Human Resources (HR) Busi...
Salary not available. View on company website.
Lincolnshire Community Health Services NHS Trust, Swineshead, Lincolnshire
- Full time
- Temporary
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Posted 1 weeks ago, 21 Feb
People & Performance Busi...
Salary Not Specified
AB AGRI LTD, Peterborough
- Full time
- Temporary
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Posted 2 weeks ago, 14 Feb
Human Resources (HR) Business Partner
Salary not available. View on company website.
Lincolnshire Community Health Services NHS Trust, Swineshead, Lincolnshire
- Onsite working
- Full time
- Temporary
Posted 1 week ago, 21 Feb
Job ref: d5fbe2c8835e4205adf87013cbee003d
Full Job Description
The Human Resources (HR) Business Partner will act as an ambassador for the People function in supporting the delivery of the overarching People strategy, whilst acting as the expert within their professionalism of HR to their designated service area. This role is critical in using our expertise to build the capability of our leaders.
The key focus for these two fixed term opportunities will be to support with Group Harmonisation and Change Management.
The HR Business Partner will develop effective working relationships, negotiating and challenging the service area management team in order to support the achievement of the Trust's, Service Area's and People directorate's objectives.
The post holder will be responsible for championing best practice in HR, influencing key business decisions to ensure the effective management and utilisation of staff, which will include coaching, mentoring, training and developing leaders around their capability in HR policy and practice.
The HR Business Partner will provide effective leadership for their HR sub team; with a focus on empowering and engaging the team., To act as a strategic business partner to designated service areas, senior management and their teams, developing a thorough understanding of the service/business plans and HR issues to ensure that workforce requirements are identified and support planned and delivered in a timely basis.
To contribute to local and system workforce planning discussions for service areas; this includes participating in the business planning process as appropriate and ensuring local and national priorities are addressed.
Using workforce information and intelligence, work with leaders to develop a people plan to plan the transition from current staff numbers and grades to the planned future establishment/requirements, including appropriate role redesign, skill mix reviews and development of competencies taking into account workforce demand and capacity needs.
Provide senior HR expertise within the service areas in the areas of resourcing and retention, succession planning and talent management, acting as the HR lead in supporting change management processes needed to support these areas through transformation, including input into tenders, TUPE, restructures, redeployment and redundancies.
Championing good people management practices and support cultural and behavioural change to develop empowered leaders.
To provide effective leadership and line management to the relevant HR sub-team ensuring that they feel engaged and empowered and fostering a culture of feedback., LCHS recognises the increasing demand for more flexibility in working practices in order to accommodate the personal goals and commitments that employees experience at different stages during their working lives. Flexible working opportunities such as part-time working, compressed hours, job shares, and hybrid working models can help staff to balance their personal and work commitments. Arrangements can be put in place if it can be shown that the needs of the individual can be balanced with those of the service and the impact on other team members, enabling the Trust to recruit and retain skilled staff, raise staff morale, reduce absenteeism and respond to changing service needs more effectively.
Lincolnshire Community Health Services NHS Trust is in the top 25 per cent of all community trusts for overall staff engagement in the 2021 NHS National Staff Survey.
The key focus for these two fixed term opportunities will be to support with Group Harmonisation and Change Management.
The HR Business Partner will develop effective working relationships, negotiating and challenging the service area management team in order to support the achievement of the Trust's, Service Area's and People directorate's objectives.
The post holder will be responsible for championing best practice in HR, influencing key business decisions to ensure the effective management and utilisation of staff, which will include coaching, mentoring, training and developing leaders around their capability in HR policy and practice.
The HR Business Partner will provide effective leadership for their HR sub team; with a focus on empowering and engaging the team., To act as a strategic business partner to designated service areas, senior management and their teams, developing a thorough understanding of the service/business plans and HR issues to ensure that workforce requirements are identified and support planned and delivered in a timely basis.
To contribute to local and system workforce planning discussions for service areas; this includes participating in the business planning process as appropriate and ensuring local and national priorities are addressed.
Using workforce information and intelligence, work with leaders to develop a people plan to plan the transition from current staff numbers and grades to the planned future establishment/requirements, including appropriate role redesign, skill mix reviews and development of competencies taking into account workforce demand and capacity needs.
Provide senior HR expertise within the service areas in the areas of resourcing and retention, succession planning and talent management, acting as the HR lead in supporting change management processes needed to support these areas through transformation, including input into tenders, TUPE, restructures, redeployment and redundancies.
Championing good people management practices and support cultural and behavioural change to develop empowered leaders.
To provide effective leadership and line management to the relevant HR sub-team ensuring that they feel engaged and empowered and fostering a culture of feedback., LCHS recognises the increasing demand for more flexibility in working practices in order to accommodate the personal goals and commitments that employees experience at different stages during their working lives. Flexible working opportunities such as part-time working, compressed hours, job shares, and hybrid working models can help staff to balance their personal and work commitments. Arrangements can be put in place if it can be shown that the needs of the individual can be balanced with those of the service and the impact on other team members, enabling the Trust to recruit and retain skilled staff, raise staff morale, reduce absenteeism and respond to changing service needs more effectively.
Lincolnshire Community Health Services NHS Trust is in the top 25 per cent of all community trusts for overall staff engagement in the 2021 NHS National Staff Survey.
Direct job link
www.jobs24.co.uk/job/human-resources-hr-business-partner-124659622