Medical Workforce Business Partner | Cambridgeshire Community Services NHS Trust

Dyddiad hysbysebu:	24 Tachwedd 2025
Cyflog:	Heb ei nodi
Gwybodaeth ychwanegol am y cyflog:	£47,810 - £54,710 per annum, pro-rata
Oriau:	Llawn Amser
Dyddiad cau:	24 Rhagfyr 2025
Lleoliad:	St Ives, PE27 4LG
Cwmni:	Cambridgeshire Community Services NHS Tr
Math o swydd:	Parhaol
Cyfeirnod swydd:	7635031/448-HRR-7635031

Crynodeb

Are you a dedicated team player eager to be part of a dynamic and evolving HR department, where you can have a significant impact on enhancing the overall employee experience?

We are looking for an experienced Medical Workforce Business Partner to join our busy HR team.

If you have answered "yes" to the above, then this opportunity is for you!

You will be an integral part of the senior leadership team within your area, developing effective working relationships, negotiating and influencing in order to support the achievement of the People Strategy and Trust Objectives. The HR Team is responsible for supporting all our workforce to achieve the Trust vision and values.

An exciting opportunity has arisen for a Medical Workforce Business Partner to become a part of our HR Team. Within this collaborative environment. The successful candidate will be required to effectively provide advice regarding Medical and Dental terms and conditions, Employment related policies and procedures as well as support managers with employee relation casework and complex sickness cases.

Please note the base for this role is Cambridgeshire, but with a requirement for occasional travel to Bedfordshire or Norfolk where required.

Should we receive a high number of applications we reserve the right to close this vacancy at any point after 01/12/2025.

Responsible for delivering a professional, comprehensive, proactive and high-quality employee advisory service with a major focus on medical and dental workforce, to managers and staff and supporting the HR Business Partners in undertaking their professional and operational responsibilities.

To lead, with the support of the Medical Director and Workforce leadership team, the provision of specialist medical and dental workforce support.

Manage the Medical Workforce administrator and collaborate with other workforce teams on the delivery of activities involving medical and dental staff.

To coach managers in their development to improve the people management practice of their teams to ensure well-being and support of employeesSupport continuous improvement to people management practice through a lessons learnt approach, including help to managers for them put reasonable and appropriate measures in place to prevent employment relations cases occurring.

To work in partnership with Operational Service Leads to provide professional customer-focused HR advice and HR solutions that support the business

Rated ‘Outstanding’ by the Care Quality Commission, we are proud to provide high quality innovative services across most of the east of England that enable people to receive care closer to home and live healthier lives.

There’s one reason why our services are outstanding – and that’s our amazing staff who, for the seventh year running, rated us incredibly highly in the national staff survey.

If you share our passion for innovative and high-quality care delivery, then please submit your application and join us on our exciting journey as a leading-edge specialist community provider. All are welcome to apply and our promise to you is a culture which prioritises staff engagement and development.
Main Duties and Responsibilities
1. Provide comprehensive support to managers, staff and workforce teams on the implementation of medical and dental employment terms and conditions and related matters.
2. Provide advice to managers, staff and other workforce teams on all matters relating to terms and conditions of the medical and dental workforce.
3. To analyse and advise managers on complex employee relations issues, including leading on advise in relation to Managing High Professional Standards, consulting and negotiating with staff side representatives and Regional Officers to achieve successful outcomes.
4. Manage annual changes to the resident doctor rotations, working with the Deanery to confirm the annual intake; ensuring workforce systems, eg. ESR , healthroster , are updated in a timely manner, ensuring appropriate service involvement; and onboarding and induction of resident doctors.
5. Support the recruitment team, managers and the Medical Director with the recruitment of medical and dental staff, working with Royal Colleges to agree job descriptions; ensuring contracts of employment are accurate; issuing honorary contracts and secondment agreements.
6. To deliver with the Medical Director, the annual job planning process in accordance with terms and conditions. Ensure the maintenance of the digital job planning system and provide advice and support on its use, escalating any issues of concern.
7. To ensure the maintenance of the annual appraisal digital system and associated processes for appraisal and revalidation across the medical workforce.
8. Employee Relations: To provide HR support to managers on a range of complex employee relations issues, specifically around sickness absence management, grievance and disciplinary management, ensuring internal policies and procedures are followed and supporting managers in following and implementing the procedures. To be an advocate for best Employee Relations management practice through the fair, efficient and pragmatic application of best practice techniques. Comply with the monitoring of day-to-day HR caseload by keeping the monitoring spreadsheet up-to-date.
9. Proactively manage sickness absence in line with the organisations’ Sickness Absence Management Policy, supporting managers to ensure quality and timely referrals to occupational health and informal and/or formal meetings/ hearings as appropriate.
10. Ensure regular updates are provided on the progress of employee relation cases and seek advice as required.
11. Provide workforce information to managers in a timely and accurate manner, eg sickness data including, analysing the information and advising managers of appropriate strategies.
12. To support the wider HR Business Partner team, where required with consultations, e.g. attending meetings, undertaking redeployment interviews etc including providing advice in connection with business tenders and workforce aspects of service transfer or new service implementation.
13. Develop and maintain effective consultation processes with staff side representatives as appropriate. Ensure the organisation adheres to the Trust’s policy to invite staff side colleagues to attend individual meetings with employees; and facilitate wider involvement of staff side representatives in staff consultations, and reorganisation and redeployment situations. Support the Medical Director and Deputy Chief People Officer with the arrangement of regular meetings and the development of agendas for the Medical and Dental Negotiating Committee.
14. Interpret and advise managers on the application of terms and conditions of employment, with a specialist knowledge of medical and dental terms and conditions, ensuring compliance with the organisation's internal policies and procedures and employment legislation. This will include informal coaching and the writing and presenting of courses on HR subjects.
15. To ensure compliance with employment legislation where medical and dental workforce are employed. In support of the HR Business Partner team, assist in proactively advising Service Managers of the implications of new legislation.
16. Participate in work to harmonise and develop Trust-wide HR policies in response to changes in employment legislation and the transfer in of groups of staff under TUPE.
17. Ensure the Trust’s compliance with equal opportunity and diversity legislation. This may incorporate knowledge of discrimination law, awareness of protected characteristics, and completion of equality impact assessment documentation.
18. Resourcing: Advise, and report to the Head of HR, Recruitment and Retention, on all matters related to the appropriate use of people resources within the divisions.
19. Support managers in the area of workforce utilisation to improve both individual, team and organisational performance. Support managers in the management of capability and performance issues in their teams with the aim of reducing sickness absence and managing under-performance.
20. Ensure that processes are established, monitored and reviewed which support the retention of staff.
21. Training & Development: Contribute to the design, development and implementation of training & development programmes to meet identified needs. This will include informal coaching and the writing and presenting of courses on HR subjects.
22. Information Management & Analysis: Undertake regular data analysis for the Medical Director and share key metrics with Service Leads/Locality Managers. Discuss trends with managers as a basis for performance management, management of attendance and delivering improvement. Validate information to ensure it is accurate.
23. Agenda for Change job matching: to advise on job matching/evaluation and banding and to act as a panel member as part of the job matching process.
Communication

Communicates highly complex, sensitive and contentious information, e.g. delivering contentious information in redeployment, redundancy and relocation situations; consults and negotiates with staff side representatives where agreement and co-operation are required; supports managers at grievance and disciplinary hearings; presents specialist training courses in own discipline to large groups.

Communicate with both internal and external agencies, e.g. County Council, other organisations in TUPE situations; trades unions. Promotes anti-discriminatory practice.
People Management

Maintain own professional development and requirement to take part in appraisal and KSF process.

Manage the Medical Workforce administrator in accordance with Trust terms and conditions.
Research & Development Activity

Required to undertake audits, as necessary to own work, i.e. caseload audits.
Clinical and Practice Governanc
1. Observe and maintain strict confidentiality with regards to any patient/family/staff/records and information in line with the requirements of the Data Protection Act.
2. Any data that is taken/shared as part of a phone call or transported, faxed, or transferred electronically must be undertaken with regard to the Trust Information Governance and Information Security policies.
3. The post holder must adhere to the Trust risk assessment and risk management processes
4. The post holder must adhere to infection control policies and procedures
5. Undertake mandatory training and any other training relevant to the role as required by Cambridgeshire Community Services NHS Trust.
6. The post holder must participate in clinical and safeguarding audits as required
7. The post holder is required to participate in relevant emergency preparedness process for their team.




This advert closes on Monday 8 Dec 2025

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