Assistant HR Business Partner

Job overview

Job Purpose: As the Assistant HRBP you will work closely with workforce colleagues to provide a proactive and quality HR Business Partnering service, acting as HRBP to a designated ICSU/Corporate division. The Assistant HRBP will be part of the workforce team and will be responsible for providing a high quality, comprehensive, customer focused and service to managers and staff within the Trust.

Main duties of the job

Job summary:

The postholder will:

For the designated ICSU/Corporate Function, work closely with the Management team, to include the following; Monthly Board Meetings, Cost Improvement Programmes, Staff Survey plans, workforce planning, recruitment and retention plans.

Work with the HRBP Strategy working with the wider Workforce team to address development issues for the workforce.

Provide advice and support to managers on dealing with people management issues through the various  informal/formal stages.

Compile reports for the HRBP and ICSU/Corporate Function Management Teams on workforce activity, highlight and address any areas of concern in addition compile service specific reports and attend agreed service management meetings.

Coach and up skill managers to proactively manage staff within Trust policy.

Be responsible for supporting managers on the formulation of solutions to any HR issues within scope.

Support the training and development of managers in the development of their people management skills, knowledge of Trust policies & procedures and best HR practice.

Support the organisational change agenda working collaboratively with key decision makers, senior managers and Directors to inform and influence organisational development.

Detailed job description and main responsibilities

Hey Result Areas & Performance:

HR Practice 1. To advise managers and staff on highly complex issues relating to the correct application of National and Local Terms and Conditions of Employment, including all pay and grading issues. 2. To provide proactive, effective and appropriate guidance, when required, on the interpretation and implementation of Trust policies and procedures. 3. To provide advice and support to managers in the management of disciplinary, Dignity at Work, sickness absence management and grievance issues; (a) in the initial stages of the informal processes and (b) in the formal stages in accordance with Trust policy and procedure. 4. To sit on hearing panels (including appeals) for all staff. 5. To advise and support managers in the management of staff attendance including advice on the Bradford Score system. To facilitate action in conjunction with Occupational Health, including rehabilitation, redeployment and ill health retirement in accordance with the sickness absence policy. 6. To provide pro-active advice and guidance to managers on new/relevant employment legislation and procedures. 7. To assist in the preparation of documentation and related tasks required in the defence of any employment claims received by the Trust, including attendance at Employment Tribunals. 8. The postholder will make a significant contribution to the development and implementation of employment policy and practice in line with changes to legislation. This will involve negotiation and consultation with managers and ensuring appropriate training within own area. 9. To undertake research (e.g. best practice, employment legislation, NHS Terms & Conditions) in all areas across workforce partnering and advisory service. 10. To support the HRBP as appropriate, in providing support and advice on issues such as service and contract planning, TUPE transfers (in and out of the organisation), change management, skill mix and workforce planning, budget setting and proposals for organisational change 11. To collect data and process regular and ad hoc / exception reports. 12. To monitor the performance of the designated area in respect of compliance against workforce key performance indicators and support management teams in addressing shortfalls in performance. 13. To work with the divisional workforce and OD team in the development and delivery of training courses on HR related topics. 14. To attend relevant committees and meetings in connection with developments in designated areas ensuring that the HRBP is informed of the progress. 15. To work with managers on the production of job descriptions for Agenda for Change panels. 16. To be involved in the job evaluation of posts under Agenda for Change for a variety of roles Trust wide. To advise on banding of posts and participate on panels. Recruitment and Retention 17. To advise managers on recruitment and selection process where complex or contentious issues have been raised, ensuring adherence to best practice, Trust policies and procedures, and employment legislation. 18. in-house Recruitment Team ensuring the delivery of a seamless, high quality and responsive service that meets ICSU/Corporate Service needs.

General Duties 19. To attend and participate in relevant working groups, including the review and development of policies as required. 20. To provide cover for other staff within the team as and when required. 21. To provide advice through the workforce and advisory email as required and agreed. 22. To provide advice and support to managers and staff in respect of continuing professional and personal development 23. To participate in the development of Standard Operating Procedures for the HR team 24. Any other duties or tasks appropriate to the grade that enhance and promote good HR practice within the Trust. Workforce 25. The postholder is required to work collaboratively as part of wider team. 36. There is currently no requirement for the postholder to undertake direct management of staff as part of this role. 38. The postholder will be expected to support the development of HR knowledge and skills across the Department. 39. To support the up skilling of all managers on a range of HR related topics and HR systems e.g. Case Management. Financial 40. To assist in identifying efficiency and quality improvement measures to contribute to the further development of the service and the implementation of action plans 41. To advise on payroll issues which have arisen from errors or complexities in terms and conditions of employment.