Medical Workforce Business Partner
| Posting date: | 24 November 2025 |
|---|---|
| Salary: | £47,810.00 to £54,710.00 per year |
| Additional salary information: | £47810.00 - £54710.00 a year |
| Hours: | Full time |
| Closing date: | 08 December 2025 |
| Location: | St Ives, PE27 4LG |
| Company: | NHS Jobs |
| Job type: | Permanent |
| Job reference: | C9448-25-0327 |
Summary
Main Duties and Responsibilities Provide comprehensive support to managers, staff and workforce teams on the implementation of medical and dental employment terms and conditions and related matters. Provide advice to managers, staff and other workforce teams on all matters relating to terms and conditions of the medical and dental workforce. 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. 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. 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. 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. To ensure the maintenance of the annual appraisal digital system and associated processes for appraisal and revalidation across the medical workforce. 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. 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. Ensure regular updates are provided on the progress of employee relation cases and seek advice as required. Provide workforce information to managers in a timely and accurate manner, eg sickness data including, analysing the information and advising managers of appropriate strategies. 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. Develop and maintain effective consultation processes with staff side representatives as appropriate. Ensure the organisation adheres to the Trusts 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. 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. 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. 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. Ensure the Trusts 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. 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. 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. Ensure that processes are established, monitored and reviewed which support the retention of staff. 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. 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. 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 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. 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. The post holder must adhere to the Trust risk assessment and risk management processes The post holder must adhere to infection control policies and procedures Undertake mandatory training and any other training relevant to the role as required by Cambridgeshire Community Services NHS Trust. The post holder must participate in clinical and safeguarding audits as required The post holder is required to participate in relevant emergency preparedness process for their team.