTS NEED NOT APPLY**

CNWL provide care across the North West London, Milton Keynes and the South East of England. We provide a variety of care including community care, mental health, sexual health, health and justice etc. Being a large Trust covering a variety of services across a large geographical area, HR is a fast paced, busy environment. We are currently undergoing an improvement plan to develop on how we provide our services to support our clinical teams. Our organisation is driven by our strategic objectives and organisational values and we look for people who are strongly aligned with them. We have a great team that work well together.



Detailed job description and main responsibilities – Box 4

Please refer to the JD/ PS attached for full details about the role.

Employee Relations
• To manage the Associate People Partner(s) and through this to maintain a climate of employee relations that develops feelings of mutuality, encourages co-operation and minimises the causes and effects of conflict.
• To facilitate good employee relations and expertly advise managers and staff accordingly on good practice. To support managers in effective implementation of the trust’s HR policies up to appeal level and attendance at Employment Tribunal
• To monitor sickness absence statistics, identifying patterns and trends and highlighting these to management. To enable managers to actively work towards improving attendance targets through managing sickness cases and through other absence management and health improvement initiatives.
• To provide expert advice to managers in highly complex cases on the interpretation and implementation of the Trust’s disciplinary and grievance procedures within the context of the legal framework. To retain oversight of casework, and to line manage the Associate HRBP in the management of specific ER cases.
• To take into account inter-relational dynamics when dealing with complex staff issues, recommending solutions that may prevent cases escalating to the formal stage, including facilitating meetings and delivering formal mediation
• To provide training and coaching to managers on HR practices and procedures.
• To use a coaching approach with managers and other HR staff in informally dealing with complex and contentious staffing issues, with the aim of developing skills and confidence and avoiding fostering a relationship of reliance.
• To be the HR representative to disciplinary panels up to the level of dismissal & appeal.

Organisational Change
• To work in partnership with managers in providing expert guidance at all stages of the organisational change process as a key member of the project team, advising on implications for the workforce, involving staff in change processes, formal requirements for consultation and supporting staff through the change process.
• To provide expert advice to managers on the interpretation and implementation of the Trust’s change management processes and procedures, within the context of the legal framework. To provide solutions in complex change situations involving competing priorities/legal uncertainties/lack of precedents, ensuring that service delivery aims and financial targets are achieved.
• To take the lead in the implementation of restructuring processes, including the preparation of formal consultation documents, determining appropriate selection principles and methods, facilitating re-deployment and guiding managers and staff through redundancy situations as appropriate.




This advert closes on Friday 24 May 2024

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