HR Services Business Partner

People Strategy & Projects To lead on and ensure full delivery of the people strategy across GPN To deliver people service projects assigned to you, collaborate and work across all teams to ensure successful delivery, launch and embedding of projects. Identify key issues and develop focused HR interventions to address root cause issues. Colleague Experience, Engagement & Culture Drive initiatives to foster a positive work culture, employee engagement, and retention. Implement strategies to enhance employee satisfaction, well-being, and work-life balance.

Develop interventions to ensure the competencies are truly integrated and aligned to the culture. Review and evaluate culture and subcultures on a regular basis and recommend interventions to ensure we nurture the culture. To support the development of interventions that secure the right behaviours and culture across the organisation. Support leaders to develop their teams and build high performance at every level of the organisation.

Account Management Develop best practice people practices across the organisation. To provide regular and consistent Business Partner support to all nominated managers, covering all elements of the People Strategy. Review trends and patterns of KPIs to ensure we address the root cause of issues and concerns. Support leaders in developing and implementing change programmes, ensuring all change programmes are linked to the strategic aims of the team and people strategy.

Support the talent acquisition process, including recruitment, selection, and onboarding. Provide guidance and support to managers and employees, ensuring fair and consistent treatment and compliance with company policies. Leadership & Talent Management To be accountable for building and maintaining leadership capability at every level through the development and implementation of high-quality interventions and programmes. Build a strong succession planning and talent mapping to ensure we can maximise talent within the organisation.

Performance & Organisational Effectiveness Help embed a new overarching performance development framework, using 121s, PDRs and performance reviews ensuring every colleague can truly thrive at work. Champion and drive forward the development of talent at all levels of the organisation to ensure we build a string reputation for development talent. Understand organisation design, job design, job effectiveness and overall contribution and delivering on continuous improvement approach to reviewing what works and what does not. Have a clear plan of how to address any gaps and ensure we have an upskilling plan in place for each team.

Reward and Appreciation Have a clear understanding of our approach to reward and recognition across the organisation. Monitor industry trends and make recommendations to attract and retain top talent. Analytics Insight lead HR: using data to inform discussion and debate. To be curious and use data to understand patterns and trends and drive better outcomes.

Analyse HR metrics and develop approaches to trends and patterns to help address root causes and build sustainable solutions. Trusted Advisor To act as challenger, coach, trusted advisor, and critical friend to develop and build leadership and colleague capability across the organisation. To lead by example as a member of the leadership team in driving a step change in behaviour Develop robust stakeholder relationships. Policies and Compliance General To maintain up to date knowledge of legislation, national and local policies and issues in relation to the specific client group, mental health and community care delivery To comply with the Professional Codes of Conduct and to be aware of changes in these.

To maintain up to date knowledge of all relevant legislation and local policies and procedures implementing this. To ensure that all duties are carried out to the highest standard and in accordance with currently quality initiatives within the work area. To comply with all relevant organisations policies, procedures and guidelines, including those relating to Equal Opportunities, Health and Safety and Confidentiality of Information and to be aware of any changes in these. To comply at all times with Information Governance related policies.

Staff are required to respect the confidentiality of information about staff, patients and GPN business and in particular the confidentiality and security of personal identifiable information in line with the Data Protection Act. All staff are responsible for ensuring that any data created by them is timely, comprehensive, accurate, and fit for the purposes for which it is intended. Equality & Diversity GPN is committed to equality and diversity and works hard to make sure all staff and service users have access to an environment that is open and a free from discrimination. As an organisation, we value the diversity of our staff and service users.

Therefore all staff are required to be aware of the organisations Equality and Diversity Policy and the commitments and responsibilities we have to: Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act. Advance equality of opportunity between people who share a protected characteristic and those who do not. Foster good relations between people who share a protected characteristic and those who do not. We firmly believe that it makes good business sense to have a workforce representative of the communities we serve and so encourage applications from all sections of the community.

Safety, health, environment You have a duty to take a reasonable care of health and safety at work for you, your team and others and to cooperate with employers to ensure compliance with health and safety requirements. All personnel are to comply with the Health and Safety at Work Act 1974, Environmental Protection Act 1990, Environment Act 1995, Fire Precautions (workplace) Regulations 1999 and other statutory legislation. Quality & Patient Safety Protection of Children & Vulnerable Adults To promote and safeguard the welfare of children, young people and vulnerable adults and the implementation of NICE guidance and other statutory / best practice guidelines. (if appropriate).

Infection Control To be responsible for own practice in prevention and control of infection. Incident reporting You will report any incidents of harm or near miss in line with the organisations incident reporting policy ensuring appropriate actions are taken to reduce the risk of reoccurrence. You will contribute to the identification, management and reduction of risk in the area of responsibility. You will ensure day to day practice reflects the highest standards of governance, clinical effectiveness, safety and patient experience and finally you will ensure monitoring of quality and compliance with standards is demonstrable within the service on an ongoing basis.

Confidentiality GPN is committed to maintaining an outstanding confidential service. Patients entrust and permit us to collect and retain sensitive information relating to their health and other matters pertaining to their care. they do so in confidence and have a right to expect that all staff will respect their privacy and maintain confidentiality at all times. It is essential that, if the legal requirements are to be met and the trust of our patients is to be retained, all staff protect patient information and provide a confidential service.

Quality and Continuous improvement (CI) To preserve and improve the quality of our output, all personnel are required to think not only of what they do, but how they achieve it. By continually re-examining our processes, we will be able to develop and improve the overall effectiveness of the way we work. The responsibility for this rests with everyone working within GPN to look for opportunities to improve quality and share good practice. GPN continually strives to improve work processes which deliver health care with improved results across all areas of our service provision.

We promote a culture of continuous improvement where everyone counts, and staff are encouraged to make suggestions and contributions to improve our service delivery and to enhance patient care. Learning and development The effective use of training and development is fundamental in ensuring that all staff are equipped with the appropriate skills, knowledge, attitude and competences to perform their role. All staff will be required to partake and complete mandatory training as well as participating in other training programmes. Staff will also be permitted (subject to approval) to undertake external training courses which will enhance their knowledge and skills, progress their career and ultimately enable them to improve processes and service delivery.

Staff will be required to participate in regular supervision in accordance with good practice guidelines and policy and take part in the organisations annual appraisal process. Collaborative working All staff are to recognise the significance of collaborative working. Teamwork is essential in multidisciplinary environments. Effective communication is essential, and all staff must ensure that they communicate in a manner which enable the sharing of information in an appropriate manner.

This is not an exhaustive list of duties and responsibilities, and the post holder may be required to undertake other duties, which fall within the grade of the job, in discussion with the line manager. This job description will be reviewed regularly in the light of changing service requirements and any such changes will be discussed with the post holder.