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Strategic HR Business Partner

Posting date:	04 August 2025
Salary:	£72,921.00 to £83,362.00 per year
Additional salary information:	£72921.00 - £83362.00 a year
Hours:	Full time
Closing date:	18 August 2025
Location:	London, SW17 0QT
Company:	NHS Jobs
Job type:	Permanent
Job reference:	C9200-25-0893

Summary

Workforce modernisation Act as an advocate for change, in identifying the need for delivering productivity and efficiency improvements through working practicesActively lead by commissioning and supporting the implementation of OD and workforce improvement initiatives Coach managers in the process of implementing change and supporting those involved in and affected by itRegularly review and assess established working practices and staff management practices to ensure they continue to support efficient operational delivery Act as an advocate for change in identifying the need for delivering productivity and efficiency through working practices e.g. new roles and ways of working that are supported by influencing a review of the clinical pathways, role design, educational plan and improved performance measurement systems Actively lead and support the implementation of OD and workforce improvement initiatives through internal consultancySupport financial planning activity within the division through contribution to workforce planning, efficiency programme and agency worker control achieved by developing an annual resourcing pipeline report and monitoring accordingly Workforce planning Consider and plan for emerging trends and uncertainties in workforce demand and supply within the multi-disciplinary teamLead on the identification and development of Workforce Cost Improvement Initiatives,project managing these and engaging with relevant stakeholders to ensure delivery Lead on the development of workforce plans in all Workforce related business cases providing the required trajectory for resourcing accordingly Explore and apply novel approaches to overcome identifiable difficulties Lead, develop and evaluate an effective and deliverable workforce plan that fully supportsthe delivery of divisional/corporate services and Trust key business objectives Establish and oversee the delivery of an affordable divisional/corporate services in recruitment and retention plan Increase workforce planning awareness and capability across the division, and commission appropriate associated training and development interventions Proactively support the Divisional Medical Director, clinical leads and operational managers in the effective application of annual consultant job planning process, ensuring alignment to the business needs of the division and hence capacity In conjunction with the OD team, ensure that the talent management strategy is embeddedin the divisions/corporate services, including the development of career pathway/progression plans Workforce performance Lead the workforce component of the divisions cost improvement plans to ensure effective delivery to agreed timescales Analyse divisional workforce data to identify priorities and plan future actions through regular review of workforce metrics Ensure the efficient supply of relevant workforce intelligence for managers, in order to inform management decision-making and to improve the divisions performance in relation to workforce key performance indicators (KPIs) Benchmark against other NHS organisations to seek best practice Provide strategic, specialist advice to the Divisions/Corporate services on the workforce impacts and implications of short to long term business planning (1-5 years) to enablethem to meet present and future business challenges to provide top quality patient careand meet its financial targets Support managers to interpret and analyse data to enable productivity gains including supporting the development of strategies to improve motivation, engagement,development and attendance of staff Lead on benefits realisation exercise on investment into new roles within Divisions/Corporate areas working with relevant key stakeholders Work with the Divisional Directors to develop appropriate metrics within the divisions that measure engagement, productivity and key HR & OD success criteria. Work with the Director of Workforce to develop metrics which measure contribution of the StrategicHRBP roles to Trust objectives Employee Engagement Work with clinical leaders, managers and staff representatives to develop and prioritise a culture of effective employee relations and partnership working across all areas of the division Coach line mangers and other key individuals in the effective management and motivation of self and others Work with the Division/Corporate services to ensure staff have an annual Personal & Development Review and monitor the compliance requirements accordingly, taking remedial action when required Work with the Division/Corporate services to encourage and enable staff to feel empowered to change and improve the workplace through, for example, the application of engagement methodology, focus groups, and regular local surveys Develop in conjunction with the Trust engagement lead, a Division/Corporate staff engagement plan which aims to improve staff involvement, motivation and contribution, while also supporting personal and career development, and the health and wellbeing ofstaff Research reasons for leaving in order to inform retention initiatives and share learning across and between divisions / corporate services Organisational Development To support, in collaboration with the centres of excellence, the design and delivery of strategies, that support the Trusts ambition to be a high performing organisation; to include initiatives which foster a high performance culture, where valuing learning, continuous improvement and diversity are the norm Ensure that the ways in which plans and strategies are delivered and change is implemented is coherent with Trust and departmental goals and values To identify opportunities for performance improvement through, for example, undertaking internal diagnosis and process/system reviews in order to understand barriers and devise possible solutions Take account of and develop staffs skills and engagement; use appropriate and effective leadership behaviours that are most likely to achieve success Change management, engagement and staff well-being Working in collaboration with the centres of excellence for Staff Health and Wellbeing, Leadership and OD and Staff Engagement:Identify specific employment issues from workforce trends and staff feedback mechanisms and support the development of local and Trust-wide HR interventions to meet business needs Champion best HRM practice, influencing key business decisions to ensure the effective management of staff through the fair, efficient and pragmatic application of best HR practice; this will include working with the employee relations team to provide training andcoaching for managers in HR policy and practice, and the monitoring and development of best HR practice to embrace diversity in the workforce Lead the development of interventions which improve HRM practice, management competence and leadership for managers and all levels in the division Advise, coach and support local leaders and managers in the development of people management skills and competence within their teams Partnership working to ensure there are robust arrangements and positive relationships in place to engage with unions and professional association Foster a positive climate of employee relations within the Trust, to sustain an effective partnership approach, develop and maintain good working relationships with representatives of Trade Unions and staff organisations Medical workforce planning Working with the Head of Medical Workforce and in partnership with the Divisional Chairs and clinical leads, ensure consultant job plans are integrated into the business planning process Ensure job planning is completed efficiently, providing coaching, advice and support to Clinical leads and managers as appropriate Ensure job planning is aligned to the delivery of business needs of the Divisions as part of the annual business planning cycle taking into account Commissioning intentions Employee relations Working with employee relations centre of excellence, monitoring the type, complexity and volume of ER cases in the division to diagnose organisational health and other issues for the division which need to be addressed and then working collaboratively with specialist leads propose appropriate interventions/solutions To horizon scan the broader external climate to identify government policy, economic and other social issues which may affect trends in industrial relations and then proactively anticipate any issues for the Trust ahead of them occurring so contingency plans/solutions can be developed When required, provide senior HR advice and support at appeal hearings Policy, service organisational and professional development To oversee the annual appraisal process, monitoring compliance with the timetable and working with the Director of People to ensure consistency of equality in appraisal documentation Support the planning of an annual OD work plan for the Division/Corporate areas in conjunction with the OD centre of excellence To contribute to the development of policies and procedures as required