People Business Partner

Work positively and collaboratively managersin Mental Health and Central services to ensure the divisions gets the bestfrom all their people. Advise managerson best People Management practice and support them in following it. Work withcolleagues in the People and Culture team to implement HR systems, policies andprocedures to support legal compliance and best practice. In accordance withthe People Strategy, bring added value to the business through proactiveinitiatives including culture and values; reward and recognition; retention;learning and development; and employee engagement. Taking guidance from theHead of People when required, provide comprehensive professional advice oncomplex and sensitive employee relations, resourcing and planning issues.

Main duties of the job This is a key strategic role within ABLs People and Culture team, offering the opportunity to help shape and implement a forward-thinking people strategy that drives organisational success. As a People Business Partner, you will play a central role in translating ABLs People Strategic Plans into action, working collaboratively with managers across the organisation to ensure their teams are supported, engaged, and performing at their best. You will provide high-quality, specialist advice on a range of people matters including employee relations, performance management, workforce planning, recruitment, onboarding, and compliance with employment legislation. You will take the lead on embedding ABLs values into all aspects of the employee experiencefrom shaping policy and guiding managers on complex HR matters to championing equality, diversity and inclusion, and supporting employee wellbeing and engagement initiatives. The role involves developing people-related KPIs, monitoring performance, and driving continuous improvement across HR processes and service delivery. You will also lead on or contribute to key people projects such as employee engagement, reward and recognition, and systems improvement, while deputising for the Head of People and Culture when required. This is an ideal role for someone with a strong HR background, a collaborative mindset, and the ability to influence at all levels to help ABL become an employer of choice.

About us ABL is an exciting,fast paced, growing community health organisation. As an experienced, CQCregistered provider of community health services, we are passionate about deliveringevidence based, innovative, effective and relevant healthcare services inpartnership with individuals, communities and stakeholders.

We do this through our ambitious purpose, vision and core values.

Job responsibilities Responsibilities:

1.Contribute to the development of innovative,ambitious and comprehensive People Strategic Plans, informed by meaningfulconsultation with senior managers and employee feedback.

2.Effectively implement the objectives set out inthose plans, working closely with other members of the People team and operationalmanagers. Monitor progress and outcomes and ensure the Head of People is keptupdated.

3.Work collaboratively with other managers to developand deliver broader corporate strategy and projects, in accordance withbusiness plan objectives.

4.Remain up to date and fully aware of developments inEmployment Law and People Management best practice and ensure these are reflectedin the delivery of People Strategic Plans.

5.Deputise for the Head of People and Culture whenrequired.

Business Partnering

1. Work proactively inpartnership with operational managers to ensure the divisions get the verybest from their people resources by:

Identifying and implementing People plans whichsupport and enable successful delivery of operational objectives andachievement of business targets.

Anticipating the impact of changes on the divisionand developing effective People solutions which bring about change in a waythat supports the right outcome. This may include application of the HandlingChange Protocol to secure cost-effective outcomes and mitigation of businessrisk.

Providing and interpreting KPI information, to assessperformance and drive service improvement

Identifying and taking forward People initiativesensuring that high standards and objectives are met

Coaching, mentoring and challenging managers in theeffective application of People policies and practices which engageemployees, address issues and build capability.

Contributing to the development of operational plansincluding reviewing resourcing needs and skills mix.

Fully understanding the composition of thedivisional teams to ensure that HR policies and initiatives are appropriatelyapplied.

2. Seek feedback frommanagers on the effectiveness of the Business Partnering approach. Keep theHead of People updated and work with other members of the People team tocontinuously improve the way the service is delivered, in response tointernal customer requirements.

3. Cover in the absenceof other People Business Partners when required.

Performance and Capacity

1.Ensure that qualityPDRs and one to ones are carried out by managers for all team members andthat identified actions, including personal development plans are addressed.Carry out PDRs and one to ones for direct report(s) in the People andCulture team.

2. Work with managers toreview individual, team and divisional performance, identify barriers and putplans in place to address them.

3. Appropriatelychallenge areas of poor People practice, take action to resolve them andreport them to the Head of People and Culture if a resolution cannot befound.

4. Develop and implementplans to improve performance and service delivery to achieve positive serviceoutcomes, quality, operational and financial targets.

5. Compile and providenarrative and recommendations on People KPI reports, identifying trends,positive outcomes, risk and issues for urgent attention.

6.Review People resource allocation and skills mix accordingto business need, and work collaboratively with managers to identify and implementnew and different ways of working.

7.Identify emerging resourcing and recruitment issuesand proactively work with managers and the Internal Recruiter to developplans and business cases to support effective recruitment and retention.

Culture and Values

1. With People teamcolleagues, identify and implement innovative ways of embedding the corevalues including recruitment for attitude so the values are a threadthroughout everything the team does.

2. Take forward employeeengagement initiatives within the division, so that the voice of employees isheard and appropriately acted upon.

3. Lead on carrying outemployee surveys at agreed intervals. Interpret the results and use them todrive improvement in people outcomes, linked to improved employee retention.

4. Champion the corevalues in all People activities and ensure operational managers do the same.

5. Ensure appropriateaction is taken in response to exit interview feedback, so that anomalies andareas for improvement are recorded and addressed.

Employee Relations

1. Provide complex specialist advice to managersrelating to sickness absence management, advising on appropriate courses ofaction and ensuring a consistent approach, so as to maximise attendance atwork.

2. Provide timely and expert advice to managerson employment issues including TUPE, discipline, grievance, bullying andharassment and discrimination. Liaise with the Head of People and Culture totake their advice and ensure they are kept informed.

3. Develop and implement appropriate Peoplepolicies and procedures. Ensure emerging issues are dealt with appropriatelyand effectively and that good employment practice is maintained.

4. Lead People input for the division ininvestigations, disciplinary, grievance, and capability hearings. Advisemanagers on process and ensure accurate records are kept.

5. Provide timely, responsive and specialistadvice to managers and employees on terms and conditions of employment,application of employment legislation, codes of practice and policies toensure that all legal obligations are met.

6. Produce and implement People policies andprocedures to support good employment practice.

Equality, Diversity and Inclusion

1. Work with managers to deliver EDI actionswith the aim of embedding inclusion throughout all people management andservice delivery activities.

2. Ensure that a culture of safeguarding isembedded throughout the business.

3. Ensure that support and encouragement is inplace for all employees including those with protected characteristics byempowering them in their personal development and progression.

4. Take the lead on employee health and well-beinginitiatives as appropriate.

Learning and Development

1. Put innovative plansin place to help ABL grow as a learning organisation, by ensuring thatlearning and development needs are assessed in accordance with changingbusiness needs and that effective learning programmes are implemented to meetthose needs.

2. Ensure that risk iseffectively managed through provision of appropriate compulsory training,including safeguarding and health and safety at work.

3. Implement appraisaland personal development support processes across the organisation to helpall team members reach their full potential so they can make their bestpossible contribution.

4. Ensure that personcentred onboarding and induction processes are consistently and effectivelyimplemented to support employee retention.

5. Develop and deliverPeople related training for managers.
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