Assistant Hr Business Partner

Are you a highly experienced Senior HR Professional (i.e., Senior HR Advisor/equivalent), seeking an opportunity to work as an Assistant HR Business Partner?

Have you worked as a Senior HR Professional/equivalent within a large complex organisation?

Are you familiar and well-versed working with HR and Recruitment systems?

Are you able to work in Norwich, as an Assistant HR BP, which may involve cross site working within the local area?

If yes, are you able to commence employment immediately or within 1-2 weeks if successful?

We are currently hiring for an Assistant HR Business Partner to join our client’s healthcare organisation based in Norwich on a permanent basis. If this is an opportunity you may be interested in, please continue to read further.

Position: Assistant HR Business Partner

Location: Norwich

Job Type: Permanent

Proposed Start Date: ASAP

Sector: Healthcare

Band: 7

Salary: £43,000 to £50,000 (Dependent on skills and experience)

Working Days and Hours: Monday to Friday 9am to 5pm (37.5 hours per week) Please note, our client have a flexible team with a variety of working patterns.

Remote Working Options: For hybrid working options, there is an expectation to work on site which can be discussed with our client further during the interview stage. There would be a requirement to be on site 1-2 days per week, with probably more presence whilst building relationships with the division.

Travelling for work purposes: This will include cross site working in the local area

Job Purpose:

• To provide a Human Resources Manager role to one of four Divisions, initiating HR solutions as required.
• To actively participate in the development and implementation of the Trust’s Human Resources and Organisational Development Strategies and provide HR advice and support to heads of department, service managers and divisional general managers to support delivery of the Trust’s strategic and operational agendas

Duties

As Assistant HRBP, you will work closely with and support the HR Business Partner (HRBP) and Divisional Managers in the implementation of the Trust’s HR Strategy, which will include: -

a) Performance management (e.g. management of sickness absence and poor performance)

b) Interpretation of Human Resources Data

c) Promotion of multi-disciplinary team working

d) Change management to assist new ways of working

e) Staff involvement and employee relations

f) Training and development

g) Embedding a culture of management in line with our PRIDE values and "know your staff".

• Take a lead role and represent the Trust as required to ensure local delivery in relation to national, regional and local planning requirements/ systems and associated performance monitoring arrangements, including:

a) NHS Plan and national HR Strategy

b) Trust Local Delivery Plan

c) NHS Service planning priorities and guidelines

d) Regional working groups (as appropriate)

• Support Divisions with achieving and tracking of workforce KPI (Key Performance Indicators) as required by the internal Business Planning process.
• To provide the Division with HR support in complying with the Trust’s governance arrangements, which include: -

a) Clinical Governance

b) Risk management and controls assurance

c) Information and Data Protection Policies

• Be involved in and lead project and working groups as needed engaging with Trade Union colleagues, for example TUPE (Transfer of Undertakings (Protection of Employment)) and other change programmes
• Work closely with the Central HR team to ensure appropriate HR support for the division
• Provide guidance to Divisions and Departments and advise and monitor on the application of procedures for complex discipline, grievance, conditions of service, management of sickness, capability, recruitment and selection of staff, equal opportunities and employment law, encouraging a culture of delivery through empowering managers to "know their staff" and in support of our PRIDE values.
• Provide support and guidance in the management of complex employee relation cases taking into account best practice in relation to latest case law.
• Participate in the identification of training and development needs within the Divisions and Departments and the choice, and decision and creation of training solutions. To provide training solutions in relation to HR policies and issues
• Promote the effective planning and utilisation of staffing resources within Divisions and Directorates, including reviews of structures, skill mix, etc.
• Produce and review Policies and guidelines in the light of changes in employment law and good practice.
• Under the guidance of the HRBP, support the Division with workforce planning and recruitment and retention initiatives.
• Establish relationships with key stakeholders across the Division and in liaison with the HRBP, establish appropriate interventions to assist with the workforce aspect of their service to ensure effected delivery of that service.

Essential Qualifications, Skills, and Experience

CIPD Level 7 or equivalent experience

Evidence of further relevant study, i.e. Masters level qualification or equivalent experience

Significant experience working as an HR specialist in a larger complex organisation

Demonstrable knowledge of good practice developments in Human Resources Management applying this with organisation values

Demonstrable knowledge of current employment law and its application

Evidence of previous experience projects and change management