To support the Head of Human Resources and O&D in providing the HR service.
As HR Business Partner, this role will work in partnership with the business leaders, providing strategic and operational advice and knowledge on people related matters in line with the needs and priorities of the business directorate to which they are partnering.
The post holder will be forward thinking, commercially minded and take an evidence-based approach, proactively partnering their business area to ensure achievement of current objectives but focusing to the future to ensure business strategic aims are achieved. They will take full accountability for the people agenda within their business directorates, own the relationship, and ensure effective delivery of highly complex people practise.
As well as being a partner to the business, the post holder will work collaboratively with colleagues across the HR team and will embrace a one team ethos, continually supporting team development and challenging the status quo to ensure a consistent, value adding HR provision to leaders and colleagues.
Responsibilities:-
Partnering the leaders of specific business directorates and fully understanding their business area and future strategic aims to create, own and fully deliver a people plan to enable the achievement of these, and ultimately the wider business strategy. This people plan will incorporate appropriate elements of the People Strategy to ensure consistent approaches across the business, in addition to talent management, performance development and workforce planning.
Having full awareness and management of the headcount, where appropriate, minimising the usage of agencies, maximising role design and ensuring overall headcount is within budget.
Advising, guiding and supporting the Senior Leadership team, Directors and key stakeholders on highly complex employee relation matters. This will include conduct and capability issues involving senior management and advising on complex employment legislation and NHS policy and terms and conditions.
Coach and build the capability of senior managers as may be necessary to enable the delivery of the BSA strategic goals through their teams, and to anticipate and pre-empt organisational and people issues, maximising both colleague engagement and experience.
Continually developing your professional knowledge and skills by keeping up to date with external trends and best practice in the areas of expertise and HR more broadly. This will include keeping up to date on highly complex employment legislation and ensuring this knowledge is cascaded within your business areas and across the wider business.
Leading on highly complex change and people initiatives that are driven by employment legislation, government and other external factors. Owning the full process from understanding and assessing the impact of the change, through to implementation.
Provide recruitment partner support for senior positions within the Business.
Working closely with the Assistant HR Business Partner for the Region & Department, to ensure the leaders, managers and colleagues are fully supported through the employee lifecycle and a value-added service is being provided.