Human Resources Business Partner

2 weeks ago

London, United Kingdom University College London Hospitals NHS Foundation Trust Full time

An exciting opportunity has arisen for an experienced HR Business Partner - with a passion for making UCLH the best place to work - to join the Medicine Clinical Board workforce team at UCLH.

Partnering with clinical divisions with approx. 1,000 staff, you will be responsible for providing high quality strategic and operational workforce expertise, guidance and advice. You will oversee best practice people management within your areas of responsibility, and contribute towards the development of a positive, compassionate, and inclusive working culture.

As part of the Medicine Clinical Board workforce team you will also lead on wider workforce initiatives and programmes.

You will be responsible for providing high quality strategic and operational workforce support to ensure best practice people management within your areas of responsibility and across the wider workforce function. Your duties will include:
Local workforce strategy / plans in place which reflect the business, opportunities for growth, plans for redesigned services and alignment to the overall Trust workforce strategy.

Clinical and managerial leaders are supported and equipped with the skills, confidence and expertise to lead their teams effectively.

Effective and efficient use of staff resources across all staffing groups, resulting in high quality and safe patient services and value for money.

High performing and motivated teams within Divisional / Functional areas, with agreed performance objectives and development plans in place.

Compliance with employment legislative framework and NHS and Trust workforce-related policies and best practice.

Workforce risks within Divisional areas are anticipated and mitigated to protect the Trust’s reputation, through proactive stakeholder engagement and in-depth understand of service / operations.

Supervision / coaching of HR staff within Board, as required, and sharing of learning within the HRBP community

The Medicine Clinical Board consists of approximately 2,500 staff across a variety of services and specialties which include the Emergency Services Division, Critical Care Division, Clinical Support Division, Infection Division, Pathology Division, Integrated Care Division, MSK Camden Division and Medical Specialities Division.

As HR Business Partner you will be responsible for half of MCB’s services, working closely and collaboratively with your other HRBP colleague.

You will be an integral part of the Medicine Clinical Board workforce team, with responsibility for the line-management of a Senior HR Advisor.

Insight, strategy and solutions

Develop actionable insights and solutions, prioritised and tailored around a deep understanding of the business, contextual and organisational understanding.

Leading HR

**Provide active, insight-led leadership**: owning, shaping and driving themselves, others and activity in the organisation.

Organisational design

Ensure that the Division(s) are appropriately designed to deliver Trust objectives in the short and long-term and that structural change is effectively managed.

Organisational development

Ensure the Division(s) has a committed, ‘fit for the future’ workforce needed to deliver its strategic ambition. Play a vital part in ensuring that the Trust’s culture, values and environment support and enhance its performance and adaptability. Provide insight and leadership on development and execution of any capability, cultural and change activities within areas of responsibility.

Resourcing and talent planning

Ensure the Trust is able to identify and attract key people with the capability to create competitive advantage and that it actively manages an appropriate balance of resource to meet changing needs, fulfilling the short and long-term ambitions of the Trust’s strategy.

Learning and talent development

Ensure that people at all levels of the Trust possess and develop the skills, knowledge and experiences to fulfil the short and long-term ambitions of the Trust and that they are motivated to learn, grow and perform.

Performance and reward

Build a high-performance culture by delivering programmes that recognise and reward critical skills, capabilities, experience and performance. Ensure that the NHS reward system is applied effectively and with innovation.

Employee engagement

In the context of the Trust’s objectives, ensure that in all aspects of the employment experience - the emotional connection that all employees have with their work, colleagues and to their organisation (in particular line manager relationship) is positive and understood, and that it delivers greater discretionary effort in their work and the way they relate to their organisation.

Employee relations

Ensure that the relationship between the Trust and its staff is managed appropriately within a clear and transparent framework underpinned by organisational practices and policies and ultimately by relevant employment law.

Service delivery and information

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