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Assistant People Partner | University Hospitals of Leicester NHS Trust
| Posting date: | 18 June 2024 |
|---|---|
| Salary: | Not specified |
| Additional salary information: | £43,742 - £50,056 per annum |
| Hours: | Part time |
| Closing date: | 18 July 2024 |
| Location: | Leicester, LE1 5WW |
| Company: | University Hospitals of Leicester |
| Job type: | Contract |
| Job reference: | 6406083/ |
Summary
Due to internal promotions we have a number of exciting opportunities for Assistant People Partners to join our People Services Team.
The Assistant People Partner will work alongside the People Partners to provide a high quality specialised advice and a strategic, operational and business-focussed comprehensive HR service.
The remit of the Assistant People Partner includes workforce planning and development, employee relations, leading and influencing organisational change, staff development and training and corporate projects. The post has management responsibility for delivery of key HR workforce indicators, e.g. sickness, appraisals, statutory and mandatory training, staff engagement, leadership development and workforce change.
This is a great opportunity to work alongside the People Partners and develop your HR skills within a busy acute healthcare setting.
Your primary base will be Leicester Royal Infirmary but you will be expected to work across all three acute hospital sites. There is the opportunity to work agilely with some home based working.
Applications are invited from those who are hold as a minimum a degree level qualification or knowledge and expertise gained through in-depth experience to degree level equivalent, and the CIPD Advanced Level 7 Diploma in HRM or equivalent experience.
• Reporting to the People Partner, you will provide proactive, customer focused best practice guidance to managers on a range of workforce and OD strategies.
• To enable this, you will have a full understanding of Directorate strategies and objectives and will work collaboratively with stakeholders to identify workforce priorities and develop dedicated interventions.
• The post has management responsibility for delivery of key HR workforce indicators, e.g. sickness, appraisals, statutory and mandatory training, induction and the delivery of cost improvement plans and workforce change for the designated CMG area.
• Contribute to the development and implementation of HR strategies and service plans.
• To be an advocate for improving staff engagement.
• In addition, the post holder will take responsibility for the management of a Trust wide corporate piece of work and/or management of specific areas related to the UHL People Strategy under the guidance of the People Partner and be expected to work independently to deliver on organisational objectives.
Our new strategy, developed with the support and feedback of colleagues, patients, and partners, is our compass for the next seven years (2023-2030).
We have four primary goals:
• high-quality care for all,
• being a great place to work,
• partnerships for impact, and
• research and education excellence
And we will embed health equality in all we do - taking active steps to reduce the avoidable differences in healthcare that some people face, working in partnership with communities.
Our strategy is underpinned by new valuesand we will work to ensure they are an everyday reality for all:
• we are compassionate,
• we are proud,
• we are inclusive, and
• we are one team
This is an exciting moment as we look to the future with clarity on what we already do well and where we need to focus our energies to make an even bigger difference for the people we serve.
About the University Hospitals of Leicester NHS Trust:
http://www.leicestershospitals.nhs.uk/aboutus/work-for-us/current-vacancies/
• The post holder is required to use complex communication skills in advising staff and managers at all levels.
• Managers within CMG’s and Corporate Directorates
• To support the implementation of the UHL People strategy and impacts within the CMG / Directorate by addressing key areas for development within the area, engagement and action planning.
• Provide a high quality, customer focused professional HR service.
• Provide line-managers, and staff with professional, comprehensive and timely HR advice and support on complex, sensitive and contentious HR issues including but not confined to employee relations matters such as sickness management, performance management, grievance, harassment and bullying, disciplinary issues, management of change and TUPE, with minimal supervision ensuring that organisational and legislative requirements are are met and standards of good practice are maintained.
• Advise and assist managers at all stages of the disciplinary process including informal and formal resolution of cases.
• This will include carrying out investigations with line managers, production of investigation reports, liaising with staff side, preparation of management cases, presentation of management cases at hearings, preparation and presentation of appeal cases.
• Represent HR on panels to consider ill-health, grievance, performance and disciplinary issues and on appeal panels as appropriate, providing advice on procedural, legislative and employee relations implications of cases.
• Provide HR advice and support to managers on complex management of change issues including advising managers on restructuring, redeployment etc carrying out collective and individual consultations, at risk meetings, advising on redundancy matters and entitlement including redundancy pay, with minimal supervision. Provide HR representation at meetings regarding employee relations issues relating to individuals, some of which will require communication of complex and sensitive information in an emotive atmosphere and in all cases accurate recording of the meeting. Develop and maintain good working relationships with partners e.g. Staff Side, payroll provider, Occupational Health etc to support delivery of contracts and in instances will require negotiation and influencing skills. Liaise with internal and external agencies as appropriate in dealing with queries and issues relating to staff.
• Workforce Planning Support the People Partner in working with the Workforce Information team to ensure that relevant workforce data is available to managers, and is used to inform management decision-making and improve the division’s performance in relation to HR key performance indicators.
• Produce monthly CMG board reports including HR KPI’s to inform, monitor and challenge CMG performance.
• Where required, assist managers in development of robust workforce plan for their area to cover short term, medium and long term needs of the division.
• Analyse HR data, producing reports to deliver the people management agenda within the Trust.
• To input and lead workforce components of the CMG’s cost improvement plans to ensure delivery of the workforce components to agreed timescales. In conjunction with People Partner develop and evaluate an effective and deliverable work force plan that is fit for purpose for their CMG.
• Staff Engagement
• Support the People Partner and Head of People Services in the development and maintenance of effective and diverse communications between staff side, management, employees and key stakeholders. Proactively work with managers and staff side representatives to develop and promote a culture of healthy employee relations and effective partnership working. Ensure the results of the National Staff Survey, Staff Friends and Family Test are widely communicated and understood, identifying key areas for development with the CMG. To support the People Partner and Head of People Services, in conjunction with CMG / Directorate teams, on action planning and evaluation to deliver improvements in all areas highlighted, defining measurable improvements and timescales.
• Support the local implementation of the Trust’s health and wellbeing agenda, including the development of action plans to address staff opinion survey results within the division/directorate.
• Design, develop and deliver training programmes on relevant HR issues. Participate in training initiatives designed to raise manager’s awareness and competency in HR related issues within the organisation; this includes developing, designing and delivering the training programmes.
Please see job description/person specification for full details on the role
This advert closes on Tuesday 2 Jul 2024