Resourcing Business Partner

The Resourcing Business Partner is responsible for supporting the recruitment and resourcing processes across the New Hospital Programme (NHP) People Team to ensure the effective, responsive, and resilient delivery of talent acquisition services.
They will be responsible for assisting in the development and implementation of recruitment strategies, maintaining the quality of recruitment data, supporting reporting and analysis, and assisting in workforce forecasting to inform strategic resourcing plans for the Programme.
The role will contribute to the creation of systems and tools that will help the NHP recruit, onboard, and develop talent for new and evolving roles to meet service and project needs. The Resourcing Business Partner will also ensure the recruitment process is aligned with the Programme’s objectives and supports the future workforce model.
Working closely with internal stakeholders and external recruitment partners, the Resourcing Business Partner will play an active role in ensuring resourcing processes are efficient and effective. They will proactively escalate recruitment and resourcing challenges or broader NHP-wide issues to the Senior Resourcing Business Partner or Head of HR Business Partnering, ensuring the implementation of innovative solutions and alternatives to traditional recruitment methods to drive continuous improvement.
The Resourcing Business Partner is responsible for supporting the recruitment and resourcing activities within the New Hospital Programme. This role will involve assisting in the development and implementation of recruitment strategies, managing the recruitment process, and liaising with recruitment agencies and external/ internal stakeholders.
The post holder will also be involved in recruitment activities, ensuring a smooth transition for new hires into the p rogramme.
The Resourcing Business Partner supports the Senior Resourcing Business Partner in managing recruitment and resourcing activities. T he role involves working closely with HR, department heads, and recruitment agencies to support the Programme's staffing needs.
The post holder will manage Agenda for Change and Executive Senior Manager Recruitment from start to finish. This work includes the submission of papers to department of health and Central HR, management of the recruitment tracker and analytical update.
Responsible for the management of the team and to ensure all information is up to date.
Strong organisational, communication, and negotiation skills; proficiency in using recruitment platforms like LinkedIn.
Familiarity with digital recruitment tools and platforms.
Highly developed communication skills with the capability to analyse, review and make sense of highly complex, sensitive or contentious information.
The NHS England board have set out the top-level purpose for the new organisation to lead the NHS in England to deliver high-quality services for all, which will inform the detailed design work and we will achieve this purpose by:
Enabling local systems and providers to improve the health of their people and patients and reduce health inequalities.
Making the NHS a great place to work, where our people can make a difference and achieve their potential.
Working collaboratively to ensure our healthcare workforce has the right knowledge, skills, values and behaviours to deliver accessible, compassionate care
Optimising the use of digital technology, research, and innovation
Delivering value for money.
Colleagues with a contractual office base are expected to spend, on average, at least 40% of their time working in-person.
Staff recruited from outside the NHS will usually be appointed at the bottom of the pay band.
**Improving Quality and Outcomes**: Assist in the continuous improvement of recruitment processes by collecting and analysing feedback. Implement best practices to enhance the quality and efficiency of recruitment activities.
**Stakeholder Engagement**: Work closely with recruitment agencies, internal HR teams, and department heads to understand staffing needs and support the recruitment process. Build and maintain strong relationships with these stakeholders to facilitate successful recruitment outcomes.
**Leadership for Transformational Change**: Support initiatives that drive change in recruitment practices, ensuring that the Programme remains agile and responsive to changing workforce needs. Assist in the implementation of new tools and technologies that improve recruitment efficiency.
**Financial and Physical Resources**: Assist in managing the budget for recruitment activities, ensuring that resources are allocated effectively. Monitor financial performance related to recruitment activities and provide support in adjusting plans as necessary.