HR Business Partner Frans/Nederlands

Job summary Two exciting opportunities have arisen to join Liverpool Heart and Chest Hospital as an experienced and heart centred HR Business Partner with a passion to make an impact and drive positive change.
A permanent HR Business Partner for Clinical Services and Strategic Lead for Workforce Policy Governance.
A 12 month fixed term/secondment for Maternity Leave to cover HR Business Partner for Medicine and Strategic Lead for Health and Wellbeing.
To work at LHCH is a unique experience whereby you join an established, supportive, and friendly HR, L&D Team and an organisation with positive staff survey results and an outstanding CQC rating.
You will be expected to have excellent communication skills, sound judgement and the ability to quickly gain credibility with HR colleagues, managers, clinicians, and employees.
Main duties of the job This role is an excellent opportunity to help shape and develop the HR brand. The role will deliver the HR Business Partner model to a clinical division and will be complemented with HR corporate responsibility. You will be a key member of both the Business HR Team and the Divisional Leadership Team, working to support the delivery of our ambitious People Strategy.
The HR Business Partner will provide expertise to designated divisions and work with teams, managers, and key stakeholders to help build the organisation and people capability, and shape and implement effective people strategies and activities as outlined in the LHCH People Strategy.
About us As the largest single site specialist heart and chest hospital in the UK, we, at Liverpool Heart and Chest Hospital, have a clear vision 'to be the best cardiothoracic integrated healthcare organisation'.
We provide specialist services in cardiothoracic surgery, cardiology, respiratory medicine both in the hospital and out in the community.
8 million people, spanning Merseyside, Cheshire, North Wales and the Isle of Man, and increasingly we receive referrals from outside these areas for highly specialised services such as aortics.
Our reputation for strong performance is important in delivering the best care for our patients and high quality clinical services. This is underpinned by a culture of research and innovation, delivered in modern estate and our encouragement of flexible working in a variety of forms.
Please visit our website -
Contract Permanent
Working pattern Full-time, Flexible working
Job locations Liverpool Heart and Chest Hospital
Organisational - HR Business Partner
Proactively model and establish the HR Business Partner model as a strategic contributor to the achievement of divisional and Trust objectives.
Deal with highly complex and sensitive employee relations matters (disciplinary, grievances, performance, and organisational change), providing comprehensive and professional advice and support to managers and staff across the Trust.
Ensure the provision of effective workforce performance management systems, processes and information and the provision of accurate and timely workforce data and associated advice, guidance, and support to managers.
Be an active member of the divisional management team, helping develop the application of effective HR/OD practice in order to drive performance against objectives and strategy.
Ensure Managers understand their responsibilities with regard to Trust workforce policies and procedures.
Work with divisional leads and management teams to help them develop workforce plans through the identification of workforce requirements, including numbers, skills and behaviours, proactively developing affordable strategies to meet workforce needs.
Lead on/participate in key projects/initiatives as identified e.g., Utilise workforce data to present and report to the Divisions/Departments. Analyse and identify trends in data, anticipate workforce issues and work with managers to develop appropriate plans to address these.
Work with management teams to ensure that staff are fully compliant with mandatory training requirements and have regular performance development reviews. Ensure that effective processes are in place for performance management and personal development.
Develop and support a positive employee relations climate through the promotion of effective partnership working with staff side colleagues, ensuring effective mechanisms for staff representation, communication and consultation, and developing an environment of trust, co-operation and involvement.
Offer expert guidance to managers with regard to the design, development, planning and implementation of organisational change. Provide advice and support with regard to the workforce aspects of change, ensuring compliance with Trust policies and procedures and relevant employment legislation.
Act as an advocate of change in support of business and HR strategies and champion best practice HR management, influencing key business decisions to ensure the effective management of staff through the fair, efficient and pragmatic approach
Identify areas of high staff costs and work with managers to help identify and implement approaches to ensure the efficient use of resources.
Provide advice on effective approaches to maximise staff attendance and the management of attendance in accordance with the Attendance Management Policy.
Work with managers to identify and secure workforce productivity improvements using appropriate workforce data and benchmarking information.
Work with managers to develop and support effective systems and practices for staff communication and engagement, including the analysis of data and feedback and the formulation of action plans.
Represent the Trust with regard to Employment Tribunal claims, responding on behalf of the Trust, liaising with external agencies such as employment lawyers, regional Trades Union officers, ACAS and organisations such as the BMA and NMC where appropriate, co-ordinating cases, providing input and agreeing potential outcomes with legal representatives, attending the Employment Tribunal on behalf of the Trust and giving evidence as required.
Represent the HR function as required including attendance at appropriate internal and external meetings.
Quality - HR Governance & Projects
Act as designated lead for the implementation of HR HR/OD projects, e.g. NHS Staff Survey, Culture & Wellbeing and/or Equality, Diversity Inclusion & Belonging as required.
Support the Deputy Director of HR and Senior HR Business Partner in the monitoring and reporting HR governance requirements e.g., mandatory training, PDR compliance and workforce KPIs
Act as Lead for HR Policy Development by developing and maintaining monitoring systems to ensure that policies are reviewed in a timely manner and that appropriate staff and ensure management and staff side consultation is undertaken.
Lead the participation in the NHS Staff Survey, Pulse Surveys within the divisions ensuring a high response rate, providing analysis of the results and the development of action plans.
Identify associated training requirements and develop and deliver training to build leadership awareness and capability.
Support with specific HR contract management by monitoring the performance of service provided through 3rd party providers.
Contribute to the delivery of the NHS People Plan/ LHCH People Strategy and other HR improvement initiatives.
Support the deliver a comprehensive high quality, responsive and customer focussed Medical HR service to senior clinicians/managers and medical staff within the Trust.
Act as a conduit between the HR Business Partners and clinical divisions to ensure medical staffing issues raised and addressed promptly and set up appropriate communication channels to support this approach.
Work closely with the workforce systems team to support the implementation and application of workforce systems including Roster & Employee Online
Work closely with the Recruitment Resourcing Lead and HR Business Partners to ensure the smooth recruitment and on boarding of staff.
Ensure effective communication and networking with other HR Managers/Business Partners across Cheshire and Merseyside to ensure consistency in advice and practice
Provide leadership and direction to the HR Business Team to ensure the provision of effective strategic and business focused services and the availability of expert advice and dedicated strategic support across the Trust.
Oversee and support the HR Advisor/Assistants monitoring activity and performance and reporting progress through to the Senior HR Business Partner.
Provide line management support to the Business Team as required, including appraisals, objective setting, providing effective leadership, coaching and support.
Work closely with the Head of Resourcing and OD Team to ensure the effective co-ordination of HR and OD Services
Act as authorised signatory for purchases and payroll matters
Foster a positive climate of employee relations throughout the Trust, developing and maintaining good working relationships with local and regional Trade Union representatives.
Deputise and present at meetings / committees for the Deputy Director of HR and L&D when required.
Organisational - HR Business Partner
Proactively model and establish the HR Business Partner model as a strategic contributor to the achievement of divisional and Trust objectives.
Deal with highly complex and sensitive employee relations matters (disciplinary, grievances, performance, and organisational change), providing comprehensive and professional advice and support to managers and staff across the Trust.
Ensure the provision of effective workforce performance management systems, processes and information and the provision of accurate and timely workforce data and associated advice, guidance, and support to managers.
Be an active member of the divisional management team, helping develop the application of effective HR/OD practice in order to drive performance against objectives and strategy.
Ensure Managers understand their responsibilities with regard to Trust workforce policies and procedures.
Work with divisional leads and management teams to help them develop workforce plans through the identification of workforce requirements, including numbers, skills and behaviours, proactively developing affordable strategies to meet workforce needs.
Lead on/participate in key projects/initiatives as identified e.g., Utilise workforce data to present and report to the Divisions/Departments. Analyse and identify trends in data, anticipate workforce issues and work with managers to develop appropriate plans to address these.
Work with management teams to ensure that staff are fully compliant with mandatory training requirements and have regular performance development reviews. Ensure that effective processes are in place for performance management and personal development.
Develop and support a positive employee relations climate through the promotion of effective partnership working with staff side colleagues, ensuring effective mechanisms for staff representation, communication and consultation, and developing an environment of trust, co-operation and involvement.
Offer expert guidance to managers with regard to the design, development, planning and implementation of organisational change. Provide advice and support with regard to the workforce aspects of change, ensuring compliance with Trust policies and procedures and relevant employment legislation.
Act as an advocate of change in support of business and HR strategies and champion best practice HR management, influencing key business decisions to ensure the effective management of staff through the fair, efficient and pragmatic approach
Identify areas of high staff costs and work with managers to help identify and implement approaches to ensure the efficient use of resources.
Provide advice on effective approaches to maximise staff attendance and the management of attendance in accordance with the Attendance Management Policy.
Work with managers to identify and secure workforce productivity improvements using appropriate workforce data and benchmarking information.
Work with managers to develop and support effective systems and practices for staff communication and engagement, including the analysis of data and feedback and the formulation of action plans.
Represent the Trust with regard to Employment Tribunal claims, responding on behalf of the Trust, liaising with external agencies such as employment lawyers, regional Trades Union officers, ACAS and organisations such as the BMA and NMC where appropriate, co-ordinating cases, providing input and agreeing potential outcomes with legal representatives, attending the Employment Tribunal on behalf of the Trust and giving evidence as required.
Represent the HR function as required including attendance at appropriate internal and external meetings.
Quality - HR Governance & Projects
Act as designated lead for the implementation of HR HR/OD projects, e.g. NHS Staff Survey, Culture & Wellbeing and/or Equality, Diversity Inclusion & Belonging as required.
Support the Deputy Director of HR and Senior HR Business Partner in the monitoring and reporting HR governance requirements e.g., mandatory training, PDR compliance and workforce KPIs
Act as Lead for HR Policy Development by developing and maintaining monitoring systems to ensure that policies are reviewed in a timely manner and that appropriate staff and ensure management and staff side consultation is undertaken.
Lead the participation in the NHS Staff Survey, Pulse Surveys within the divisions ensuring a high response rate, providing analysis of the results and the development of action plans.
Identify associated training requirements and develop and deliver training to build leadership awareness and capability.
Support with specific HR contract management by monitoring the performance of service provided through 3rd party providers.
Contribute to the delivery of the NHS People Plan/ LHCH People Strategy and other HR improvement initiatives.
Support the deliver a comprehensive high quality, responsive and customer focussed Medical HR service to senior clinicians/managers and medical staff within the Trust.
Act as a conduit between the HR Business Partners and clinical divisions to ensure medical staffing issues raised and addressed promptly and set up appropriate communication channels to support this approach.
Work closely with the workforce systems team to support the implementation and application of workforce systems including Roster & Employee Online
Work closely with the Recruitment Resourcing Lead and HR Business Partners to ensure the smooth recruitment and on boarding of staff.
Ensure effective communication and networking with other HR Managers/Business Partners across Cheshire and Merseyside to ensure consistency in advice and practice
Provide leadership and direction to the HR Business Team to ensure the provision of effective strategic and business focused services and the availability of expert advice and dedicated strategic support across the Trust.
Oversee and support the HR Advisor/Assistants monitoring activity and performance and reporting progress through to the Senior HR Business Partner.
Provide line management support to the Business Team as required, including appraisals, objective setting, providing effective leadership, coaching and support.
Work closely with the Head of Resourcing and OD Team to ensure the effective co-ordination of HR and OD Services
Act as authorised signatory for purchases and payroll matters
Foster a positive climate of employee relations throughout the Trust, developing and maintaining good working relationships with local and regional Trade Union representatives.
Deputise and present at meetings / committees for the Deputy Director of HR and L&D when required.
Master level qualification in related subject or equivalent training, knowledge, and experience
Evidence of continuing professional development
Demonstrable experience of leading strategic and operational Human Resource Management in a complex multi-disciplinary organisation
An understanding of the national NHS agenda and the key contribution of HR
Significant knowledge of agenda for change and medical and dental terms and conditions of service
Detailed understanding of the principles of change management and able to demonstrate a successful track record of major organisational change.
Excellent knowledge of current HR practice and research
Knowledge of the NHS quality and diversity agenda
In-depth experience of HR management
Experience of advising and supporting managers in dealing with the full range of HR issues
Experience of contributing to organisational learning and development
Experience of supervising / managing HR staff
Experience of working as a HR Business Partner
Senior level HR experience in the NHS
Medical Staffing experience/exposure
Ability to develop and maintain networks of relationships
Ability to build effective and productive relationships with senior managers and clinicians
Ability to relate and apply HR knowledge and practice to support the achievement of Directorate and Trust aims and objectives
Excellent verbal reasoning skills, with the ability to make judgements on a range of complex and sensitive HR issues
Good numerical reasoning, with the ability to analyse and interpret data
Master level qualification in related subject or equivalent training, knowledge, and experience
Evidence of continuing professional development
Demonstrable experience of leading strategic and operational Human Resource Management in a complex multi-disciplinary organisation
An understanding of the national NHS agenda and the key contribution of HR
Significant knowledge of agenda for change and medical and dental terms and conditions of service
Detailed understanding of the principles of change management and able to demonstrate a successful track record of major organisational change.
Excellent knowledge of current HR practice and research
Knowledge of the NHS quality and diversity agenda
In-depth experience of HR management
Experience of advising and supporting managers in dealing with the full range of HR issues
Experience of contributing to organisational learning and development
Experience of supervising / managing HR staff
Experience of working as a HR Business Partner
Senior level HR experience in the NHS
Medical Staffing experience/exposure
Ability to develop and maintain networks of relationships
Ability to build effective and productive relationships with senior managers and clinicians
Ability to relate and apply HR knowledge and practice to support the achievement of Directorate and Trust aims and objectives
Excellent verbal reasoning skills, with the ability to make judgements on a range of complex and sensitive HR issues
Good numerical reasoning, with the ability to analyse and interpret data
Certificate of Sponsorship Applications from job seekers who require current Skilled worker sponsorship to work in the UK are welcome and will be considered alongside all other applications. For further information visit the UK Visas and Immigration website (Opens in a new tab) .
From 6 April 2017, skilled worker applicants, applying for entry clearance into the UK, have had to present a criminal record certificate from each country they have resided continuously or cumulatively for 12 months or more in the past 10 years. Adult dependants (over 18 years old) are also subject to this requirement. Guidance can be found here Criminal records checks for overseas applicants (Opens in a new tab) .
For further information please see NHS Careers website (opens in a new window).
Additional information Certificate of Sponsorship Applications from job seekers who require current Skilled worker sponsorship to work in the UK are welcome and will be considered alongside all other applications. For further information visit the UK Visas and Immigration website (Opens in a new tab) .
From 6 April 2017, skilled worker applicants, applying for entry clearance into the UK, have had to present a criminal record certificate from each country they have resided continuously or cumulatively for 12 months or more in the past 10 years. Adult dependants (over 18 years old) are also subject to this requirement. Guidance can be found here Criminal records checks for overseas applicants (Opens in a new tab) .
For further information please see NHS Careers website (opens in a new window).
Employer details Employer name Liverpool Heart and Chest Hospital
Address Liverpool Heart and Chest Hospital
Employer's website
Employer details Employer name Liverpool Heart and Chest Hospital
Address Liverpool Heart and Chest Hospital
Employer's website
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