Human Resources Business Partner (HRBP)
University College London Hospitals
London
Job overview
An exciting opportunity has arisen for an experienced HR Business Partner – with a passion for making UCLH the best place to work – to join the Medicine Clinical Board workforce team at UCLH.
Partnering with clinical divisions with approx. 1,000 staff, you will be responsible for providing high quality strategic and operational workforce expertise, guidance and advice. You will oversee best practice people management within your areas of responsibility, and contribute towards the development of a positive, compassionate, and inclusive working culture.
As part of the Medicine Clinical Board workforce team you will also lead on wider workforce initiatives and programmes.
For an informal discussion regarding the role please contact James Hilton, Head of Workforce at [email protected]
Main duties of the job
You will be responsible for providing high quality strategic and operational workforce support to ensure best practice people management within your areas of responsibility and across the wider workforce function. Your duties will include:
Local workforce strategy / plans in place which reflect the business, opportunities for growth, plans for redesigned services and alignment to the overall Trust workforce strategy.
Clinical and managerial leaders are supported and equipped with the skills, confidence and expertise to lead their teams effectively.
Effective and efficient use of staff resources across all staffing groups, resulting in high quality and safe patient services and value for money.
High performing and motivated teams within Divisional / Functional areas, with agreed performance objectives and development plans in place.
Compliance with employment legislative framework and NHS and Trust workforce-related policies and best practice.
Workforce risks within Divisional areas are anticipated and mitigated to protect the Trust’s reputation, through proactive stakeholder engagement and in-depth understand of service / operations.
Supervision / coaching of HR staff within Board, as required, and sharing of learning within the HRBP community
Working for our organisation
The Medicine Clinical Board consists of approximately 2,500 staff across a variety of services and specialties which include the Emergency Services Division, Critical Care Division, Clinical Support Division, Infection Division, Pathology Division, Integrated Care Division, MSK Camden Division and Medical Specialities Division.
As HR Business Partner you will be responsible for half of MCB’s services, working closely and collaboratively with your other HRBP colleague.
You will be an integral part of the Medicine Clinical Board workforce team, with responsibility for the line-management of a Senior HR Advisor.
Detailed job description and main responsibilities
Insight, strategy and solutions
Develop actionable insights and solutions, prioritised and tailored around a deep understanding of the business, contextual and organisational understanding.
Leading HR
Provide active, insight-led leadership: owning, shaping and driving themselves, others and activity in the organisation.
Organisational design
Ensure that the Division(s) are appropriately designed to deliver Trust objectives in the short and long-term and that structural change is effectively managed.
Organisational development
Ensure the Division(s) has a committed, ‘fit for the future’ workforce needed to deliver its strategic ambition. Play a vital part in ensuring that the Trust’s culture, values and environment support and enhance its performance and adaptability. Provide insight and leadership on development and execution of any capability, cultural and change activities within areas of responsibility.
Resourcing and talent planning
Ensure the Trust is able to identify and attract key people with the capability to create competitive advantage and that it actively manages an appropriate balance of resource to meet changing needs, fulfilling the short and long-term ambitions of the Trust’s strategy.
Learning and talent development
Ensure that people at all levels of the Trust possess and develop the skills, knowledge and experiences to fulfil the short and long-term ambitions of the Trust and that they are motivated to learn, grow and perform.
Performance and reward
Build a high-performance culture by delivering programmes that recognise and reward critical skills, capabilities, experience and performance. Ensure that the NHS reward system is applied effectively and with innovation.
Employee engagement
In the context of the Trust’s objectives, ensure that in all aspects of the employment experience – the emotional connection that all employees have with their work, colleagues and to their organisation (in particular line manager relationship) is positive and understood, and that it delivers greater discretionary effort in their work and the way they relate to their organisation.
Employee relations
Ensure that the relationship between the Trust and its staff is managed appropriately within a clear and transparent framework underpinned by organisational practices and policies and ultimately by relevant employment law.
Service delivery and information
Ensure that the delivery of all HR Services and information to leaders, managers and staff within the organisation is accurate, efficient, timely and cost effective and that human resource data is managed professionally.
Person specification
Knowledge and Qualifications
Essential criteria
- Educated to degree level
- Masters Level or equivalent knowledge acquired by experience
- CIPD qualified or equivalent
- Evidence of continuing professional development including regular attendance on internal and external study programmes
- Workforce planning expertise acquired through formal training or equivalent experience
- In depth knowledge of current thinking and policy affecting the workforce in the health and public sector
Skills / Abilities
Essential criteria
- Proven track record of operational and strategic HR achievement at a senior level, working across a broad remit including OD
- Sound, up to date knowledge of HR best practice, employment law, current thinking and developments in HR
- Experience of leadership of complex change management
- Quality focussed with an innovative, flexible approach and the ability to solve complex problems.
- Experience of being able to balance competing priorities and meet personal and Trust targets within a fluctuating and demanding workload
- Demonstrated attention to detail and risk management expertise
- Experience of implementing new policies and new ways of working across a service
- Advanced analytical and judgement skills which require management of complex facts and problems solving skills
- Sound IT skills (Microsoft Office, Word), experience of manipulating HR databases
- Ability to respond to urgent situations in a calm, empathetic and logical manager and manage stressful situations
- Ability to think and plan strategically, tactically and creatively and to prioritise work programmes in the face of competing demands
Desirable criteria
- Proven NHS/public sector experience and knowledge
- Ability to design and deliver training
Communication
Essential criteria
- Ability to manage highly complex and difficult situations where there is often direct conflict
- Highly developed communication skills, ranging from informal 1:1 discussions, formal presentations, and written reports including data analysis covering both oral and written skills
- Strong strategic influencing, persuading and negotiating skills
- Demonstrable ability to coach and train others, and model these behaviours to senior managers
Desirable criteria
- Mediation and/or facilitation skills and the ability to gain mutually acceptable outcomes
Personal and People Development
Essential criteria
- Experience of service redesign and development
- Ability to work with and through others
Desirable criteria
- Demonstrable record of successful line management of staff and proven team leadership and motivational skills
Resource Management
Essential criteria
- Demonstrable experience of working with financial management systems
- The ability to develop and manage initiatives within financial restraints and deliver to deadlines
We are committed to ensuring that no job applicant or employee receives less favourable treatment on the grounds of age, disability, gender reassignment, marriage or civil partnership, pregnancy or maternity, race, religion or belief, sex or sexual orientation or is disadvantaged by requirements that cannot be justified.
UCLH recognises the benefits of flexible working for staff and has a dedicated policy which allows staff to apply for flexible working right from the beginning of employment. For more information please go to: https://www.uclh.nhs.uk/work-with-us/why-choose-uclh/flexible-working.
We offer our permanent staff an interest free season ticket loan for travel, all our staff have access to free independent and confidential support, large retail discounts, a staff discount platform, cycle to work scheme and on-site accommodation to name a few.
Additionally, UCLH Arts and Heritage’s staff wellbeing programme, Creative Comfort, offers a variety of ways to engage with the arts as a member of UCLH staff. You can try out the weekly choir, weekly art club and join the Culture Club for exclusive access to free and discounted tickets for opera, exhibitions, theatre and more.
We recognise, reward and thank colleagues by nominating them for our annual Celebrating Excellence Awards, which are funded by UCLH Charity.
We are also members of www.mytrustbenefits.co.uk/ which offers discounts on high street retail stores, offers on travel deals, and also to take advantage of cash back schemes.
This vacancy may close before the current listed closing date. You are advised not to delay submitting your completed application.
Please note that all correspondence regarding your application will be via email. The emails will be sent to you via TRAC.jobs and not via NHS Jobs, we encourage you to check your inbox regularly.
Please note that if you are at present in a training position on the 2016 new junior doctor’s contract and are applying for a Trust doctor role your salary will not be pay protected.
You will be placed on the appropriate point of the Trust Doctor pay scale based on your previous experience.
Please note that if you have not heard from us within 3 weeks of the closing date of the advert to assume that you have not been shortlisted on this occasion.
The Trust uses electronic new starter forms on Trac to collect personal details. Information collected is securely stored and used to set up the employee record on the ESR HR system.