HR Business Partner

Role Overview

The HR Business Partner is a strategic role in support of a designated service area, and as a senior HR professional, is expected to be largely self‑managing. It will be necessary for the HR Business Partner to understand the business strategy of the service area for which they are responsible and to contribute to the workforce strategy for that area, whilst ensuring its compatibility with Trust-wide workforce plans.

• Develop robust human resources relationships with divisions/corporate areas to influence, challenge and support service delivery and people strategies and monitor success.
• Work alongside the Divisional Director of Operations and their teams in identifying workforce issues and developing appropriate business‑focussed HR interventions, and developing the people capability to deliver their business plans.
• Support and challenge managers in identifying training and development needs in respect of the people‑management agenda, and in the application of HR policies and practices, providing advice and guidance on complex HR issues in order to minimise risk and financial exposure.
• Seek out and use workforce intelligence, both internal and external, to identify people‑management requirements within the service area, establishing credibility as an expert in strategic HR within an operational service.
• Coordinate a team comprising representatives from the different functional areas of HR, and where appropriate beyond HR, to analyse and interpret relevant workforce information and productivity measures, develop, recommend and support the implementation of appropriate HR interventions to address the HR issues facing the service.
• Support the Trust in reaching its vision of excellence in everything it does by leading and promoting equal opportunities, fairness, equity and inclusion through best practice working, monitoring, training and evaluation.
• Lead and assist in organisational development and change initiatives in partnership with staff and managers, in order for change to be implemented effectively and proactively in line with sound planning and communications processes.
• Represent the Trust in relevant workforce relations forums within and outside the sector.
• Contribute to the development of the HR function and to HR policies, strategies and business plans which enable Trust corporate aims and objectives to be achieved.

• As a member of the senior HR team, support the Associate Director of Workforce in the development and delivery of the Trusts Workforce Strategy and maintain an understanding of the Trusts key drivers and challenges in order to plan and deliver key workforce strategies aligned to business strategy and high‑level objectives.
• Contribute to the achievement of the Trusts strategic goals and priorities by ensuring that workforce policy, practice and delivery are co‑ordinated, effective and strategic.
• Provide a highly visible, competent and coaching leadership style which is consistent with the Trust values; building and maintaining effective working relationships with managers, staff and external organisations.
• Plan, design and conduct essential projects to analyse and respond to current and projected workforce need.
• Develop strong networks internally and externally to ensure that best practice is applied within the organisation and that opportunities for development and innovation are maximised.
• Support the Trust in reaching its vision of excellence in everything it does by leading and promoting equal opportunities, fairness, equity and inclusion through best practice working, monitoring, training and evaluation.
• Represent the Trust in relevant workforce relations forums within and outside the sector.
• Contribute to the development of the HR function and to HR policies, strategies and business plans which enable Trust corporate aims and objectives to be achieved.

• Make a full and proactive contribution to the business, service and corporate planning processes to the service areas for which they are responsible, ensuring that these take account of national HR initiatives and corporate HR policies and agenda.
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