Detailed job description and main responsibilities

Develop and execute HR/People strategies that support the overall business goals and objectives of Healthcare Partners.
Provide strategic HR advice to the executive team and contribute to the development of the organisation's strategic plans. 
Ensures all HR systems and policies are in place to comply with employment law and governance requirements.
Investigates and advises on very complex employment and organisational development issues.
Responsible for corporate responsibility for organisation policy.
Responsible for translating people & organisational strategy, leading on key strategic projects.
Lead the HR team in delivering high-quality HR services and support across the organisation. Ensure that all key HR processes are conducted to the highest level and are accurate and fit for purpose. 
Develop and improve HR initiatives and systems across Healthcare Partners and its client service teams.
Ensure that recruitment processes are modernised and run efficiently and effectively.
Attend monthly governance & managers meetings.
Collaborates with the Executive leadership team to deliver an overall people strategy and plan to achieve the organisational objectives and company ambitions
Act as a key member of the senior leadership team, contributing to decision-making and organisational strategy.
Budget holder for department/service/Responsible for the budget for several services Holds budget for HR function/HR and other service budget e.g.
Corporate responsibility for the HR function, responsible for interpreting legislation and policy and developing organisation wide HR strategy.
Freedom to Act General policies, need to establish interpretation/Required to interpret overall health service policy and strategy Interprets employment legislation and case law, provides authoritative advice on specialist HR issues.
Research & Development- Undertake audits and surveys as necessary to own work Completes e.g. staff surveys.

Talent Acquisition and Management:
Lead in the identification and management of workforce issues. 
Drive talent management initiatives, including talent assessment, succession planning, creating apprenticeship training programs and leadership development.
Develop and implement effective on boarding programs to integrate new employees into the organisation. 
Support the delivery of the organisation’s people priorities of leadership, development and talent, wellbeing, employee engagement and diversity and inclusion.
Lead on the Organisational Development Strategy which will be implemented through collaboration, innovation, and a deep commitment to our employees' well-being and development, to help us create an environment where everyone can thrive and  perform at their best.

Employee Relations and Engagement: 
Manage employee relations issues and provide guidance and support to management on employee relations matters, including dispute resolution, disciplinary actions, and terminations. 
Function as an escalation point for complex Employee Relation cases. 
Provide oversight and guidance on complex employee relations issues, ensuring consistency and compliance with UK employment law.
Develop and implement employee recognition and reward programs to enhance motivation and performance. 
Collaborate with senior management to align HR initiatives with business goals, foster employee engagement, retention, and drive talent management strategies by promoting a positive workplace culture.
Lead on annual engagement plan including annual staff survey and quarterly pulse surveys.

Performance Management and Development: 
Implement performance management systems and processes to ensure employees receive regular feedback and support for their development. 
Design and deliver training and development programs to enhance employee skills and competencies. 
Support managers in conducting performance appraisals and setting development goals for their teams.

Compensation and Benefits: 
Develop and manage competitive compensation and benefits programs to attract and retain talent. 
Conduct regular market analyses to ensure the organisation remains competitive in its compensation offerings. 
Oversee payroll administration and ensure compliance with relevant laws and regulations.

Compliance and Policy Development: 
Ensure compliance with all relevant employment laws and regulations. 
Ensure compliance to ISO 9001:2015 accreditation.
Develop and implement HR policies and procedures that align with strategic objectives, best practices and support organisational goals. 
Keep abreast of changes in employment legislation and update policies, as necessary. 
Ensure compliance with employee's records such as, right to work, DBS, etc., are up to date, by consulting with relevant internal parties.
Ensure full compliance with employment law and manage in best interests of Healthcare Partners assessing all risks with rationales for best actions.

HR Metrics and Reporting: 
Develop and monitor key HR metrics to assess HR effectiveness, identify trends, and recommend improvements. 
Provide regular reports to the board and executive meetings on HR performance, trends, and areas for improvement. 
Use HR data to inform decision-making and drive continuous improvement initiatives. 
Develop continuous improvement plans in the  storage and use of data to ensure the
best HR and OD insight metrics are provided to the Executives and boards.