• Job Description

  Req#: C9252-25-0164?language=en&page=32&sort=publicationDateDesc

  Job summary

  Looking for Joy at Work? Look no further!

  An exciting opportunity has arisen at Dartford and Gravesham NHS Trust for an HR Business Partner to join us. Our HR Business Partners are instrumental in supporting our management teams to deliver our People Plans. If you think you have the right skills and experience to enable managers to bring all of the components of Joy to work then I would like to hear from you. The HR Business Partner (HRBP) position is responsible for proactively developing strong business relationships with Divisions and Directorate and aligning the Trust strategy, supporting strategies and objectives with Divisional Management Teams and employees.

  Main duties of the job

  As a Trust we are serious about staff wellbeing, patient experience, equality diversity and inclusion, celebrating success and are committed to a journey to become an outstanding NHS Trust. Our Trust really is a great place to work. Make a difference and progress your career as a member of the HR Directorate, supporting our strategic aim of Joy at Work where staff feel happy, healthy and heard and have a sense of belonging and fulfilment.

  About us

  We are committed to being an inclusive and diverse employer. We strive to employ people who reflect the communities we serve, and aim to create an inclusive culture where everyone can reach their full potential. Whatever your race, ethnicity, belief, generation, sexual orientation, gender or gender identity, disability or experience, you'll appreciate the opportunities we give you to work in an inclusive atmosphere. We welcome applications from people of diverse backgrounds, perspectives and experiences to build on the progress we've achieved to make our Trust diverse and the best place to work. We celebrate the diversity of thought, viewpoints and ideas that help us overcome challenges and embrace new possibilities. We have signed the Armed Forces Covenant Pledge and have a commitment to the Armed Forces Community.

  We are dedicated to using our Continuous Quality Improvement (CQI) approach as our shared organisation model of change to enhance our services and ensure excellence in patient care.

  If you are considering applying for a role, please be aware that as an NHS Employee you may have contact with vulnerable service users. We strongly encourage that all our staff are vaccinated against COVID-19 and are vaccinated annually against Flu, in order to protect the health and safety of our staff and patients. Your commitment will help us to put the safety and care of our patients first, as well as helping us to protect you and your colleagues.

  Details

  Date posted

  20 May 2025

  Pay scheme

  Agenda for change

  Band

  Band 8a

  Salary

  £55,877 to £62,626 a year per annum inclusive of allowances

  Contract

  Fixed term

  Duration

  9 months

  Working pattern

  Full-time

  Reference number

  252-7195613

  Job locations

  Darent Valley Hospital

  Darenth Wood Road

  Dartford

  DA2 8DA

  
  

  Job description

  Job responsibilities

  Main Duties and Responsibilities

  Support the delivery of the Trust People Strategy implementation plan and Joy at work KPIs with the allocated Divisional Management team or Corporate stakeholders.

  Lead on the development of comprehensive workforce plans that align to activity and finance plans and set out priority actions for resourcing, development, talent management, EDI, workforce improvement priorities and succession planning.

  Support managers to develop and implement recruitment and retention plans for their services; incorporating opportunities to skill mix, safer staffing, apprenticeship pathways, potential new career pipelines and a Trust wide picture.

  Support management teams to identify workforce related cost efficiency and productivity gains and develop plans to support implementation and benefits realisation.

  Give professional guidance and advice to managers on workforce implications and appropriate approach and process to support of change, service developments and new ways of working. This includes staff engagement, co-creation, role redesign, identification of training and education needs, consultation and support for staff that may be displaced or pay protected as a result of changes.

  Support the delivery of the Trust Improvement in People practices and Just culture priorities through ER case load conferences, promotion of debriefs, learning and reflection, participation in hearing and appeals and internal case audits.

  Analyse workforce information and use of data insights from annual staff survey, pulse surveys and engagements event to identify risks, support planning and deliver improvements with management teams. Support production of workforce exception reports to the board reflecting Divisional Management team or Corporate stakeholder analysis and improvement actions.

  Please see attached job description for further information.

  Job description

  Job responsibilities

  Main Duties and Responsibilities

  Support the delivery of the Trust People Strategy implementation plan and Joy at work KPIs with the allocated Divisional Management team or Corporate stakeholders.

  Lead on the development of comprehensive workforce plans that align to activity and finance plans and set out priority actions for resourcing, development, talent management, EDI, workforce improvement priorities and succession planning.

  Support managers to develop and implement recruitment and retention plans for their services; incorporating opportunities to skill mix, safer staffing, apprenticeship pathways, potential new career pipelines and a Trust wide picture.

  Support management teams to identify workforce related cost efficiency and productivity gains and develop plans to support implementation and benefits realisation.

  Give professional guidance and advice to managers on workforce implications and appropriate approach and process to support of change, service developments and new ways of working. This includes staff engagement, co-creation, role redesign, identification of training and education needs, consultation and support for staff that may be displaced or pay protected as a result of changes.

  Support the delivery of the Trust Improvement in People practices and Just culture priorities through ER case load conferences, promotion of debriefs, learning and reflection, participation in hearing and appeals and internal case audits.

  Analyse workforce information and use of data insights from annual staff survey, pulse surveys and engagements event to identify risks, support planning and deliver improvements with management teams. Support production of workforce exception reports to the board reflecting Divisional Management team or Corporate stakeholder analysis and improvement actions.

  Please see attached job description for further information.

  Person Specification

  Education and Training

  Essential

  • Masters level or CIPD equivalent
  • Significant experience in Band 7/8a role/experience in HR and employee relations
  • Evidence of ongoing comprehensive continuous professional development

  Knowledge and Skills

  Essential

  • NHS People plan priorities and long term plan
  • Equality and Diversity issues, effectively promoted for staff.
  • Highly developed organisational skills
  • Excellent written and verbal communication and influencing skills, including experience of communicating in multi-cultural environments often dealing with intricate and sensitive issues
  • Good computer / keyboard skill with the ability to create reports and use spreadsheets.
  • Extensive knowledge of software including Word, Excel, PowerPoint, Human resources systems
  • Knowledge and understanding of employment law relating to all elements of employment activity including recruitment, change (including TUPE), performance management and equalities
  • Ability to prioritise own workload, responding to changing demands
  • Ability to adapt partnership style/technique to a required situation
  • Excellent interpersonal skills
  • Ability to use own initiative and work unsupervised
  • Research and report writing skills
  • Problem solving skills and capable of innovative solutions
  • Ability to read data and produce meaningful interpretations for reporting purposes
  • Able to inspire, engage and motivate others
  • Expert knowledge of the full range of Human Resource policies and management procedures, statutory legislation and upcoming legislative changes
  • Knowledge of workforce development tools and techniques
  • Understanding of key performance drivers across the Divisions at all levels
  • Negotiating, influencing and facilitation skills
  • Ability to coach line managers in identifying problems early and looking for resolution

  Experience

  Essential

  • Working in partnership with stakeholders to develop plans to meet workforce KPIs and deliver improvements in response to staff surveys and statutory requirements such as WRES, WDES and gender pay gap.
  • Working in partnership to produce comprehensive annual and longer term workforce plans aligned to finance, activity, national and internal workforce priorities and anticipated service developments.
  • Supporting managers to address hard to fill vacancies through skill mix reviews, introduction of new roles and introduction of apprenticeship pathways.
  • Evidence of experience in supporting complex employee relations and organisational change including TUPE.
  • Must respond to changing demands in workforce sourcing needs, with experience of providing insights from exit interviews.
  • Evidence of being able to think and plan tactically and creatively and prioritise work in a demanding environment
  • Ability to analyse complex problems and to develop practical and workable solutions to address them
  • Developing and streamlining processes
  • Experience of developing and implementing strategy, policies and procedures,
  • Experience of leading improvement programmes across services and with multi-disciplinary teams
  • Experience of using improvement methodologies to lead service change involving staff
  • Adapt to unpredictable changing situations and meet deadlines with short time frames
  • Able to develop and maintain effective working relationships with professional groups and senior managers within the organisation and other agencies.
  • Maintains confidentiality, and is accountable for actions/decisions.
  • Ability to systematically appraise current practice, systems and processes and identify areas for improvement
  • Previous Project Experience
  • Demonstrate a business-focused approach to Human Resource matters
  • Substantial experience of delivering strategic level advice and guidance to senior managers and Directors, advising on complex employee relation issues
  • Full range of casework experience, investigations, panels and employment tribunal preparation, delivering change management projects and carrying out investigations
  • Experience of large scale organisational change including TUPE transfers
  • Developing and delivering management training and presentations
  • Development of Human Resource strategies

  Person Specification

  Education and Training

  Essential

  • Masters level or CIPD equivalent
  • Significant experience in Band 7/8a role/experience in HR and employee relations
  • Evidence of ongoing comprehensive continuous professional development

  Knowledge and Skills

  Essential

  • NHS People plan priorities and long term plan
  • Equality and Diversity issues, effectively promoted for staff.
  • Highly developed organisational skills
  • Excellent written and verbal communication and influencing skills, including experience of communicating in multi-cultural environments often dealing with intricate and sensitive issues
  • Good computer / keyboard skill with the ability to create reports and use spreadsheets.
  • Extensive knowledge of software including Word, Excel, PowerPoint, Human resources systems
  • Knowledge and understanding of employment law relating to all elements of employment activity including recruitment, change (including TUPE), performance management and equalities
  • Ability to prioritise own workload, responding to changing demands
  • Ability to adapt partnership style/technique to a required situation
  • Excellent interpersonal skills
  • Ability to use own initiative and work unsupervised
  • Research and report writing skills
  • Problem solving skills and capable of innovative solutions
  • Ability to read data and produce meaningful interpretations for reporting purposes
  • Able to inspire, engage and motivate others
  • Expert knowledge of the full range of Human Resource policies and management procedures, statutory legislation and upcoming legislative changes
  • Knowledge of workforce development tools and techniques
  • Understanding of key performance drivers across the Divisions at all levels
  • Negotiating, influencing and facilitation skills
  • Ability to coach line managers in identifying problems early and looking for resolution

  Experience

  Essential

  • Working in partnership with stakeholders to develop plans to meet workforce KPIs and deliver improvements in response to staff surveys and statutory requirements such as WRES, WDES and gender pay gap.
  • Working in partnership to produce comprehensive annual and longer term workforce plans aligned to finance, activity, national and internal workforce priorities and anticipated service developments.
  • Supporting managers to address hard to fill vacancies through skill mix reviews, introduction of new roles and introduction of apprenticeship pathways.
  • Evidence of experience in supporting complex employee relations and organisational change including TUPE.
  • Must respond to changing demands in workforce sourcing needs, with experience of providing insights from exit interviews.
  • Evidence of being able to think and plan tactically and creatively and prioritise work in a demanding environment
  • Ability to analyse complex problems and to develop practical and workable solutions to address them
  • Developing and streamlining processes
  • Experience of developing and implementing strategy, policies and procedures,
  • Experience of leading improvement programmes across services and with multi-disciplinary teams
  • Experience of using improvement methodologies to lead service change involving staff
  • Adapt to unpredictable changing situations and meet deadlines with short time frames
  • Able to develop and maintain effective working relationships with professional groups and senior managers within the organisation and other agencies.
  • Maintains confidentiality, and is accountable for actions/decisions.
  • Ability to systematically appraise current practice, systems and processes and identify areas for improvement
  • Previous Project Experience
  • Demonstrate a business-focused approach to Human Resource matters
  • Substantial experience of delivering strategic level advice and guidance to senior managers and Directors, advising on complex employee relation issues
  • Full range of casework experience, investigations, panels and employment tribunal preparation, delivering change management projects and carrying out investigations
  • Experience of large scale organisational change including TUPE transfers
  • Developing and delivering management training and presentations
  • Development of Human Resource strategies

  Disclosure and Barring Service Check

  This post is subject to the Rehabilitation of Offenders Act (Exceptions Order) 1975 and as such it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service (formerly known as CRB) to check for any previous criminal convictions.

  UK Registration

  Applicants must have current UK professional registration. For further information please see NHS Careers website (opens in a new window).

  Additional information

  Disclosure and Barring Service Check

  This post is subject to the Rehabilitation of Offenders Act (Exceptions Order) 1975 and as such it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service (formerly known as CRB) to check for any previous criminal convictions.

  UK Registration

  Applicants must have current UK professional registration. For further information please see NHS Careers website (opens in a new window).

  Employer details

  Employer name

  Dartford and Gravesham NHS Trust

  Address

  Darent Valley Hospital

  Darenth Wood Road

  Dartford

  DA2 8DA

  
  

  Employer's website

  https://www.dgt.nhs.uk/working-for-us (Opens in a new tab)

  Employer details

  Employer name

  Dartford and Gravesham NHS Trust

  Address

  Darent Valley Hospital

  Darenth Wood Road

  Dartford

  DA2 8DA

  
  

  Employer's website

  https://www.dgt.nhs.uk/working-for-us (Opens in a new tab)

• About the company

  National Health Service (NHS) is the umbrella term for the publicly-funded healthcare systems of the United Kingdom (UK). The founding principles were that services should be comprehensive, universal and free at the point of delivery—a health service based on clinical need, not ability to pay. Each service provides a comprehensive range of health services, free at the point of use for people ordinarily resident in the United Kingdom apart from dental treatment and optical care.

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