Job Description

In this role, you are accountable for:

1. Research, plan and implement a broad range of People initiatives, processes and policies that impact the whole of the organisation at the NSHBSA across the colleague lifecycle. Working alongside the HR Operations Lead and the wider people team, you will have accountability to develop long term strategic plans, using an evidence and research-based approach, ensuring consistency and benefit realisation. Such initiatives will need to be effectively embedded and clearly communicated to our colleagues, as appropriate.



2. Leading and driving change initiatives within the HR Operations team, this may include significant changes to employment legislation, wider NHS / DHSC direction and internal ways of working to ensure that we deliver a proactive and efficient HR Operational Service. 3. Working in collaboration with the wider business and People team colleagues, lead the HR Operational elements of our future workplace vision and ways of working, and any associated changes and developments.



4. Working with the HR Operations Lead, lead the optimisation of our current HR system (Electronic Staff Record) across the NHSBSA and implementing the new future workforce system that the NSHSBA is developing for across the NHS system. This will involve high collaboration across multiple teams and key stakeholders, with highly detailed project plans for delivery and ongoing maintenance. As the line manager for the people teams ESR Lead, you will provide leadership and enable the team to continue to grow as a subject matter experts.



5. Driving colleague engagement within Directorates and the organisation as a whole, in conjunction with the wider people team and the communications team. This will involve analysing annual staff survey and pulse survey results, identifying areas of best practice, and taking forward people initiatives to drive improved engagement. 6.



Working closely with the HR Operations Lead and HR Advisory team, ensure leaders, managers and colleagues are fully supported through the colleague lifecycle and a value-added service is being provided. In addition, working closely with the Senior HR Advisors on policy development to ensure a consistent approach across all HR Policies. 7. Working collaboratively across the People team, support and embed strategic workforce planning to enable the business to have an effective future workforce.



8. Having full awareness of the headcount and contingent labour within business directorates, and the movement within this. Monitoring headcount and turnover and working with the Senior HR Business Partners to ensure overall headcount is within budget and establishment control aligned. 9.



Leading on complex, contentious and sensitive employee relations matters ensuring relevant decisions on the appropriate way forward, including dependencies, risk and potential scenarios. This may also involve advising on approaches that are outside of HR policies and procedures where the matter is highly complex. You will use complex data and produce meaningful reports with analysis to identify themes and trends in all areas of employee relations across the NHSBSA, ensuring communication to the wider people team, where appropriate. 10.



Effectively using complex people data within the HR Operations space, to support your decision making and future direction. You will work in collaboration with the Senior HR Advisors, HR Advisors and the wider people team in using people data to achieve team metric targets, identify key themes across the business and agree actions and ensure delivery to improve colleague experience and drive business efficiency. 11. Designing and delivering training/updates/briefing sessions across the NSHBSA in relation to complex workforce matters and changes to processes and policies that are reviewed and updated/introduced.



12. Working collaboratively with business stakeholders and members of the people team to build the people management capability and leadership skills across the organisation. 13. Being an active member of the wider HR and people team, continually supporting team development and challenging the status quo to ensure a consistent, value adding HR provision to leaders, managers and colleagues.



14. Building active internal and external networks within the NHS and wider organisations, to share working practices and build innovative ideas, with the potential for future partnership working.