HR Business Partner

Background

Lakeside Healthcare is a new type of NHS general practice which builds upon and celebrates all that is great about traditional primary care services. We are local surgeries run by doctors, nurses and associated staff who know their patients and care deeply about the quality of health provided in their communities. We build upon this by investing in people, facilities and equipment to provide services that are more accessible, more convenient and more diverse within the local community. We work for our patients.

Purpose of Role

The role of HR Business Partner is pivotal in supporting and partnering a growing business through an exciting period of change. The HR Business Partner is responsible for:

• providing expert advice and support on all HR matters including recruitment, performance management, compensation and benefits, training and development, HR administration and the implementation of policies and procedures; and
• proactively identifying, planning and meeting the people needs of the business and managing various HR projects to support the business' strategic objectives, as well as developing and implementing processes to support the day to day operations of the business.

Dimensions

Key to the role is the need to work closely with stakeholders across the business and be a trusted and credible partner to managers, providing them with the necessary and consistent support and guidance to engage and develop their people and providing pragmatic solutions to complex issues.

The role will also manage two HR Administrators, ensuring that the HR team provides support and advice in line with the company’s business objectives, current employment legislation and best practice, with a focus on delivering the highest quality service.

Responsibilities

The role holder's day-to-day delivery of advice and HR projects will be autonomous, within the context of agreed priorities. In all areas, the role holder will be expected to drive projects from start to finish and ensure that the company's policies and procedures are updated and consistently applied to required standards. Key responsibilities include:

• Recruitment: take a proactive approach to supporting managers across all aspects of recruitment from start to finish, including onboarding.
• Contract administration: implement effectively all types of contracts of employment and any other HR-specific agreements, using external expertise if required.
• Employee relations (e.g. disciplinary, grievance, capability, redundancy and TUPE): provide specialist advice and guidance on individual cases; manage investigations and manage/attend non-routine meetings, ensuring statutory processes and relevant codes of practice are followed and documented.
• Policies and procedures/compliance: ensure Company HR policies and procedures are up to date and that effective and appropriate advice and support is provided to managers on the implementation and interpretation of policies and procedures. Ensure the relevant application of employment law across all people issues.
• HR Planning: initiate and implement annual HR plans with priority areas for focus. Regularly review and monitor progress against agreed plans.
• Project Management: manage strategic projects, driving projects through from start to finish and implementing agreed priorities.

• Performance planning/reviews: co-ordinate performance management frameworks, ensuring that an annual performance appraisal process takes place. This involves ensuring managers are completing reviews on time and reviews are recorded.
• Learning and Development: in consultation with managers, follow up individual training and development needs and source external training provision as and when required.
• Compensation and Benefits: manage annual salary reviews and manage benefits programmes and providers.
• Payroll: provide accurate and timely information for payroll purposes.
• Ad hoc enquiries on people issues: respond on a timely and professional basis.

Critical Success Requirements

To be successful, candidates will need to be able to demonstrate resilience, the ability to work autonomously, confidence to challenge and the credibility to work with key stakeholders.

Candidates will also have breadth of experience across all aspects of HR, with the ability to translate business strategic objectives into practical actions, and a hands-on approach to the operational aspects of the role.

The critical success requirements candidates are required to demonstrate are:

• An extensive background and successful track record in HR in a professional environment, with a passion and interest in all areas of HR and developing people.  
• Excellent communication (verbal and written) skills, with an ability to deal with a wide range of stakeholders and a natural coaching style to support managers and leaders on a range of issues.
• Considered and organised approach, with a keen attention to detail across all areas of activity.
• Flexibility and adaptability, with the ability to manage change and adapt as required and the ability to remain calm under pressure and deal effectively with conflicting priorities.
• A proven ability to lead HR projects, with strong organisational skills and the ability to independently drive projects to completion, giving due attention to deadlines and quality.
• Initiative and a pragmatic approach, with the ability to interpret data and make sound business focused recommendations to people issues.
• Comfortable with being challenged and equally able to challenge the status quo, with appropriate consideration of stakeholder interests.
• Professionalism and diplomacy, with top quality interpersonal skills and an ability to handle matters with the appropriate level of sensitivity and empathy.

Qualifications, Experience, Skills and Attributes Required

Successful candidates will be likely to have the following:

Qualifications and knowledge

• Degree preferable. A good standard of education is essential and a Human Resources qualification preferred (CIPD or equivalent).
• Up-to-date knowledge of relevant employment legislation.

Experience

• Breadth of HR experience (of the whole HR lifecycle) covering recruitment, training and development, reward and performance management, employee engagement and employee relations issues.
• Experience of behavioural interviewing.
• Experience of working with professionals and a wide range of stakeholders, ideally in a partnership environment.

Skills

• Excellent time management, prioritisation and project management skills.
• First rate communication skills, including written, verbal and listening skills.
• Outstanding interpersonal skills, with the ability to adapt style as required.
• IT literacy – particularly in Microsoft Office and HR information systems.

Attributes

• Interpersonal effectiveness: ability to interact and work with a range of stakeholders effectively, and able to influence and challenge as appropriate.
• Accountable: able to work autonomously and take personal responsibility for seeing things through to successful resolution.
• Planning and organisation: the ability to manage concurrent tasks and projects and to prioritise effectively.
• Flexibility and adaptability: able to deal with a range of activities as necessary and the ability to effectively deal with change.
• Thoroughness and attention to detail: conscious of the critical need to ensure everything is properly documented and to maintain quality records, along with the ability to think things through and not just follow a checklist.
• Commitment: demonstrates pride in all aspects of work and cares about the organisation's performance.
• Resilience: able to bounce back after setbacks and can remain calm and measured under pressure and while juggling multiple tasks and projects.
• Proactive and self-motivated: possesses positive energy and enthusiasm and an optimistic, can-do attitude.
• Critical thinking: able to quickly grasp and understand issues and determine appropriate solutions to problems.

In addition, you will have a keen interest in employment law and best practice in employment and in keeping up to date with changes as and when they happen.

Recruitment Process

Those who wish to be considered should submit a CV, along with a covering letter detailing your current salary and package, your interest and suitability for the post by close of business on 20 September 2019.

Our external consultants, Integrated Resources Ltd, will interview candidates who are long-listed, on 27^th and 30^th September 2019

Successful candidates will then be shortlisted and interviewed by the COO and CFO on 7^th October 2019. At this stage, candidates will also be asked to complete a practical exercise.

At the final stage, candidates will be expected to meet members of the Executive Team and Management Board and will also be required to complete a psychometric assessment.

Compensation and Details of Employment

• Salary in the range of £45,000 to £50,000 per annum (pro rata)
• Flexible Hours – Minimum of 26 hours a week over 4 days
• Start Date: As soon as possible without compromising on quality

Any offer of appointment is subject to the receipt of two satisfactory references, verification of identity, qualifications and eligibility to work in the UK.