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Detailed job description and main responsibilities

PRINCIPLE ACCOUNTABILITIES

 The Assistant HR Business Partner  role will be a pivotal autonomous role which will take the lead on key HR projects which may include (but not limited to) one or more of the following subject matters:

 Training and Development

  Responsibility for leading on a range of training to support managers to develop their skills and confidence in effective people management processes.

 Be the lead and conduit for the Business HR Team to enhance collaboration and partnership with L&OD colleagues.

·         In partnership with L&OD colleagues, monitor and support the implementation of agreed HR/ OD projects/interventions, ensuring that solutions and interventions are delivered in line with expected timescales and associated KPIs. Adjusting plans and reorganising work to achieve this.

·         Work in conjunction with the LD/OD team to design, deliver and evaluate a range of high-quality HR, leadership and talent development programmes which help to fulfil workforce strategic priorities and are in line with organisational values.

Medical Staffing

To support the delivery of a comprehensive high quality, responsive, and customer focused Medical HR service to senior clinicians/managers and medical staff within the Trust.

 Ensure the provision of comprehensive specialist information, advice and support regarding all employment issues for medical staff.

 Provide professional advice, support and guidance on the interpretation of Medical & Dental Terms and Conditions of Service, legal requirements, nationally agreed guidance/procedures and local Trust policies.

 Support the Medical HR Manager with the provision of advice and support to Directors, Case Managers, Case Investigators and Managers with regard to issues falling under Maintaining High professional Standards in the Modern NHS (MHPS)

 Work closely with the Resourcing Team in relation to the recruitment and onboarding of medical staff.

 Manage the implementation and application of medical workforce utilisation systems including job planning, e-rota, leave management, appraisal and revalidation, junior doctors rostering and ensure the provision of support to users of the systems.

 Provide medical HR advice to a range of internal and external stakeholders.

 Ensure effective communication and networking with other HR/Medical managers across Cheshire and Merseyside to ensure consistency in advice and practice.

 Deputise when required for the Medical HR Manager.

Health & Wellbeing and EDI

 To lead on specific initiative projects, which supports delivery of the Culture and Wellbeing or EDIB strategy

 Lead on the design and delivery of initiatives of specific wellbeing and diversity events as required

 Work with the Strategic Culture and Wellbeing Lead to ensure there is awareness and education for employees across

 Analyse workforce data and produce report which will measure the impact of wellbeing and EDIB delivery plans

 Lead of the development of relevant policies in line with best practice and legislation.

 General Business HR 

 To lead on the management of casework in relation to sickness absence for the designated Division, including providing advice and guidance to managers, liaising with Occupational Health and supporting formal meetings.

 To provide professional advice and support to managers and the HR Business Partner on employee relations matters including disciplinary, capability and grievance case management. This will include the provision of advice in relation to investigations, supporting with the preparation of management statements of case and attendance at hearings as appropriate.

 To support the HR Manager/HR Business Partner with the review and development of policies and procedures to ensure that these reflect the needs of the Trust, good practice and employment law.

 To be responsible for the analysis of workforce performance reports and the preparation of feedback reports for managers and relevant committee meetings, covering a range of topics including sickness absence, turnover, mandatory training, appraisals and Staff Survey/Staff FFT. This will include an analysis and interpretation of trends.

 To assist managers and their teams with the utilisation of workforce information to inform decision making processes.

 Assist the HR Business Partners and Divisional managers with the development of workforce plans.

 To maintain the Employee Relations and sickness database.

 To provide advice to staff, managers and the wider HR and Education Team in relation to the application of Trust policies and employment legislation.

 To advise and support managers, under the direction of the HR Business Partner, in relation to the implementation of change management programmes, including engagement with affected staff and Trade Union representatives as appropriate.

 To assist the HR Business Partners in the delivery of the HR service in relation to their lead responsibilities.

 Where appropriate, to support with HR transactional processes such as staff change and termination forms

 To support the development and implementation of an exit process for staff leaving the Trust, undertaking confidential exit interviews as appropriate and providing feedback as appropriate to the HR Business Partner and service areas.

 To provide training to managers and staff as required

 To attend and undertake minutes at meetings as required.

 To undertake ad hoc projects as required.

 To be responsible for ensuring that professional standards of HR practice are maintained and developed, and to maintain a portfolio of continuous professional development.

 To keep up to date with developments in employment legislation and HR best practice.

 To undertake any additional appropriate tasks as required.

 Deputise when required for the HR Manager/HR Business Partner.

MANAGERIAL/LEADERSHIP

 To oversee and monitor activities and performance, dealing with day-to-day issues and reporting through to the HR Manager/HR Business Partner