About this role
Job summary
We have exciting opportunities for Deputy People Partners to join our People Services Team.
The Deputy People Partner will work alongside the People Partners to provide a high quality specialised advice and a strategic, operational and business-focussed comprehensive HR service.
The remit of the Deputy People Partner includes workforce planning and development, employee relations, leading and influencing organisational change, staff development and training and corporate projects. The post has management responsibility for delivery of key HR workforce indicators, e.g. sickness, appraisals, statutory and mandatory training, staff engagement, leadership development and workforce change.
This is a great opportunity to work alongside the People Partners and develop your HR skills within a busy acute healthcare setting.
Your primary base will be Leicester Royal Infirmary but you will be expected to work across all three acute hospital sites. There is the opportunity to work agilely with some home based working.
Applications are invited from those who are hold as a minimum a degree level qualification or knowledge and expertise gained through in-depth experience to degree level equivalent, and the CIPD Advanced Level 7 Diploma in HRM or equivalent experience.
We would also consider applications for a developmental role starting at Band 6.
Main duties of the job
Reporting to the People Partner, you will provide proactive, customer focused best practice guidance to managers on a range of workforce and OD strategies. To enable this, you will have a full understanding of Directorate strategies and objectives and will work collaboratively with stakeholders to identify workforce priorities and develop dedicated interventions. The post has management responsibility for delivery of key HR workforce indicators, e.g. sickness, appraisals, statutory and mandatory training, induction and the delivery of cost improvement plans and workforce change for the designated CMG area. Contribute to the development and implementation of HR strategies and service plans. To be an advocate for improving staff engagement. In addition, the post holder will take responsibility for the management of a Trust wide corporate piece of work and/or management of specific areas related to the UHL People Strategy under the guidance of the People Partner and be expected to work independently to deliver on organisational objectives.
About us
Our new strategy, developed with the support and feedback of colleagues, patients, and partners, is our compass for the next seven years (2023-2030).
We have four primary goals:
high-quality care for all, being a great place to work, partnerships for impact, and research and education excellence And we will embed health equality in all we do - taking active steps to reduce the avoidable differences in healthcare that some people face, working in partnership with communities.
Our strategy is underpinned by new values and we will work to ensure they are an everyday reality for all:
we are compassionate, we are proud, we are inclusive, and we are one team This is an exciting moment as we look to the future with clarity on what we already do well and where we need to focus our energies to make an even bigger difference for the people we serve.
About the University Hospitals of Leicester NHS Trust:
https://www.uhleicester.nhs.uk
Job description Job responsibilities
The post holder is required to use complex communication skills in advising staff and managers at all levels.
Managers within CMGs and Corporate Directorates
To support the implementation of the UHL People strategy and impacts within the CMG / Directorate by addressing key areas for development within the area, engagement and action planning.
Provide a high quality, customer focused professional HR service.
Provide line-managers, and staff with professional, comprehensive and timely HR advice and support on complex, sensitive and contentious HR issues including but not confined to employee relations matters such as sickness management, performance management, grievance, harassment and bullying, disciplinary issues, management of change and TUPE, with minimal supervision ensuring that organisational and legislative requirements are are met and standards of good practice are maintained.
Advise and assist managers at all stages of the disciplinary process including informal and formal resolution of cases.
This will include carrying out investigations with line managers, production of investigation reports, liaising with staff side, preparation of management cases, presentation of management cases at hearings, preparation and presentation of appeal cases.
Represent HR on panels to consider ill-health, grievance, performance and disciplinary issues and on appeal panels as appropriate, providing advice on procedural, legislative and employee relations implications of cases.
Provide HR advice and support to managers on complex management of change issues including advising managers on restructuring, redeployment etc carrying out collective and individual consultations, at risk meetings, advising on redundancy matters and entitlement including redundancy pay, with minimal supervision. Provide HR representation at meetings regarding employee relations issues relating to individuals, some of which will require communication of complex and sensitive information in an emotive atmosphere and in all cases accurate recording of the meeting. Develop and maintain good working relationships with partners e.g. Staff Side, payroll provider, Occupational Health etc to support delivery of contracts and in instances will require negotiation and influencing skills. Liaise with internal and external agencies as appropriate in dealing with queries and issues relating to staff.
Workforce Planning Support the People Partner in working with the Workforce Information team to ensure that relevant workforce data is available to managers, and is used to inform management decision-making and improve the divisions performance in relation to HR key performance indicators.
Produce monthly CMG board reports including HR KPIs to inform, monitor and challenge CMG performance.
Where required, assist managers in development of robust workforce plan for their area to cover short term, medium and long term needs of the division.
Analyse HR data, producing reports to deliver the people management agenda within the Trust.
To input and lead workforce components of the CMGs cost improvement plans to ensure delivery of the workforce components to agreed timescales. In conjunction with People Partner develop and evaluate an effective and deliverable work force plan that is fit for purpose for their CMG.
Staff Engagement
Support the People Partner and Head of People Services in the development and maintenance of effective and diverse communications between staff side, management, employees and key stakeholders. Proactively work with managers and staff side representatives to develop and promote a culture of healthy employee relations and effective partnership working. Ensure the results of the National Staff Survey, Staff Friends and Family Test are widely communicated and understood, identifying key areas for development with the CMG. To support the People Partner and Head of People Services, in conjunction with CMG / Directorate teams, on action planning and evaluation to deliver improvements in all areas highlighted, defining measurable improvements and timescales.
Support the local implementation of the Trusts health and wellbeing agenda, including the development of action plans to address staff opinion survey results within the division/directorate.
Design, develop and deliver training programmes on relevant HR issues. Participate in training initiatives designed to raise managers awareness and competency in HR related issues within the organisation; this includes developing, designing and delivering the training programmes
Person Specification
Knowledge and Experience Essential
Degree level qualification or knowledge and expertise gained through in-depth experience to degree level equivalent. CIPD Advanced Level 7 Diploma in HRM or equivalent experience. All HR professionals are expected to take responsibility for their own continual personal development. Extensive experience in an operational HR generalist role, covering a wide range of ER responsibilities, including complex sickness management, disciplinary issues, grievance, organisational change, redundancy etc. Substantial experience of providing advice and support to formal hearings under HR procedures i.e. grievance, disciplinary issues, sickness etc. Substantial experience of advising on the application of terms and conditions of employment. Significant knowledge of current human resources practice and employment legislation. Sound IT skills in word processing, Excel, presentation and email software. Experience in reviewing, producing and implementing HR policies and procedures. Experience of HR management and change implementation in a unionised environment. Demonstrable evidence of service improvement programmes and ability to facilitate change. Experience of driving staff engagement and experience.
Desirable
Chartered CIPD member Significant appreciation, knowledge and experience of good HR practice within the NHS Understanding of job evaluation methodology Sound understanding of Agenda for Change NHS Terms and Conditions
Analytical and Judgement Skills Essential
Ability to complete analysis of data / reports / legislation effectively despite frequent interruptions needing immediate attention. A pragmatic approach to problem solving. Aptitude for offering creative and innovative HR solutions. Ability to use own initiative and analysis of data to inform decision-making. Problem solving skills and to be able to explain things in a clear and concise way.
Skills Essential
Be able to work alone and as part of a team. Possess excellent interpersonal skills to be credible at all levels. Positive "can do" attitude and a positive attitude to change. Be able to cope with stressful environments / situations Be able to persuade, negotiate and influence.
Planning and organisation skills Essential
Attention to detail and accuracy. Robust, with the ability to balance priorities and meet personal and directorate targets / deadlines, within a fluctuating and demanding workload. Excellent organisational skills.
Equality, Diversity and Inclusion Essential
Able to demonstrate a commitment to and understanding of the importance of treating all individuals with dignity and respect appropriate to their individual needs. All staff are expected to engage in compassionate and inclusive leadership in the provision of high quality care and interactions with others
Commitment to Trust Values and Behaviours Essential
Must be able to demonstrate behaviours consistent with the Trust's Values and Behaviours
Communication and Relationship Skills Essential
Excellent customer service/consultancy skills. Ability to communicate effectively at all levels of staff. Ability to deal effectively with people in complex, confrontational or highly emotive situations. Confidence in making presentations and public speaking.
Training & Qualifications Essential
Degree level qualification or knowledge and expertise gained through in-depth experience to degree level equivalent. CIPD Advanced Level 7 Diploma in HRM or equivalent experience. All HR professionals are expected to take responsibility for their own continual personal development
Experience Essential
Extensive experience in an operational HR generalist role, covering a wide range of ER responsibilities, including complex sickness management, disciplinary issues, grievance, organisational change, redundancy etc. Substantial experience of providing advice and support to formal hearings under HR procedures i.e. grievance, disciplinary issues, sickness etc. Substantial experience of advising on the application of terms and conditions of employment. Significant knowledge of current human resources practice and employment legislation. Sound IT skills in word processing, Excel, presentation and email software. Experience in reviewing, producing and implementing HR policies and procedures. Experience of HR management
Desirable
Significant appreciation, knowledge and experience of good HR practice within the NHS. Understanding of job evaluation methodology. Sound understanding of Agenda for Change NHS Terms and Conditions
Other requirements specific to the role Essential
Awareness of Equality & Valuing Diversity Principles Able to demonstrate a commitment and understanding of the importance of treating all individuals with dignity and respect appropriate to their individual needs. Understanding of Confidentiality & Data Protection Act
Disclosure and Barring Service Check This post is subject to the Rehabilitation of Offenders Act (Exceptions Order) 1975 and as such it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service (formerly known as CRB) to check for any previous criminal convictions.
Certificate of Sponsorship Applications from job seekers who require current Skilled worker sponsorship to work in the UK are welcome and will be considered alongside all other applications. For further information visit the UK Visas and Immigration website (Opens in a new tab).
From 6 April 2017, skilled worker applicants, applying for entry clearance into the UK, have had to present a criminal record certificate from each country they have resided continuously or cumulatively for 12 months or more in the past 10 years. Adult dependants (over 18 years old) are also subject to this requirement. Guidance can be found here Criminal records checks for overseas applicants (Opens in a new tab).
UK Registration
Applicants must have current UK professional registration. For further information please see NHS Careers website (opens in a new window).
Employer details Employer name University Hospitals of Leicester NHS Trust
Address University Hospitals of Leicester
Leicester
LE1 5WW
United Kingdom
Employer's website https://www.jobsatleicestershospitals.nhs.uk/ (Opens in a new tab)