Job Title: HR Business Partner

Job description

Job title: HR Business Partner

Reporting to: Head of HR

Job family: Human Resources

Pay level: E2

Role purpose

Our people are vital to the delivery of the Nursing and Midwifery Council’s Strategic Plan 2017–2020. The People Strategy will ensure the development of a progressive, sustainable and engaged working environment that contributes to the development of our culture as a dynamic regulator. The purpose of this People and Organisational Development directorate is to ensure that the NMC has a future which attracts, develops and retains professional, highly skilled and engaged staff to deliver our plans.

The HR Business Partner, working directly embedded within directorates, will support the achievement of NMC strategic objectives by taking a lead role on the implementation of corporate people priorities, projects and delivery into their client areas. The HRBP will manage the successful delivery of business change arising in support of the delivery of the People Strategy across the NMC. Identify the organisational and people priorities within their client groups, adopting a responsive, client and solution focused approach. The HRBP will support their client group, acting as an intelligent client, drawing on professional support services from the HR service hub to facilitate the achievement of their client’s objectives.

Resources January 2017 Page 1 of 1 Key accountabilities

 To partner and work with Senior Managers on their people activities, focusing on the achievement of core People & Organisational Development Key Performance Indicators, Service Level Agreements and corporate people management controls e.g. Establishment and Headcount

 To act as an internal consultant, building credible and influential relationships providing support and advice to the business identifying what changes in HR practices and procedures are needed to achieve organisational change and embed the people strategy.

 Provide leadership on change management with client groups. Support cultural change across the business to deliver a range of change management initiatives, organisational, department restructures and job role design.

 Provide advice and guidance in the context of change and relocation to directors and managers on resourcing, succession planning and talent management to drive effective workforce planning that takes account of corporate and directorate business plans.

 Lead, deliver and evaluate HR specific projects that support the implementation and embedding of the people strategy across the NMC

 Work collaboratively with project and programme teams across the NMC to ensure effective delivery of the people aspects of our strategy and other organisation-wide initiatives.

 Work with P&OD management team to develop the NMC’s approach to talent management and succession planning to support change

 Looks for opportunities to improve internal processes/services and work with the HR Service Manager to implement these changes

 Work collaboratively with HR and OD management team to ensure a shared and cohesive HR partnering service is delivered across the business.

 Work with the P&OD team to develop tools and policies to ensure that employee engagement activities are business focussed by supporting the Head of HR to build and develop constructive relationships with the employee forum to ensure a shared vision for the future of the organisation.

People & OD November 2017 Page 2 of 5  Supports workforce planning including on boarding and off boarding of employees as result of change programmes

 Provides coaching to managers on HR matters relating to customer needs.

 Advises on HR policy implementation within their client groups, making or recommending appropriate decisions with regard to change initiatives.

 Work in collaboration with HR colleagues to develop and coach Senior HR Advisors and Administrators to support them in their personal and professional development

Standard responsibilities

There are a number of standard duties and responsibilities that all employees, irrespective of their role and level of seniority within the NMC, are expected to be familiar with and adhere to.

 Comply at all times with the requirements of health and safety regulations to ensure their own wellbeing and that of their colleagues.

 Promote and comply with NMC policies including diversity and equality both in the delivery of services and treatment of others.

 Ensure confidentiality at all times, only releasing confidential information obtained during the course of employment to those acting in an official capacity in accordance with the provisions of the Data Protection Act 1998 and its amendments.

 Comply with NMC protocols on the appropriate use of telephone, email and internet facilities.

 Comply with the principles of risk management in relation to individual and corporate responsibilities.

 Comply with NMC policies and procedures as compiled on the organisation’s intranet.

This job description is not exhaustive and as such the post holder is expected to be flexible. Any changes will only be made following a discussion with the post holder.

People & OD November 2017 Page 3 of 5 Person specification

Job title: HR Business Partner

Qualifications and experience

 Educated to degree level, or equivalent

 Chartered MCIPD qualified

 Proven track record of implementing HR strategy in a complex change environment with an emphasis on transformation and culture change

 Strong change management experience with experience of delivering the people aspects of organisation-wide change projects and programmes – this is expected to include redundancies, relocation and significant recruitment and on boarding.

 Proven experience of working in partnership with senior managers to influence and advise on all aspects of people management and development

 Demonstrate ability to adapt personal approach to respond flexibly and pragmatically to business needs

 Demonstrable experience of project management and commitment to change, from developing practical change plans, reporting on their delivery and evaluation.

 Experience of workforce planning

Knowledge, skills and abilities

Essential

 Excellent communication skills  Strong client service ethos and delivery focus

 Strategic thinker and with a commercial understanding and ability to translate business goals into HR priorities

 Influencing and presentation skills to establish senior level credibility  Proven experience of implementing employment law practices

 Coaching skills

People & OD November 2017 Page 4 of 5  Strong client relationship skills with the ability to manage the diversity of multiple leader relationships and serve their needs without compromising service levels

 Collaborative approach, effectively working with others to achieve team success  Ability to develop solutions to a wide range of highly complex problems, requiring creativity and innovation

 Strong diagnostic and analytic skills and the ability to exercise good judgment

 Respects and enjoys the diversity of cultural, social and academic backgrounds found in the organisation.

 Proven resilience in challenging circumstances.

Desirable

 Knowledge or experience within public sector or regulatory environment

People & OD November 2017 Page 5 of 5