SAAU Receptionist

Job overview

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.

Main duties of the job

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.

Working for our organisation

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.

Detailed job description and main responsibilities

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.

Person specification

Education & Qualifications

Essential criteria

• Degree or equivalent
• CIPD membership – level 5

Desirable criteria

• Masters level qualification or equivalent knowledge and experience

Knowledge & Experience

Essential criteria

• Developed knowledge across a wide range of workforce procedures and practices
• Track record of successfully delivering specific workforce projects
• Understanding of the Equality and Diversity agenda within a public sector setting
• Understanding of, and commitment to, NHS/HR modernisation agenda and its contribution to advancing patient care

Desirable criteria

• Experience of providing advice on complex employment issues
• Understanding of processes and underpinning core principles for the successful management of change

Skills and Competencies

Essential criteria

• Ability to communicate effectively with a wide range of people on complex issues and/or in complex situations
• Ability to understand, manipulate and analyse electronic HR data and present appropriately.
• Able to use persuasive, motivational and negotiating skills to raise staff management standards in area of responsibility
• Good understanding of how to achieve cultural change in a complex organisation

Desirable criteria

• Able to support and adjust plans within broad HR policies and regulations, with the supervision of others
• Able to analyse workforce problems and develop and appraise a range of options.

IMPORTANT

• Check your email account regularly as this is how we will communicate with you
• If you delete the job from any of your accounts, you may be prevented from accessing further communications
• To enquire about your application or inform us of any changes in your circumstances, please contact the named person on this advert
• Please provide email addresses for referees where possible
• Please review the documentation on our recruitment microsite, particularly the Trust’s criminal records checking policy
• All staff have a responsibility for safeguarding children and vulnerable adults and for ensuring they are aware of the specific duties relating to their role.
• Please note that the closing date is given as a guide. On occasion, we might close a vacancy early due to a high number of applications being received. You are advised to submit your application as early as possible to avoid disappointment.

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King's College Hospital is part of King's Health Partners Academic Health Sciences Centre (AHSC), a pioneering collaboration between King's College London, and Guy's and St Thomas', King's College Hospital and South London and Maudsley NHS Foundation Trusts.