People & Organisational Development (P&Od) Business Partner

Job summary Are you an experienced Senior POD Business Partner looking for a fresh challenge or a POD Business Partner ready to take the next step in their career?
If so, this is an exciting time to join South London and Maudsley NHS Foundation Trust!We are at the beginning of an exciting journey to transform our POD team to deliver a proactive and effective customer focussed service to meet the challenges of the future.As the POD Business Partner you take responsibility for the provision of high quality strategic and operational workforce and Organisational Development support to ensure best practice people management within your areas and across the Trust as well as the wider workforce function.You will need to establish credibility as the POD specialist and lead on the services you support understanding both internal and external challenges, developments and change, both current and planned.In this role you will play a key part in the delivery of the Trust workforce and strategy through the development of the POD Service.
The workforce strategy sets out our ambition that all staff are well led and well managed and where everybody irrespective of their role feels valued, heard, supported, safe and connected.The POD Business Partner will work with the senior leaders to communicate and embed the strategy at a local level, adapting as necessary for the Directorate's vision.To join us on this exciting journey and become part of our team, apply today!
Main duties of the job Undertake specific projects to support delivery of the workforce and strategy, both within the service areas and across the Trust as appropriate.Proactively review future changes to workforce and develop and implement local HR initiatives and projects, to ensure delivery of the services strategic and operational objectivesLead on the identification of workforce related cost efficiency schemes and support their delivery.
In conjunction with management teams, analyse the cost/benefit of specific programmes, weighing up risks and adjusting plans.
Act as the professional lead on change programmes within the division and best practice change management tools and techniques.Work alongside the Services / Boroughs senior leadership team and their teams in identifying workforce issues and developing appropriate business focused People & OD interventions and developing the people capability to deliver their business plan(s).Support and challenge managers in the identification of Learning and Development needs in respect of the people management agenda and in the application of HR policies and practices.
Providing advice and guidance on highly complex HR issues to minimise risk and financial exposure.Develop and implement creative employee engagement initiatives to support the delivery of organisational goals, including retention and wellbeing initiatives to increase the overall 'brand' of the services.Deputise for the Associate Director of People & OD, as required.
About us South London and Maudsley NHS Foundation Trust (SLaM) provide the widest range of NHS mental health services in the UK as well as substance misuse services for people who are addicted to drugs and alcohol.
We work closely with the Institute of Psychiatry, Psychology and Neuroscience (IoPPN), King's College London and are part of King's Health Partners Academic Health Sciences Centre.
There are very few organisations in the world that have such wide-ranging capabilities working with mental illness.
Our scope is unique because it is built on three major foundations: care and treatment, science and research, and training.SLaM employ around 5000 staff and serve a local population of million people.
We have more than 230 services including inpatient wards, outpatient and community services.
Currently, provide inpatient care for approximately 5,300 people each year and treat more than 45,000 patients in the community in Croydon, Lambeth, Lewisham and Southwark; as well as substance misuse services for residents of Bexley, Bromley and Greenwich.
By coming to work at SLaM, you will gain experience of being part of an organisation with a rich history and international reputation in mental health care.
You will have access to professional development and learning opportunities, and have the chance to work alongside people who are world leaders in their field.
Job description Job responsibilities Key Responsibilities Include but are not limited to: Service Improvement:Undertake specific projects to support delivery of the workforce and strategy, both within the service areas and across the Trust as appropriate.Proactively review future changes to workforce and develop and implement local People & OD initiatives and projects, to ensure delivery of the services strategic and operational objectivesLead on the identification of workforce related cost efficiency schemes and support their delivery.
In conjunction with management teams, analyse the cost/benefit of specific programmes, weighing up risks and adjusting plans.
Act as the professional lead on change programmes within the division and best practice change management tools and techniques.Ensure the workforce elements of business cases are well-structured, cost effective and deliver strategic and operational objectives.
Advise and guide on staff consultation.Provide support to ensure effective implementation of new and existing workforce systems in conjunction with professional leads (for example, e-rostering and job planning systems) and produce reports to aid problem identification and management action.Work in partnership with other professional leads within the HR and OD division.
Workforce transformation and planningSupport the development, design and implementation of a robust workforce planning cycle which sees the development of workforce plans which are integral to business plans and form part of the annual business planning cycle.
The plans should reflect the business opportunities for growth, plans for redesigned services and alignment to the overall Trust strategy.Support the services to identify, implement and deliver on cost improvement plans and deliver on financial requirements in line with good governance expectations such as the reduction in temporary staffing usage and spend.Contribute to the development of the resourcing strategy and associated programmes of work which will see the Trust move from a reactionary to a proactive resourcing model.Engage with transactional Recruitment services / Medical staffing team members to highlight recruitment strategies impacting their services, resolve blockages in the process and ensure timely on-boarding of staff, honorary contract an volunteers.Develop and implement proposals for sensitive, difficult or high profile recruitment situations, leading on and participating in the process as appropriate ( participate in recruitment panels, establish arrangements with external executive search firms) with the Associate Director of Resourcing & Attraction and On Boarding Experience.Lead on the planning, design and implementation of organisational change programmes and TUPE transfers, ensuring compliance with good employment practices and the Trusts Change Management Policy proactively engaging with staff representatives to mitigate risks to plans.Support, on highly complex ER cases and Employment tribunals as and when required, including all forms of change management programmes.
Negotiate with audiences that may be hostile to the message due to the difficult situations including competing / alternative agendas.Lead on the development and implementation of specific Trust-wise policies, initiatives and schemes as agreed with the Head of Human Resources, Employee Relations, Policies and Governance.Facilitate consistency and efficiency in pay and reward arrangements.Ensure transactional providers of People & OD (Employee relations, recruitment, Workforce Information, Learning and Development and Medical staffing etc.)
provide the services, directorates and Boroughs with the services it requires.Workforce developmentWork alongside the Services / Boroughs senior leadership team and their teams in identifying workforce issues and developing appropriate business focused People & OD interventions and developing the people capability to deliver their business plan(s).Support and challenge managers in the identification of Learning and Development needs in respect of the people management agenda and in the application of People & OD policies and practices.
Providing advice and guidance on highly complex People & OD issues in order to minimise risk and financial exposure.Support on the development of the Leadership development programmes, , Change and Wellbeing strategies within Directorate/Service Lines/Boroughs which involve planning and having an oversight of the implementation of the associated action plans, evaluating and monitoring progress against these.Seek out and use workforce intelligence, both internal and external to identify people management ( requirements within the services, establishing credibility as an expert in strategic HR within operational services.Deputise for the Associate Director of People & OD, as required.Health and Wellbeing and EngagementDevelop robust HR relationships with the business to influence, challenge and support service delivery, people strategies and monitor success.Working closely with the , engagement and H&WB team devise and deliver culture and change management programmes which will assist in the delivery of the Services and Trusts overarching strategies, in accordance with the Trusts values and attitudes.Co-ordinate a team comprising representatives from the different functional areas of People & OD, and where appropriate beyond People & OD to include other Finance Business Partners, to analyse and interpret relevant workforce information and productivity measures.Work with the wider People & OD team to ensure the services provided meet the needs of the services area they support, utilising the expertise of the specialist teams in People & OD to ensure workforce issues are addressed efficiently and effectively.Analyse the results of the staff attitude survey, working with service leads to set priorities and develop actions to improve staff experience.Perform the role of critical friend, providing appropriate challenge to the status quo, taking time to understand the services and identify areas for improvement and support the delivery of these.Develop and implement creative Directorate/Service Line/Borough employee engagement initiatives to support the delivery of organisational goals, including retention and wellbeing initiatives to increase the overall brand of the services.Working with the People & OD Learning and development team develop and implement talent management programmes in their Directorate Service Lines / Boroughs.Interview date: 12th December 2024 Person Specification Training & Qualifications Essential Educated to degree level Chartered CIPD qualification Masters level qualification in Human Resources Management or equivalent experience Evidence of continuing Professional Development including regular attendance on internal and external study programmes Workforce planning expertise acquired through formal training or equivalent experience Desirable Fellow CIPD Skills and Abilities Essential In depth and varied knowledge of current thinking and policy affecting the workforce in the health and public sector Able to provide authoritative advice on highly complex workforce issues and demonstrate advanced influencing / negotiating / presentation skills Experience of working at a strategic level with experience of being an HR Business Partner