Resourcing Business Partner

We are looking for two innovative and passionate individuals who are highly experienced in developing and delivering strategic workforce resourcing solutions. One post will be based at the Royal Liverpool and the second at Aintree.

Reporting to the site Head of People you will lead the introduction and development of the site base medical staffing function. You will also take a lead role in the development of a proactive workforce planning solutions, supporting the delivery of a sustainable workforce which underpins the trust improvement plan and strategy

Working in conjunction with workforce system colleagues you will play an integral part in supporting improved workforce system implementation and using workforce intelligence to improve business decision making., The Resourcing Business Partner holder will be responsible for strategic resourcing agenda at site. They will deputise for the Head of People as required.

The post holder will have responsibility for transforming and developing the site based Medical Workforce service, ensuring high-quality support and advice for the site on medical workforce terms and conditions, job planning, appraisals, revalidation, rota compliance and design, medical workforce transformation and planning. They will line manage the site based team.

They will work in partnership as an integral member of the People and OD management team to identify and deliver effective business focused workforce plans, policies and solutions, which improve organisation effectiveness and achieve business objectives. This will include developing and leading on long term strategic workforce plans that will impact at a trust level.

They will work in partnership with the central Corporate Workforce resourcing and data teams to support in the development of existing data related processes to meet the strategic and operational needs of the sites to inform decisions and strategy development.,

• Managing the designated team ensuring consistency of approach and seamless service

delivery across the site and at Trust level with other site counterparts and transactional
POD teams.

• To lead on development and implementation of agreed resourcing and deployment

strategies/plans that reflect business needs, identify opportunities for growth and financial
sustainability.

• Lead the delivery and development of recruitment, resourcing, and data intelligence

solutions to enable the site to respond to its short and long term resourcing needs. This will
include providing specialist advice across all levels and managing particularly complex
recruitment and resourcing issues.

• To work closely with other teams such as Education, Learning and Development, OD and

HR Business teams to develop and support a culture of continuous improvement.

• To act as the strategic lead for temporary workforce for site and in conjunction with peers

represent the trust at local, regional and national meetings in this area.

• Provide leadership and management of the site based resourcing and deployment team,

ensuring high quality work and advice.

• Ensure that the team develop close working relationships with clinical divisions and with

wider clinical leadership and management to support the divisional business and wider
Trust agendas and strategies.
Policy and Service Development

• Interpreting new information/instructions internally or externally (ie, new directives from

NHS England) that relate to Resourcing and Deployment teams practices; recommend how
they should be implemented, work with stakeholders to gain shared understanding and
agreement, take actions and deliver required outcomes

• To support the central transactional services teams in the ongoing programme of

resourcing and deployment policy development and review that ensures completion and
sign off to allow timely implementation. This will include supporting the development of trust
level policy and being responsible for implementation of policy related to own area of work.

• Working in conjunction with systems leads to ensure that the systems in use in sites (e.g eroster, ESR, Trac) are embedded and the functionality of them are optimised and that the

information they provide is relevant, accurate and provides insight for users.

• Lead the site based management of medical workforce planning i.e. co-ordination of job

planning cycle in conjunction with site medical director and reviewing rosters to ensure they
meet service needs.

• Accountable for providing site workforce intelligence and analysis, highlighting themes and

trends, ensuring that lessons are learned, changes proposed and making
recommendations for service improvement. This will be with support from the central
workforce teams.

• To support new ways of working and improvement of service in designated areas of

responsibility ensuring that benefits realisation is tracked to be able to add value for money.
Workforce Assurance, Governance & Compliance

• To work with transactional POD teams to maintain and develop performance and

governance monitoring arrangements for sites in relation to outsourced contracts (eg,
payroll).

• Develop and maintain working practices in support of the Trust's workforce governance,

compliance, audit and risk management agenda. This includes contributing to the
development of the POD Directorate's business continuity plan.

• Preparation of identified elements for the site People and OD Committee and Hospital

Management Board.

• Ensure all information processed meets the requirements of the GDPR and that staff

understand their responsibilities for this.

• To maintain effective processes to record and monitor governance, risk and incident

information.

• Working with the Transactional POD team to provide assurance on the quality of

recruitment and selection activity for the site and take action to ensure compliance with
Trust procedure and legislation.

• Proactively support divisions as necessary to ensure the achievement of compliance of the

medical workforce across a range of statutory and mandatory requirements.
Workforce intelligence

• Work with the Transactional POD team to inform the improvement and updating of the site

and divisional workforce dashboards.

• Develop statistical reports from existing data sets for use in planning and report writing


• Use data/statistics/intelligence from multiple sources to determine a course of action or

intervention.

• To produce business plans, and service development within resourcing and deployment,

where appropriate, leading on specific service plans.

• To ensure that key workforce indicators for staff that report to this post are met.


• Provide expert advice in the development and monitoring of rotas that are compliant with

EWTD, national contracts and meet the service needs of the Trust.

• Work with the Deputy Medical Director and Director of Medical Education and provide

leadership ensuring that the junior doctor workforce is used productively and have a high
quality training experience.

• Analyse and recommend ways to improve key performance indicators for the medical

workforce across a range of metrics.
Planning

• Lead the Development of the site workforce plan in conjunction with the Trust group lead

for workforce planning in the central POD team, financial and operational colleagues.

• Interpret relevant national directives and provide advice in relation to the strategic direction

of the organisation for the resourcing and deployment agenda.

• Lead on the implementation of plans and projects specific to the teams


• Lead on the implementation of resourcing and deployment programmes through

collaborative and proactive engagement with stakeholder including staff representatives to
mitigate risks to plans.

• Provide leadership in Medical productivity and cost improvement projects.


• Provide high quality support and advice to managers and clinical leaders in all aspects of

medical productivity, including, for example, the effective use of job planning, flexible
working, and locums.

• Identify ways of reducing the Trust's reliance on external locums and Agency doctors by

developing short and long term Trust-wide plans to achieve this.

• Develop medical workforce plans, actively supporting the development of alternative

service delivery and medical workforce models aligned to the Trust workforce strategy.
Resourcing

• Work closely with site senior managers to develop targeted resourcing strategies.


• Work with the recruitment team to develop recruitment marketing approaches for the site

through various channels, including job boards, social media, professional networks, and
open days.

• Use data and analytics to track recruitment metrics, evaluate the effectiveness of

recruitment strategies, and make data-driven recommendations for improvement.

• Ensure that appropriate medical recruitment strategies are developed and that substantive

and temporary posts are filled efficiently and cost-effectively.

• Following agreement with Divisions, lead specialist medical recruitment projects targeted at

recruitment 'hotspots' in the Trust. Put forward recruitment proposals on advertising
campaigns for both UK and overseas initiatives for hotspot medical and dental areas, The Trust is committed to promoting a healthy work-life balance and achieve fair, equitable and consistent practice. We welcome flexible working requests and will consider a variety of flexible working arrangements from day one of your employment. Not all roles are suitable for every flexible working opportunity all of the time. Flexible working options may include reduced hours, compressed hours, fixed shifts, time back in lieu and home working.

The Trust is committed to promoting equality and diversity; we value the contribution of individual talent, skills, knowledge and experience and aim for a workforce demography representative of the local community. We encourage applicants from the following groups that are currently under-represented in our workforce black, Asian and minority ethnic, lesbian, gay, bisexual and Transgender (LGBTQ+), disabled, male and age 16-24.

Trust policy requires that the cost of submitting & processing the successful applicant/s DBS application be recovered via salary deduction following start in post. The amount of £18+£5 (standard disclosure) or £38+£5 (enhanced disclosure) will be deducted from salary, in manageable monthly instalments for up to 3 months following commencement of employment. Bank posts require upfront payment.

From April 2017, Skilled visa applicants and their adult dependant(s) will be required to provide a criminal record certificate from each country they have lived in consecutively for 12 months or more in the past ten years.

Applicants requiring sponsorship may wish to determine the likelihood of obtaining sponsorship for this position by assessing themselves against the criteria on the gov.uk website - https://www.gov.uk/check-uk-visa.

This organisation has a zero-tolerance approach to the abuse of children, young people and vulnerable adults. All staff must ensure they adhere to the organisations safeguarding children and adults' policy and comply with the Local Safeguarding Children and Adult Board procedures.

Staff should be mindful of their responsibility to safeguard children and adults in any activity performed on behalf of the organisation in line with the requirements of statutory guidance and legislation.

All employees (and volunteers)are expected maintain their safeguarding knowledge and skills by completing mandatory safeguarding training which includes understanding and recognising the signs of abuse and neglect and taking appropriate action.

As an organisation, we have adopted the Merseyside Domestic abuse workplace scheme which supports our staff who are experiencing Domestic Abuse /any forms of sexual violence.

Essential criteria


• Masters degree (MBA, MA, MSc) or equivalent experience in a business or HR discipline


Desirable criteria


• Membership of CIPD


• Project Management Qualification, Experience of leading and managing complex projects and actively contributing to the achievement of strategic objectives, including cost-saving initiatives


• Experience of Medical workforce resourcing and deployment


• Experience of developing workforce plans


• Experience of leading, managing and developing teams, Expert knowledge of temporary staffing services


• Expert knowledge of medical staffing


• Comprehensive understanding of the HR in the NHS agenda, Strong influencing and negotiating skills utilised at a senior level


• Credibility and integrity at senior management level in order to earn the confidence and respect vital to lead and deliver major change


• Excellent verbal and written communication and presentation skills with the ability to convey information and ideas effectively to a variety of audiences


• Ability to understand and produce meaningful analysis of complex information


• Excellent leadership/ interpersonal skills with ability to lead, manage and inspire others


• Business decision making skills


• Strategic thinking and planning


• Excellent organisational and prioritising skills, including the ability to work under pressure, The ability to travel across Trust geographical area
  
  Liverpool University Hospitals NHS Foundation Trust was created on 1 October 2019 following the merger of two adult acute Trusts, Aintree University Hospital NHS Foundation Trust and the Royal Liverpool and Broadgreen University Hospitals NHS Trust.


The merger provides an opportunity to reconfigure services in a way that provides the best healthcare services to the city and improves the quality of care and health outcomes that patients experience.

The Trust runs Aintree University Hospital, Broadgreen Hospital, Liverpool University Dental Hospital and the Royal Liverpool University Hospital.

It serves a core population of around 630,000 people across Merseyside as well as providing a range of highly specialist services to a catchment area of more than two million people in the North West region and beyond.