HR Business Partner
| Posting date: | 25 September 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: | 12 October 2025 |
| Location: | London, SW10 9NH |
| Company: | NHS Jobs |
| Job type: | Contract |
| Job reference: | C9289-CR-52 |
Summary
Proactively contribute to the development of divisional workforce plans, ensuring that workforce plans are consistent with corporate workforce priorities and that financial, activity and HR metrics are aligned. Support the development of business cases and service development plans ensuring that productivity metrics, workforce and role redesign options are fully explored. Set and agree key workforce performance indicators for the division and clinical directorates, analysing data each reporting period and driving discussions with divisional management teams to ensure plans are put in place to resolve areas of concern. Lead organisational thinking regarding external changes and impact on the divisions workforce and work in collaboration with professional leads in the development of innovative workforce interventions, solutions and best practice ways of working. Proactively seeks to understand readiness for change plans across the division and develop and lead initiatives to ensure successful implementation with key stakeholders, including engaging and consulting with trade unions. Ensure structural change is well managed. Drive strategic discussions in the areas of people and succession planning to ensure the division has the right talent in the right place at the right time, forecasting people needs and ensuring that these are being met. Develop and monitor recruitment and retention strategies for hard to fill posts and ensure recruitment controls are in place Lead on the development of a climate of active staff engagement in support of the objectives of the Trust, in particular the delivery of exemplary patient safety and experience. Use the national staff survey and develop innovative ways of tracking and reporting on staff experience, to develop interventions to enhance engagement. Promote organisational development and change across the division by understanding and interpreting leadership issues and delivering innovative leadership development solutions that change behaviours. Champion the continuous development of leadership capability by: o Leading the divisions talent management process and aggregate development requirements to inform training needs o Ensuring line managers are trained and supported in dealing with staff management issues. o Leading on the delivery of division wide coaching to build capability o Developing bespoke organisational development and training initiatives In conjunction with professional leads and the learning & development team, proactively lead the improvement of capability across the divisional teams at every level, ensuring performance is managed effectively and agreeing development activities through central programmes and division specific development activities. Provide advice on very complex people issues, coaching senior divisional managers to achieve sustainable solutions, ensuring managers seek appropriate advice on employee relations cases. Participate in the divisional budget setting process, advising on workforce numbers and the impact of planned service developments and cost improvements. Participate in Trust-wide workforce projects as agreed with the Chief People Officer and the Deputy Chief People Officer, contributing and leading on the development of policies, strategies and plans, ensuring their alignment with business objectives, Trust values and best practice. Regularly research HR best practice and ensure that divisional organisational development processes are kept updated as appropriate. This job description may be subject to change according to the varying needs of the service. Such changes will be made after discussion between the post holder and his/her manager. All duties must be carried out under supervision or within Trust policy and procedure. You must never undertake any duties that are outside your area of skill or knowledge level. If you are unsure you must seek clarification from a more senior member of staff.