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HR Partner Job Description

Job Purpose-HR Partner Job Description


The HR Partner is responsible for providing a high quality, credible and timely HR advisory and operational service to defined business areas. They will also contribute to strategic initiatives to senior management and professional services managers to address a range of business issues.

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The HRP is expected to shape and translate HR plans to support requirements and proactively contribute to the development and management of operational plans using relevant and accurate data and management information.


They will build and maintain excellent relationships within designated areas to support the achievement of priorities and objectives through effective people management and development practices, ensuring HR policies and practices are fully embedded and operational. Working collaboratively with HR Partner team colleagues and under the direction of the Head of HR Partnering and Policy, the post holder will also hold responsibility for HR Policy and Information, ensuring HR policies are up to date and compliant with current legislation and best practice.


Key Responsibilities-HR Partner Job Description


1. Develop strong professional relationships with senior managers and and professional services managers, fostering an environment where people take ownership for improving performance and capability.


2. Use a thorough knowledge of HR best practice to work proactively with senior staff and professional support teams to shape the people agenda and translate this into plans to be delivered over an agreed timeframe.


3. To support, coach and influence managers in dealing with key people management and development issues including; recruitment, career planning and development, performance management, succession planning and a range of employee relations matters. Enabling managers to deal successfully with people management issues and develop their capability.


4. Provide professional advice, support managers on interpretation and implementation of all employee relations policies, and manage a portfolio of formal and informal employee relations casework in such areas as grievance, disciplinary, capability, ill health, performance management and severance related issues. This includes advising on complex matters including at formal hearings.



5. Participate in the development and management of operational plans in designated support services, challenging the status quo, anticipating changes and the implications of wider organisational activity in order to deliver people management solutions that meet present and future challenges.


6. Champion organisational change and motivate designated support services to deliver the change agenda by providing consultancy advice on effective culture change programmes, which nurture a forward thinking and responsive environment. Liaise with Senior Leaders to ensure consistent delivery of change initiatives.


7. Lead discussions with designated support services and Trade Unions on organisational restructure and redesign where appropriate.


8. Lead designated academic support services on the interpretation and delivery of centrally led HR initiatives (e.g. the annual performance development review, reward and recognition schemes, training and workforce planning). Ensure that the annual cycle of HR processes is implemented.


9. Provide clear and expert advice on a range of HR issues (including best practice, legislation, and the analysis and interpretation of data), and ensure designated support services are aware of market conditions likely to impact on staff recruitment and development prospects.



10. Act as a conduit for specialist support from within the HR Department (e.g. staff development, recruitment, systems and reporting), ensuring that support services receive a seamless service. Ensure that professional working relationships are developed with the specialist teams and that their skills are fully used.


11. Individually champion designated HR specialisms.


12. Share responsibility within the HR Department for developing the HR strategy and policies, and ensure that they represent leading-edge HR practice, improve organisational effectiveness, facilitate change and effect employee engagement.


13. Communicate regularly and consistently across the HR Department and designated support services, ensuring that communications are timely, accurate and actionable.


14. To work closely with HR Recruitment and Operations team colleagues in order to provide an efficient and effective service to designated business areas. This includes dealing with more complex policy and contractual issues arising from the work of HR Recruitment and Operations team colleagues.


15. Cover on occasions for another HR Partner in their absence, and to meet fluctuating service needs.


16. Subject to service delivery needs, act as a line manager for junior HR colleagues as and when required.


17. Bring to the attention of managers any matters relating to the health and safety of staff, students and visitors.



18. Promote equality and diversity for students and staff; champion an inclusive and supportive study and work environment in accordance with policy.


19. Undertake any other duties as reasonably delegated by the Head of Partnering and Policy.


20. Manage your own continuous professional development and internal and external collaborations, in order to contribute to service quality, research excellence and innovation.


21. Demonstrate our values through your behaviour at work, including your duties and responsibilities in respect of equality, diversity and inclusion, health and safety, data protection, and any other legislative requirement. Generic duties and responsibilities of all employees


This job description reflects the present requirements of the post but may be altered at any time in the future as duties and responsibilities change and/or develop providing there is full consultation with the post-holder. The post-holder will carry out any other duties, tasks or responsibilities as reasonably requested by the line manager. The post holder will be responsible and accountable for ensuring all policies, procedures, Regulations and employment legislative requirements are adhered to including equality and diversity and health and safety.




Knowledge Skills Experience Education-HR Partner Job Description


Qualifications


  • Hold a CIPD qualification or have equivalent professional experience Essential

  • Provide evidence of continuous professional development Essential

  • I Hold an undergraduate degree or equivalent


Background & Experience


  • The successful candidate should have a background in, or experience of:

  • Operating as a HR generalist within a complex environment.

  • An up-to-date knowledge of employment law and its application

  • Significant experience of employee relations casework at informal and formal stages including advising on matters during investigation processes and at formal hearings. Working with senior managers

  • Leading on the HR provision for delivering business change programmes, in a complex and unionised organisation (including but not limited to restructuring and redundancy, TUPE etc)

  • Working in a customer focused and results orientated environment

  • Successful strategy development and translating strategy into operational plans Providing high quality HR support within a business partnering model, and working with managers proactively to performance manage and make full use of their workforce

  • Successful achievement of targets and objectives

  • Resource planning, job design to fulfil current and future business requirements

  • Line management experience

  • Using a network of key individuals to secure important business information and influence broad organisational change


Knowledge


Leading edge HR services, principles and techniques and their application in complex organisations (and associated issues)

How the HR Partner model supports an organisation to achieve its strategic aims and objectives

Cultural and organisation change principles and processes

The dynamics of higher education and academic endeavour


Skills & Competencies


  • The successful candidate should demonstrate:

  • A focus on results - repeated effort and resilience

  • A business partnering approach to HR with the ability to identify business requirements and successfully apply these to people management practices

  • Confidence in operating in an environment of change with the ability to use change management models/frameworks

  • I High levels of professional maturity and resilience in dealing with change, including the ability to react positively to challenging change related issues.

  • Able to obtain the trust and confidence of senior managers, including the ability to act with tact and diplomacy as and when required.

  • Well developed communication skills: verbal, written and in presentations.

  • The ability to sell ideas or benefits and build persuasive arguments based on data, logic and the objective merits of solutions

  • The ability to build and sustain effective professional working relationships within HR and the wider business environment

  • The ability to coach managers and senior leaders to build their capacity, capability and confidence in dealing with people management and other HR related matters

  • A strong customer focus – demonstrating a thorough understanding of

  • The ability to think conceptually, demonstrating creativity and innovation

  • The ability to look continuously for opportunities for improvement and to develop strategies for change to influence and shape the future direction of the business – adapting thinking and behaviour to suit the requirements of different situations Commercial astuteness



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