HR Business Partner

at  Beaumont Hospital

Overview:Post Status:
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Permanent
*Department
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Human Resources
*Location:
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Beaumont Hospital, Dublin 9
*Reports to:
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HR Operations Manager
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Accountable to:
Director of Human Resources / Deputy Director of Human Resources
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Salary:*
Appointment will be made on Grade VII salary scale (€57,106 - €74,235 incl. 2 LSIs p.a.) at a point in line with Government pay policy.
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Hours of work:
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Full-Time 35 Hours per week
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Closing Date:*
12 noon on 4th July 2024
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Please note the hospital reserves the right to close the competition early should a substantial number of applications be received.*
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Position Summary:*
The HR Business partner is a key member of the HR management team with specific responsibilities for a number of key functions in the context of the delivery of effective and best practice people management throughout the hospital.
The HR Business Partner (HRBP) is responsible for aligning business objectives with employees and management within directorates and departments. The post serves as a consultant to management on human resource-related issues. The successful HRBP acts as an employee champion and change agent. The role assesses and anticipates HR-related needs. Communicating needs proactively with the wider HR Department and business management, the HRBP seeks to develop integrated solutions. The position formulates partnerships across the HR Function to deliver value-added service to management and employees that reflects the business objectives of the hospital. The HRBP maintains an effective level of business literacy about the directorate/department’s financial position, its midrange plans, its culture and its key performance indicators.

Responsibilities:

• To add value and contribute to the delivery of the organisations objectives by working with clinical and operational managers as a business partner, providing professional HR advice to all staff groups.
• Working in partnership with directorates/departments and HR colleagues, assisting in the development and implementation of organisational change.
• To develop effective and credible working relationships within the directorates and departments across the hospital that positively influence patient and staff experience.
• Act as a member of the HR operational management team, to work effectively with HR colleagues in shaping and delivering the HR strategic direction and plans in a consistent and integrated way
• To continually improve and develop the service to meet organisational needs in supporting service delivery and modernisation.

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Supporting the Effective Management of People*

• Act as a focal point for the provision of HR advice and support to assigned directorates and departments
• Under the direction of line manager, act as the lead HR contact and work in partnership as a member of the directorate /department management team, contributing to the achievement of service and corporate objectives.
• Provide appropriate advice and support to the areas in the interpretation and application of terms and conditions of service, employment law and HR policies and procedures.
• Work in close cooperation with the workforce information unit in collating, analysing and interpreting HR performance management data, (e.g. staffing numbers, absences, staffing profiles etc.), as required to assist directorates/departments in achieving their service objectives, corporate milestones and supporting managerial decision making.

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Managing the Consequences of Organisational Change*

• Working in partnership with directorates/departments, assisting in the development and implementation of organisational change with particular reference to HR implications.
• Support the working practices of HR staff in the wider HR team, ensuring the implementation of good HR working practices and liaising with other HR staff to achieve an efficient and effective HR service throughout.
• In conjunction with HR colleagues, participate in consultation and negotiation with staff side representatives at a directorate/departmental level.

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Supporting Organisational Healthiness*

• Advise and support directorates/departments to proactively performance manage sickness absence and other agreed HR metrics and promoting flexible and innovative working practices.
• Work with directorates/departments to ensure they fulfil responsibilities with regard to improving the quality of working life for staff and supporting healthy working initiatives.
• Working with colleagues in the Occupational Health, Staff Counselling and Health Promotion Departments to develop programmes and initiatives to promote and support staff wellbeing
• Advise and support managers throughout the hospital on best practice in relation to the employment of people with disabilities, designing relevant initiatives to encourage their employment, and ensuring that the organisation is responsive to their specific needs throughout their employment.

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Planning and Utilising the Workforce*

• Contribute effectively to the workforce planning process within the specified directorates/departments, ensuring the hospital is equipped to meet changing service needs through challenging professional boundaries and traditional ways of working.
• Monitor resource trends within assigned directorates/departments, advising on recruitment and retention practice, and encouraging the effective utilisation of staffing resources through the proactive use of workforce information.

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Employee Relations Matters*

• Support directorates/departments in the management of change initiatives within their areas. To work closely with the HR Operations Manager in dealing with employee relations issues and providing sound advice on operational IR issues that arise across the hospital.
• Advise and support directorates/departments in ensuring best practice people management taking into account employee rights and entitlements and ensuring that all staff are treated with dignity and respect.
• Developing an understanding across the HR Function of the requirements of the Employment Equality Act and advising and supporting directorates/departments on the effective implementation of same.

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Professional Knowledge*

• The person should have a good knowledge of the services provided by Beaumont Hospital and within the wider health service environment.
• Demonstrate knowledge of the subject area and current priorities / requirements associated with the post.
• Demonstrate good communication and interpersonal skills. It will be necessary to show good organisational and management skills. Presentation skills will also be essential for this post.

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Leadership & Teamwork*

• The capacity to lead, organise and motivate staff to function effectively in times of rapid change.
• Act as a key change agent and facilitator, drive operations to achieve maximum speed of improvement implementations while maintaining and respecting operational ownership of the process and performance of the business.
• Ability to balance the interests of key stakeholders in the organisation.

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Planning & Organisational*

• Evidence of effective planning and organising skills including awareness of resource management and importance of value for money.
• Record of achievement of cross functional strategic initiatives and significant change projects in a variety of settings and situations.
• Ability to recognise and solve inefficiencies within the environment.
• To standardise and reduce the variation in current governance practices and processes.
• The ability to evaluate complex information from a variety of sources, make and communicate effective decisions.
• Working with key stakeholders and corrective action planning systems with respect to deviations from planned performance.
• Assist in the delivery of key targets by ensuring a strong control system is put in place.
• Superior analytical skills.

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Communication & Interpersonal*

• Flexible team oriented person and a relationship builder and have a significant track record of achievement in the area.
• The ability to communicate ideas, positions and information clearly and convincingly in a manner sensitive to wider issues.
• Demonstrate negotiation/influencing skills.
• Influence organisation culture by assisting in team building and bridging silos

Qualifications:Mandatory:

• A relevant 3rd level qualification in Human Resources, Business, Technology or a relevant field. CIPD qualification would be an advantage.
• Significant experience in Human Resources or HR Operations ideally gained across a variety of organisations with experience operating at management level.
• Experience of implementing change management projects/programmes.
• Ability to negotiate with and influence managers and staff.
• Ability to undertake research and analyse data producing reports and performance metrics as required.
• At least 5 years relevant experience in a HR or related field.
• The capacity to lead, influence and support implementation through multiple stakeholders at local level to ensure implementation of new policies, programmes and recommendations.
• Have a proven record of achievement.
• Possess the requisite knowledge and ability, including sufficient administrative capacity to properly discharge the functions of the grade.

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Desirable:*

• A strong HR solutions focus – track record of working in a fast paced environment which demands challenging deliverables along with the ability to drive appropriate solutions which are customer focused, add value and are cost effective.

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Informal Enquiries via email. (Please note applications will not be accepted via the Informal Enquiries email)*
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Name:*
Nikki McCormack
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Title:*

• To add value and contribute to the delivery of the organisations objectives by working with clinical and operational managers as a business partner, providing professional HR advice to all staff groups.
• Working in partnership with directorates/departments and HR colleagues, assisting in the development and implementation of organisational change.
• To develop effective and credible working relationships within the directorates and departments across the hospital that positively influence patient and staff experience.
• Act as a member of the HR operational management team, to work effectively with HR colleagues in shaping and delivering the HR strategic direction and plans in a consistent and integrated way
• To continually improve and develop the service to meet organisational needs in supporting service delivery and modernisation