People and Culture Business Partner

**Job summary**

This role will work in a matrix structure, embedded directly into the service but with a line of accountability into the Director of HR and Organisational Development.

The People Business Partner will also support the delivery of the various PML-wide workforce initiatives and programmes, with responsibility for development and implementation which also support BCHC recruitment and retention such as the development of a staff bank.

**Main duties of the job**

A successful People Business Partner will provide expertise on:

- Operational HR
- Workforce strategy and implementation
- Resourcing and talent planning
- Employee relations
- People management

For more information, please continue to the job description.

**About us**

PML is a successful not-for-profit, GP-led organisation providing various NHS community and primary care clinical services to patients across Oxfordshire and Northamptonshire. We have evolved as a NHS healthcare provider since 2004 and in the last few years have grown significantly, now employing around 300 staff with a turnover of c. £16m. PML holds GMS contracts, as well as being a GP Federation representing c. 50 GP practices covering approximately 650,000 patients.

**Job description**

**Job responsibilities**

A successful People Business Partner will provide expertise on:
**Operational HR**
- Effective workforce planning, recruitment, and deployment
- People and business data insights
- Culture development, through effective staff involvement, team working and engagement
- Staff well-being
- Timely case resolution and mediated ER solutions
- Work with the Director of HR & OD to developed KPIs on successful recruitment to posts to ensure timely arrival of new staff into the service
- Interpretation of contractual terms and conditions of employment
- With the Director of HR and OD and line managers support the development of new models of working to meet current and future business needs, through skill mix, role redesign and new ways of working to improve the patient experience.
- Provide high level communication of all P&OD issues, including change management, staff transfers etc., both internal and external to the service and or PML and negotiate with audiences that may be hostile to the message due to difficult employee relations and change management situations and/or competing/alternative agendas
- Working with line managers and the Director of HR and OD lead on the identification of workforce related cost efficiency schemes and support their delivery. In conjunction with management teams, analyse the cost / benefit of specific programmes, weighing up risks and adjusting plans.

**Workforce strategy and implementation**
- Input into the development of the service and PMLs overarching people strategy, and lead on implementation within areas of responsibility.
- Develop and implement local workforce plans as part of the strategic planning process, aligned with PMLs people strategy, and tailored to the business, ensuring delivery of excellent patient care and financial stability.
- Lead on the development and implementation of specific BCHC-wide policies, initiatives, and schemes, as agreed with the Director of HR and OD
- Lead on the creation of local procedures, protocols, and guidance where necessary, ensuring consistency and shared learning across PML
- Develop strategies which increase recruitment and retention across all staff groups.

**Resourcing and talent planning**
- Work with the service develop articulate and well-evidenced business cases to support recruitment.
- Engage with HR team members to highlight recruitment strategies impacting their service, resolve blockages in the process and ensure timely on-boarding of staff, honorary contract holders and volunteers.
- Develop and implement recruitment and retention strategies for hard to fill posts.
- Support succession planning within cluster of clinical and corporate directorates to ensure vacancy levels are appropriately managed and short-term, high-cost interim solutions are eliminated.
- Ensure job planning is completed efficiently, providing coaching, advice and support to Clinical Leads and managers as appropriate.
- Oversee the performance management of staff by supporting line managers to ensure that all staff have clear performance objectives, personal development plans to enable a high performing, engaged and motivated workforce.

**Employee relations**
- To build, and maintain, positive and constructive working relationships with staff, staff representatives, external stakeholders, and peer networks
- Ensure that risks associated with organisational change programmes and TUPE transfers are reported within the service and managed accordingly.
- Advise on particularly complicated, sensitive, or high profile / risk cases, providing an options appraisal and risk assessment of possible courses of action.
- Ensure managers are equipped to manage informal issues with their staff effectively,