Job Description

The Assistant People Business Partner will deliver an expert, high quality, HR service to the Trust with a specific remit for the care groups/corporate services as confirmed by the People Business Partners they work to.

Key areas of focus are:

Supporting effective recruitment plans

Workforce redesign

Workforce metrics, data and trend analysis to drive improvements in compliance and performance

Staff engagement, health and wellbeing and recognition

Change management

Programme management support e.g., delivery of cost improvement programmes

Effective management of casework and referral and support as needed.



The Trust provides a full range of local and specialist services across its five sites. The trust-wide strategy of Strong Roots, Global Reach is our Vision to be BOLD, Brilliant people, Outstanding care, Leaders in Research, Innovation and Education, Diversity, Equality and Inclusion at the heart of everything we do. By being person-centred, digitally-enabled, and focused on sustainability, we aim to take Team King's to another level.



We are at a pivotal point in our history and we require individuals who are ready to join a highly professional team and make a real, lasting difference to our patients and our people.



King's is committed to delivering Sustainable Healthcare for All via our Green Plan. In line with national Greener NHS ambitions, we have set net zero carbon targets of 2040 for our NHS Carbon Footprint and 2045 for our NHS Carbon Footprint Plus. Everyone's contribution is required in order to meet the goals set out in our Green Plan and we encourage all staff to work responsibly, minimising their contributions to the Trust's carbon emissions, waste and pollution wherever possible.



Workforce strategy and planning



Support the development of their care groups/corporate teams workforce plan in line with the site and Trust priorities and our overall workforce strategy Support their care groups/corporate teams leadership teams to determine workforce priorities, ensuring consistency with Trust-wide plans Input into the development of the Trust's overarching workforce strategy, and support implementation for their areas Undertake analysis of operational workforce data, identify trends and support interventions in line with relevant data Proactively contribute to the development of care groups/corporate teams workforce plan, ensuring these are consistent with Trust workforce priorities and financial, activity and HR metrics are aligned Support the development of the care groups/corporate teams plan ensuring that productivity metrics, workforce and role redesign options are fully explored Work collaboratively with the workforce team to ensure the ESR data is accurate, accessible and understood within the care group/corporate team. In partnership with the care group managers, proactively develop recruitment and retention strategies for hard to fill posts within their care group/corporate team.

Workforce Performance



Work proactively with the care groups/corporate teams to ensure that all staff receive a timely and meaningful appraisal. Drive uptake of all statutory and mandatory training within the care groups/corporate teams. Continuously educate and coach managers on the use of workforce metrics to develop action plans to improve performance. Provide the care groups/corporate teams with analysis and trends from the workforce data including workforce performance metrics, pay expenditure, temporary staffing usage and costs. Work closely with the medical workforce team to ensure job planning, appraisal and revalidation compliance rates are high within their care groups/corporate teams. Support the pay control processes for substantive and temporary recruitment, ensuring managers explore opportunities to review and refresh roles and introduce new ways of working or reduce spend. Support the development of strategies to assist financial recovery and cost improvement programmes, working with managers to identify and manage the workforce impact.

Engagement



Analyse results of the NHS staff survey, friends and family test and other data sources to work with management teams to set priorities and develop actions to improve staff experience. Proactively invite and share information from the operational teams to inform their care groups/corporate teams' engagement plan to ensure it will have the biggest impact for all staff groups within the care groups/corporate teams. Draw on workforce expertise and creativity to offer the care groups/corporate teams bold, innovative staff engagement initiatives. Proactively support the roll out of the Trust's reward & recognition programmes ensuring local communication. Drive improvements in health and wellbeing within the care groups/corporate teams, finding opportunities to influence ways of working and coaching managers.

Organisational change and development



Assist in service development ensuring managers make decisions on workforce that will deliver high quality care to patients and efficient use of resources. Support the review of junior doctor rotas supporting the team with KPI data. Provide support to managers in the implementation of all types of organisational change, ensuring that organisational change complies with good employment practice and the Trust's Change Management Policy with the taken advice from the Associate Director of Workforce. Work with the Trust's organisational development team to support organisational development initiatives to address workforce priorities.

Workforce expertise



Be the first port of call for workforce issues and act as a sign post to corporate workforce teams to ensure all staff are supported quickly. * Provide support to managers on Trust policies, terms and conditions and best practice guidance to support managers to make proposals on these policies.