HR Business Manager

+ Organising their daily workload to complete the tasks in the given priorities, whilst meeting all quality standards and compliance requirements.
+ Actively role-modelling the behaviours that reflect the values of QTS.
+ Ensuring confidentiality at all times, only releasing information obtained during employment, to those acting in an official capacity or within the parameters of QTS People Policies.
+ Delivering specialist training courses and presentations on complex HR issues.
+ Deputising for the Director of Human Resources and Organisation Development as and when required, and when doing so shall exercise their reasonable judgment to ensure the robust oversight of QTS's HR & People function, including adherence to QTS's HR & People policies and procedures.
The successful applicant may have contact with patients or service users. As an NHS Trust we strongly encourage and support vaccination as this remains the best way to protect yourself, your family, your colleagues and of course patients and service users when working on our healthcare settings., The post holder is also primarily responsible for:
+ Leading on the provision of high quality, effective human resources (HR) business support.
+ Leading on the development and continuous improvement of HR and people services within QTS.
+ Overall responsibility for managing all employee life-cycle activity.
+ Designing and implementing people data and people development key performance indicators, action plans, policies and procedures.
+ Designing, planning and leading the implementation of HR strategies and change management programmes across the organisation.
+ Providing professional advice to the management team on employee resourcing, attendance, employee relations and employee development activities.
+ Maintaining excellent knowledge of all relevant employment legislation and emerging policies across Government and the NHS.
+ Being the responsible lead for ensuring HR & People policies are implemented and upheld within QTS.
+ Communicating highly complex and/or sensitive information such as consultation outcomes, redeployment issues, workforce development strategies and employee relations matters, to relevant stakeholders.
+ Leading on the successful completion of all service transfers under the Transfer of Undertakings (Protection of Employment) Regulations (TUPE), including data analysis, consultation and stakeholder engagement.
+ Providing professional evidence at disciplinary and tribunal processes and/or hearings., + Ensuring appropriate and responsive human resources systems, policies, procedures, and resources are in place which enable QTS to manage staff with a legal, agile and compassionate approach aligned to our values.
+ Acting as the responsible policy lead for all HR and people policies and procedures, ensuring full legislative compliance and best practice across the organisation.
+ Ensuring that policies and procedures are clear, fair and free from unnecessary complexities so that employees can easily understand their responsibilities and perform at their best.
+ Working with the Director of Human Resources and Organisation Development to maintain an organisation-wide view of existing skills and identify any development, training and/or resourcing needs across the teams. To engage with Heads of Service across QTS to ensure action plans are in place to address skills gaps and provide resourcing or developmental opportunities as necessary.
+ Responsible, alongside Heads of Service within QTS, to ensure that robust succession plans are in place for key roles in each department/team.
+ Providing performance management subject matter expertise, ensuring equality and fairness across all operations, and sustaining a high performing workforce.
+ Supporting and upskilling line managers as required in employee relations including investigations, disciplinary and grievance meetings.
+ Undertaking root cause analysis as necessary where issues arise, to identify the reasons and to develop an approach to mitigate future problems.
+ Ensuring all HR key performance indicators are achieved and maintained.
+ Promoting a supportive and open-door culture where all employees are engaged to identify ways of improvement-including in the provision of HR services and support; raise concerns and continuously develop.
+ Promoting and delivering a continuous service improvement culture within all teams, services and partners, informing and creating programmes for improvement as required.
+ Supporting the production of high-level reporting and documentation.
+ A key point of escalation for risks, across the delivery of all human resources services.
+ To lead on the design, planning and implementation of HR strategies and change initiatives within the given remit.
+ Deputising for the Director of Human Resources and Organisation Development as required.
Financial and Physical Resources
+ Responsible for budgets as directed by the Director of Human Resources and Organisation Development.
Organisational Development
+ Alongside the Director of Human Resources and Organisation Development, developing organisational strategies, practices and training for the organisation which meet its objectives, competencies and values.
+ To lead on change and engagement initiatives as directed by the Director of Human Resources and Organisation Development.
+ Undertaking job evaluation and benchmarking as directed.
+ Along with the Director of Human Resources and Organisation Development, influencing the shape of the organisation.
+ Proactively listening to the mood and the tone of the workforce through continual engagement with all employees and bringing to the attention of the Director of Human Resources and Organisation Development, any concerns or suggestions, based on feedback and experience.
Governance
+ Ensuring the HR function meets all operational, legal and statutory compliance requirements.
Communication & Relationships
+ Establishing and maintaining professional and collaborative relationships with key stakeholders both internal and external to QTS. In particular, the development of relationships with stakeholders at a senior level, including the Senior Leadership Teams/Managers to deputise effectively for the Director of Human Resources and Organisation Development, as and when required.
+ Using well developed communication, negotiation, and influencing skills to engage a range of staff across the employee life cycle, always demonstrating QTS values and behaviours.
+ Building and maintaining the reputation of the Human Resources department as a highly professional and expert business service.
+ Coordinate periodic surveys of QTS stakeholders to identify the extent to which the Human Resources department engages and delivers services effectively.

QTS operates as a wholly owned subsidiary of Central and North West London NHS Foundation Trust (CNWL).
Established in 2018, QTS provides a broad range of Estates and Facilities services, spanning strategic operational delivery through to estates maintenance and repairs, primarily within mental health and community healthcare settings.