Human Resources Business Partner - Venn Group : Job Details

Role: HR Business Partner

Banding: 8a

Division: Corporate and Planned Care Division

Responsible to: Head of Employee Relations & Business Partnering

Accountable to: Deputy Director of HR & OD

Job Purpose: 

To provide a professional strategic HR service, ensuring up to date expert, consistent advice, support and practice covering all staff. The post holder will be providing expert advice and support in a specific TUPE programme, and will be responsible for leading this project. The Business Partner will be an integral member of the divisional top team, supporting all workforce issues and ensuring that the workforce is aligned to achieve the business priorities and objectives; Developing and monitoring divisional level workforce plans that support the delivery of strategic objectives both internal and external to the organisation; Leading on supporting senior leaders in division and business areas in developing and implementing divisional workforce strategies; Supporting the development and use of workforce engagement, productivity and performance metrics; Ensuring devolved divisional training budgets have value adding outcomes are most effective, monitored and evaluated and aligned to divisional objectives

Change Management

To lead and deliver on the TUPE of services, coordinating all aspects of the programme, liasing with external and internal stakeholders. To deliver key HR initiatives and change programmes ensuring that they are delivered in accordance with agreed requirements and in line with required best practice and associated legislative drivers. Where relevant benefits realisation exercise should be conducted and introduction of new ways of working supported by use of technology. To work with workforce colleagues on organisation-wide change programmes

Business Strategy and Objectives

Work in partnership with senior leaders in the divisions to deliver Trust and divisional business strategy and objectives by: Ensuring that workforce issues are fully considered in business strategy; Developing divisional workforce strategy in line with the Trust’s Workforce Strategy, vision and priorities. This will include supporting with; business planning, business critical posts, talent management, succession planning, effective and appropriate use of temporary workforce etc. National landscaping of emerging approaches, policies, procedures and best practice; and subsequently implementation accordingly; Lead on identifying and delivering workforce related cost improvement programs (CIP) across the Division, resulting in the associated savings; Developing and implementing plans to improve performance and productivity to achieve delivery of high quality patient services, operational and financial targets in conjunction with divisional management teams.