NHS Jobs
Location
Stoke on Trent, Staffordshire | United Kingdom
Job description
To support the Chief People Officer in the provision and management of a comprehensive People, Organisation Development and Inclusion function to the Trust. To deputise for the Chief People Officer as required at a national, regional, system and internal level regarding People, OD, and D&I matters. To lead on the development and implementation of the Trusts People plan (including the development and delivery of workforce plans, people policies, recruitment, People/HR systems, initiatives based upon national guidance, best practice and appropriate legislation). To lead and manage the People function. To work across the system on People projects supporting a Staffordshire approach to policy development. Developing People Policies for the Trust and working jointly with other providers to create a consistent approach. To provide People/HR input to all the organisations policies and strategies. Key Duties/Responsibilities Provide leadership, direction and support to the People team and to Trust managers regarding Workforce related matters. To lead the review and development of People strategy, policies, procedures and practices. To lead and promote optimum standards of professionalism within the directorate by the effective recruitment, development and motivation of directorate staff to achieve the directorates/Trusts objectives. To be proactive in providing credible expert advice to senior management in terms of strategy for implementation of organisational change and in managing effectively the employee relations consequences which may arise. To interpret new employment legislation, national guidelines and best practice initiatives, assess the impact on the organisation and lead on developing and implementing adaptations to organisational policies and practices to meet organisational requirements. Interpret highly complex employment law and case law to provide authoritative advice on human resource/employment relations issues. Ensure all staff have access to the Trust employment policies and procedures. To lead and participate in the implementation of change management projects, which are cross-Trust issues and are in support of the delivery of Trust objectives; for example, Agenda for Change/Terms and Conditions, ESR and Occupational Health delivery. To ensure the provision of comprehensive recruitment, advice & guidance, including strategic support to the Executive Team and Senior Managers in areas such as workforce planning. Act as contract lead in managing the Payroll SLA. To be the Trusts expert on all employee relations and to promote and maintain positive relationships with staff side colleagues. Membership and participation at agreed committees (internally, system wide, regionally and nationally). Provide leadership and support within Workforce and trust wide to ensure delivery of high standards of service and ensure professional working relationships at all levels Chair meetings including as examples; Joint Negotiation Consulting Committee (JNCC), Partnership Working Group (PWG), Health & Wellbeing Strategy Team, and other Ad hoc meetings as required. To lead and review the Trusts Workforce performance through audits and other performance management tools (KPIs), recommending and instigating improvements where appropriate. Lead on reporting of People/HR and Workforce metrics, including development of new metrics and measures as required. Work with the Chief People Officer to ensure the ongoing development of the workforce capability in the Trust through the development of human resource staff and the development of human resource expertise in managers at all levels. To identify areas where the service can be improved and to source / develop initiatives that drive the service forward. Ensuring that People/Human Resource policies and procedures are fully understood and are implemented consistently across the Trust. To ensure that managers are provided with an effective recruitment and selection service, including timely advice as appropriate on current legislation relating to Diversity and Inclusion. Demonstrate continuous professional development. Support Workforce in developing skills in relation to role and department goals. Attend training courses as required related to the role and feedback this information as required. Provides and receives highly complex, highly confidential and highly sensitive/contentious information regarding organisational strategies, serious incident investigation, re-structuring & redundancy situations. Communicates Trust wide and beyond to influence and motivate staff at all levels and so drive the Trust change and engagement agenda. To advise managers of the Trust on terms and conditions of service taking in to account NHS requirements/guidelines and current employment law. To interpret complex information/situations and use professional judgement and a pragmatic approach in the absence of guidelines. To provide an expert service for managers on implementing Trust policies for handling discipline, grievance, bullying & harassment and capability issues as they arise, including participation in panel membership as appropriate. To provide a professional and credible lead to all workforce teams and other staff where appropriate, in the handling of sensitive, emotive, contentious and challenging employment issues. To maintain confidentiality at all times. Ensure the existence of effective and efficient information systems to provide data and workforce reports and key performance indicators e.g. turnover, absence, diversity etc. As budget holder for Workforce, Medical Staffing, HR Information Systems, Recruitment and Staff Wellbeing and Counselling team budgets, ensure the appropriate use of budget and of wider workforce budgets while striving to ensure value for money across the directorate and Trust. Manage and monitor allocated budgets. Make appropriate decisions in relation to the budget and aim for value for money in each workforce action. Develop action plans and ensure compliance with workforce plans and D&I schemes. Assist in preparation of the annual Trust Business Plan, training and workforce plans. Provide professional advice and support when required to Trust Committees such as People, Culture & Development Committee (PCDC). JNCC and Joint Local Negotiating Committee for Medical Staff (JLNC) Ensure a fair and consistent approach in handling matters relating to grievance, disciplinary, equal opportunities, recruitment and selection, absence management, performance management and appraisals. Specialist/technical requirements Ensure that People issues are systematically identified and addressed in the context of the business planning and organisational development processes and that implementation is managed. To provide, receive and process highly complex, sensitive and contentious information including presentations to senior management; panel member of dismissals and appeals. Act as Trust representative at Employment Tribunals and giving witness evidence as appropriate. Provide information to staff and staff representatives either in writing, through presentations to large audiences or through complex negotiation with representatives. Act as Trust lead in driving robust and effective recruitment processes and procedures. To interpret and assess developing national and local NHS People strategy and employment law at an early stage and recommend courses of action to senior management on the risks and benefits realisation to the Trust. Deliver and facilitate development events and where appropriate assessment centres both internally and externally. To receive, review and authorise a monthly budget report for the People Team and to liaise with the Financial Management team. To represent the Trust at a system level with regards to Workforce/People work streams. Responsible for interpreting legislation and policy and developing organisation wide People Strategy. Lead in the development, implementation and ongoing management of the Trust-wide Workforce Plan. Recruit, plan and implement the development of the Workforce team and be involved in the wider Directorate and Senior Management Team. Ensure Medical Staffing processes and procedures support the needs of staff and the Trust in delivering a first-class medical staffing service. Ensure that employee relations records / personal files are kept up to date and stored confidentially and under GDPR. Ensure accurate and comprehensive ER database is maintained in electronic and manual personnel records and relevant documentation. Undertake Personal Development Plans for all staff within area of responsibility. Monitor and audit as necessary the implementation of People/HR policies and performance management targets. Operate within people/HR policies and procedures, plus employment legislation, national People/HR strategy, with a requirement to interpret and make professional judgement, which does not have a detrimental impact on organisational ability or a negative effect on employee relations. Take lead responsibility for key People/HR systems such as Electronic Staff Records, Trac, etc. Promote service of People/HR systems to ensure they are used to their full extent. Lead responsibility for the effective and timely design, consultation, negotiation and implementation of all People/HR/employment related policies and procedures across the Trust. Engage and contributes to system, regional and national policy development. Work with senior colleagues to ensure all staff costs across the Trust (e.g. overtime costs and agency costs) are effectively managed. Lead on the development of a trust-wide/long term integrated workforce plan ensuring it is co-produced in partnership with the Associate Directors (ADs) of other Trust Departments and People Business Partners. Undertake activity necessary to ensure that professional qualifications are maintained. Ensure ongoing personal and professional development.
Job tags
Salary
£83.57k - £96.38k per annum
