• FredaJ

HR Business Partner Job Description


Job Summary-HR Business Partner Job Description


A generalist HR Business Partner Job Description to provide guidance on human resources policy and people issues and support organisational change and workforce productivity initiatives. Will offer support to delegated divisions work with Divisional Director



Main Duties and Responsibilities-HR Business Partner Job Description


1.1 Act as a strategic business partner to a designated division, senior management and their teams, develop thorough understanding of the business plans and workforce issues to ensure that their workforce requirements are identified, planned and delivered on a timely basis.


1.2 Develop the management capability of line managers, coaching and equipping them with the knowledge and skills to handle people management responsibilities in line with strategic direction and values




1.3 Influence and drive business thinking and develop HR approaches that support

operational business objectives, organisational design and resource plans through the

delivery of workforce KPI’s


1.4 Contribute to the development of, and with the local manager be responsible for the implementation of, recruitment and retention strategies for ‘difficult to fill’ posts within the designated division.


1.5 Act as an advocate of change and champion ‘change’ for all employees by

educating, informing and coaching staff and managers


1.6 Work in partnership with the Learning & Development and Organisational Development Team to develop interventions to address the leadership and management agenda within the Division and promote cultural change and transformation and quality improvements.


1.7 Work in partnership with the People Services teams to develop workforce reports that meet the needs of the Divisions. Support Divisional management in interpreting the information and planning interventions to achieve strategic objectives and increasing workforce productivity.



Employee relations and staff experience


2.1 Encourage and foster a just and restorative culture when dealing with employee

relations matters and continually improving staff experience by using Staff Survey results.


2.2 Foster a partnership approach and develop and maintain good working relationships with representatives of Trade Unions and staff organisations.


2.3 Take responsibility for post formal action reviews for employee relations cases through advice and coaching, ensure the approach is pragmatic.


2.4 Provide specialist advice and assist managers in shaping the terms of reference for

complex disciplinary, grievance/resolution and capability investigations


2.5 Act as a panel member at hearings and appeals or participate and be present at

employment tribunals where appropriate.


2.6 Facilitate advice and guidance on national/local terms and conditions of employment.


2.6 Develop and maintain expertise in specified areas of Human Resources management practice, including employment legislation and case law, impart this knowledge to managers and staff


2.8 Support the designated directorates to identify problems, develop appropriate

interventions and solutions by facilitating improvement processes concerning individual and team performance and change management.


2.9 Interpret and advise on employment legislation and best practice in conjunction with the employee relations matters.


2.10 Take an active role in the Partnership Forum



Policy Development


3.1 Hold regular meetings with managers and stakeholders to review HR management

practices and communicate workforce policies and procedures.


3.2 Co- design and co- deliver workshops on effective line management topics, including the introduction of new employment policies.


3.3 Contribute to the development and review of employment policies and

procedures, ensure that they comply with statutory employment law and case law.


3.4 Develop and coach managers and leaders to embed use of effective line management practices


Job Evaluation – Agenda for Change and job planning


4.1 Ensure compliance on the job evaluation process.


Support managers in the development of new roles and job descriptions following skill mix reviews, recruitment or change management processes.


4.2 Ensure job plans are designed in a co-operative and collaborative culture to ensure all service aspects delivers appropriately identified and agreed personal

objectives



Electronic Workforce Systems and information


5.1 Promote engagement with line management in the usage of ESR and other workforce systems


5.2 Work in partnership with the People Directorate to ensure trends identified in workforce information are highlighted and appropriate interventions are designed to address and resolve specific employment related issues


5.3 Be responsible for information governance in your area of work


Management


6.1 As a member of the Management Team in the Division, role model a business focused performance oriented approach, contribute to a culture of continuous improvement.


6.2 Ensure timely and effective work plans are designed and implemented. Implement

performance management processes that deliver objectives.


6.3 Contribute to the development of the People Strategy, promoting best practice,

supporting innovation and modernisation.


6.4 Deputise as appropriate


Meetings


7.1 Attend all Divisional Meetings, Operational Management Group Meetings, People

Directorate meetings and attend the Partnership Forum as required.


Knowledge, Training & Experience HR Business Partner Job Description



Qualifications Educated to degree level (or equivalent) in relevant discipline


Evidence of recent and continuous professional development relevant to HR

Educated to Masters level or equivalent in learning/HR/ Business discipline

CIPD Chartered Member


Communication & Relationship Skills

Proven Team player

Proactive, versatile and problem solving approach. Able to seek and

exploit opportunities to advance objectives


Robust and persistent in pursuit of organizational objectives

Personal credibility


HR Advisory, HR Generalist or HR Business Partnering experience of managing workforce change and consultation, dealing with complex employee relations which includes TUPE transfers, change management, conduct or capability


Resourcing and workforce planning experience


Analytical & Judgment Skills

Ability to innovate and drive continuous improvement in challenging environments

Excellent interpersonal skills

Effective written and oral communication skills

Ability to influence, negotiate and persuade regarding complex or sensitive issues

Ability to cope with distressing and emotional circumstances



Planning & Organisational Skills

Proven ability to prioritise and respond effectively to multiple priorities


Ability to cope with unpredictable and intense situations.

Confident decision maker

IT skills Efficient IT Skills (to be tested during probationary period)

Responsibility for Policy/Service Development

Proven track record of reviewing, designing and delivering people related guidance, SOP’s, policies, processes

Responsibility for financial & physical resources

No budget responsibility.

Responsibility for Research & Development

No R&D responsibility


4 views0 comments

Recent Posts

See All