ROYAL MASONIC BENEVOLENT INSTITUTION

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1 ROYAL MASONIC BENEVOLENT INSTITUTION Grade: JOB DESCRIPTION Job Title: HR Business Partner Job Code: HR - HRBP Division: Human Resources Department/Home Location: Regional Accountable To: Director of Human Resources Direct Reports: None Team Size: 9 Geographic Working Area: South Peers Own Team/Department: HR Business Partner/Assistant Director of L&D/HR Systems Manager/Investigations Officer Peers (Other Departments) Care Ops Management Team Budget Responsibility: 0 Description of Budget: None specific Job Purpose Working in partnership with specified Homes and the Care Operations Management team to provide specialist coaching, support and influence that enables the Home Management team to effectively deliver their people plans. Provide a consultancy service that promotes and delivers HR best practise and commercially focused HR solutions that support each business area and the wider region.

2 KEY RESULT AREAS: What are the key outputs of the job? (What results do you leave behind?) 1. The development of effective working relationships to support the Homes Management team on the development and delivery of their people plans in line with the local business plan and Corporate plan 2. Provide guidance and information to the Homes Management team to What are the success measures of the job? (How will we know if you have done your job well?) Positive feedback from Home Managers on effectiveness of working relationship Extensive knowledge and understanding of people related matters at each Home and in the wider region Good understanding of strategic and operational business pressures and opportunities for each Home and wider organisation Good understanding of regulations including impact on people management practises Home staff feel able to approach their HR lead Effective resource planning is in place and operational at each Home What are the main tasks of the role? (What skills are you required to have?) Regular meetings with each Home Manager to understand and discuss their people plans using HR Dashboard data Attendance at quarterly Care Operations and HR management team meeting to discuss, contribute to and challenge agenda items To highlight new initiatives and improved people related working practises to the Home Manager and Regional Manager To coach, mentor, challenge and support the Home Management team to develop and deliver their people plans Provide access to Home staff and support them by answering their queries/concerns Engage with residents during Home visits to ensure understanding of their needs Discuss and agree current and future resource plans to meet operational and What are the main decisions that you are required to make in your job? Items for discussion Guidance on best practise and organisational policies for all people related matters Responses to staff queries Recommend approach for resourcing issues Concerns if outside UK

3 effectively manage their people resourcing plans at operational and strategic levels 3. Provide support on the research, design and development of HR initiatives to deliver the wider HR strategy Recruitment strategies developed for key roles and ongoing vacancies Recruitment practises support agreed policies to ensure appointment of right staff that can deliver excellent care to residents All new appointments meet UK Right to Work regulations All new starters receive appropriate contract and induction programme for the role Appropriate Bank staff recruited to meet operational needs Working Time Regulations adhered to The Home personnel records are complete and meet policy In conjunction with the HR Director contribute to the design of the HR operational and strategic plan Research undertaken is comprehensive and supports initiatives being considered Project Work is completed to time and to budget strategic business needs for each Home Support the Regional Manager in all management recruitment Support the Home Manager in all management team roles Provide guidance on general recruitment matters and support recruitment open days and other initiatives Review working patterns in line with WTR and agree plan with Home Manager of concerns In conjunction with the Home Manager agree the induction programme for all new Home Management team new starters Check personnel records and staff supervision/appraisal records are compliant taking remedial action as required Make suggestions and contribute as part of the wider team to the HR plans Lead on or support with the wider team HR initiatives/projects Present findings/recommendations to the Directors and/or Board legislation Discuss and contribute to recruitment decisions at Home Management level Recommend induction programmes for new management starters Planning of projects and resources to use Information to present 4. Provide advice on change management initiatives Each Home has the right people in the right place at Support the Home Manager and Regional Manager in Recommend appropriate structures

4 and restructures that improve service to residents the right time to deliver high standards of care to residents Restructures are managed that ensures positive employee engagement maintained reviewing the Home s people structure Agree changes in line with business needs Consult with affected staff and ensure that all communication is appropriate and relevant Manage any redundancy issues including consultation process and communication to staff Support any TUPE issues working with external companies to provide/receive staff data Maintain high visibility to affected staff groups Highlight impact on staff and communication required Calculate and process any redundancy payments Ensure that payroll is advised of correct payments Provide employee information and agree communications for all TUPE matters 5. Working in partnership with the Home Management team to provide advice and guidance on employee relations matters All employee relations matters have been handled promptly, fairly and follow internal policy and UK legislation No tribunal cases as a result of procedural issues No reputational risk to RMBI as a result of managing ER issues All Home Managers and Regional Manager are aware of and informed of their responsibilities to manage and support employee relations matters in line with RMBI policy Provide training and coaching to ensure Managers are competent to manage ER issues In conjunction with Home Manager/Regional Manager review staff issue(s) and determine which policy and approach is most appropriate Provide HR support and advice for all employee relations matters Guidance and approach in line with situation Level of training/coaching to ensure managers are competent Policy to use based on situation arising Information to provide to external organisations Updating of internal records When to refer to external legal support for guidance When to escalate to Director of HR/Director of Care Operations

5 6. To ensure that all Homes follow correct administration processes for the recruitment and retention of staff, in line with HR policies 7. Production of management information and reports The HR database is updated with new staff and any changes All personnel files are up to date and hold correct staffing information Changes to hours and pay are updated and systems support this All staff have appropriate supervisions/appraisals Data and reports provide accurate and comprehensive information Involve the Investigations Officer as required Ensure that documentation is produced at each stage Support the preparation of ET claims Attend ET courts as required Ensure that all relevant external bodies are informed when dismissals/safeguarding issues occur In conjunction with the Home Manager and Business Administration conduct audits on all personnel files Sign off new starters and changes to contract Check supervisions and appraisals have been undertaken Obtain data from relevant systems Ensure that information is current and reflective of situation and audience Production of monthly, quarterly and other reports as requested Action to be taken if files incomplete Authorisation of changes in line with resourcing plans Consequences of concerns on appraisals Information and recommendations in line with subject matter Note: This job description is developed as a general guideline for what is required in this role, and is not a definitive statement. The operational requirements of the organisation as well as annual objectives will influence the requirements of all jobs and employees. In other words, job holders will be

6 expected to carry out reasonable tasks required of them, over and above what is described herein. This job description is also subject to review and change from time to time, subject to discussion with the post holder(s). PERSON SPECIFICATION: Requirement Essential Desirable Education CIPD qualified Chartered Membership of the CIPD Degree or professional equivalent Evidence of CPD Full UK Driving licence Experience Considerable HR Management/Senior HR Adviser experience Management of complex ER issues Preparation of ET claims Extensive generalist HR experience including ER and recruitment Knowledge Up to date UK Employment Legislation HR databases IT literate use of Microsoft systems Previous HR BP role Multi-site HR support Social Healthcare Charity HR support to hourly paid workforces Social Healthcare Regulations Snowdrop HR System Time and attendance Systems Skills Excellent communication skills both verbal and written Able to think innovatively and with a sound business approach Identify and deliver HR interventions and initiatives Change management Coaching and mentoring skills Presentation skills Good listening skills Effective consultation and mediation skills Team Player Self-starter with ability to work autonomously February 2014

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