HR & OD Business Partner

Location
Newton Abbot, Devon
Salary
£35,934 - £37,849
Posted
17 Apr 2019
Closes
09 May 2019
Specialist Area
General HR Function
HR Jobs Level
Business partner
Contract Type
Permanent
Hours
Full Time
CIPD Membership
CIPD Member

Job Description

 

Service:                   HR & OD                  

Post Title:                HR & OD Business Partner          

Post Number:          0023  

Grade:                      34 (£35,934 - £37,849)

Responsible to:      HR & OD Manager

**Please refer to full Job Description on Devon Jobs website**

1.         Job Purpose

To provide professional HR & OD advice to managers across the business, including Corporate Management Team through delivery of activities within the HR and OD business plan.

           To manage, develop and implement HR projects and programmes that support Organisational objectives, providing creative solutions and professional HR advice, guidance and challenge as required.

           To lead, project manage and deliver the workforce and people aspects of Organisational change programmes to ensure the alignment of the strategic vision of the business units in the context of the organisation and challenges of the business and political environment.

 

2.         Main Duties and Responsibilities

Strategic Responsibilities

  1. To deliver HR and OD solutions and advice that achieve the Organisational objectives of Teignbridge District Council (TDC)
  2. To ensure that policies, procedures and systems for HR and OD are modern, up to date and deliver against the current and future needs of TDC.
  3. To proactively manage Organisational change programmes that deliver the desired outcomes and conform to legal and cultural frameworks.
  4. To ensure that HR and OD provide a cohesive and responsive service to managers and employees on all employment related matters.
  5. To ensure that TDC has a workforce that is aligned with the future needs of the service.                                                  

Service Delivery Responsibilities

  1. To provide advice, solutions and strategic input to business areas on the full range of HR and OD practice areas, including, ER, L&D, Change management, Recruitment and Selection and Health and Wellbeing.
  2. To proactively engage and communicate with business managers to ensure that relationships between their business area and the HR/OD team are strong and enable managers to increase their capability and capacity in dealing with HR matters.
  3. To contribute as part of the team, to ensuring the HR and OD team perform effectively as a unit, communicating changes with colleagues and other specialists and leading on their specific areas of project and policy work as a first amongst equals.
  4. To be responsible for day to day supervision of HR and OD support staff, allocating work and monitoring delivery and outcomes.
  5. As the project lead for specific areas e.g. policy, L&D, Health and Wellbeing, create evidence based implementation plans that define objectives, timelines and milestones to deliver the required outcomes and gain buy in and input from broader members of the team through communication and engagement.
  6. To stay abreast of developments in HR and OD and the Local Government sector and bring their learning from these practices and their CPD back into the business and share with others. This will include fundamental areas of practice such as employment law, as well as the latest developments in their areas of specialism or project leadership.
  7. To work effectively with the leadership team, SLT and the Strategic Lead for HR & OD to ensure that business cases for change are robust, reflective of business need and in line with good HR and legal practice.
  8. To project management and advise on large or complex restructures, redundancies and transfers, collaboratively leading Organisational change offering guidance, creative solutions and challenge to ensure adherence to both corporate policy and legislative requirements. Where necessary highlighting changes required to and amending corporate policy for insulation with Trades Unions.
  9. To contribute proactively to development of effective systems within the unit to capture, analyse and report HR data and be able to translate this into intelligence to continually improve the efficiency of the delivery of services.
  10. To commission work externally or from internal centres of specialism to supplement the team’s delivery and ensure that the best possible business solutions are found for service areas and the organisation more broadly.
  11. To ensure that the principles of equality, diversity and fairness are integrated into all aspects of delivery.
  12. To proactively use a range of tools (e.g. training, talent development, OD etc.) to build high performing teams and programmes.
  13. To foster a culture of service excellence though role modelling behaviour and coaching and supporting others to provide a consistent approach across the unit.
  14. To seek to continuously improve service delivery by proactively seeking feedback on their performance and that of the broader team.
  15. To adhere to the professional standards of behaviour as set out in the CIPD profession map and commit to their own personal and leadership development.
  16. To contribute to the annual business planning cycle and strategic development of HR and OD at the Council and deputise for the Strategic Lead for HR & OD to the l as required.
  17. To provide additional HR and OD services to the organisation as required and in line with business need.
  18.  

3.         Supervision

The role has no line management responsibility, but will provide advice to HR Co-ordinator and HR Assistants within HR Team.

 

4.         Organisation Chart

HR & OD Manager

HR Advisor    HR & OD BP X2    HR & OD BP (iTrent Lead HR)

HR Assistant x 3

     

 

       

    5.         Scope for Impact

We are a public face to the Council.  Good customer services are important for the good image and reputation of the Council.

 

6.         Contacts

  1. Leadership Team advice related to personnel issues, i.e. conditions of services (2 or 3 a day).
  2. Employees - provide information and assistance, sit in on official meetings (around 10 per day).
  3. Members of the public - provide good customer care, information and feedback from interviews (around 5 per week).
  4. Colleagues - providing work, giving advice and assistance with problems (6 or 7 a day).
  5. Payroll - salary related queries (around 5 per week).
  6. External Agencies - i.e. in relation to advertising and obtaining temporary agency staff (2 or 3 a week)

7.         Training and Development

The Council is committed continuous improvement in all areas.  As part of this commitment we have a supportive learning environment that encourages staff to develop skills and knowledge which in turn, helps in the successful achievement of the business objectives of the organisation

Managers/Supervisors and Employees are encouraged to evaluate the effectiveness of any training undertaken in terms of new skills learned that can actively assist the employee and the organisation in achieving its’ business objectives.  Managers/Supervisors are encouraged to allow sufficient opportunity for any newly acquired skills or knowledge to be put into practice to ensure the learning is not lost.

All employees are required to:

a)         Co-operate with their manager or supervisor in assessing their own training and development needs,

b)         Participate in training and development activities, and

c)         Participate in evaluating those activities.

 

8.         Investors in People

As an Investors in People Gold Award holder and a Disability Confident Employer, we value diversity and celebrate individuality across our workforce. We are committed to equal opportunities in employment and service provision and are only interested in your ability to do the job.

 

9.         Our Vision, Values and Behaviours…

The culture of our organisation is a ‘lived culture’.

We believe in; “Making a healthy and desirable place where people want to live, work and visit.”

Our key values are: ‘Respected, Communicative, Conscientious and Purposeful’.

Do you share our vision, values and behaviours?  If so, then this may be the right opportunity to join us, in living and promoting those values and behaviours through your daily work with us.

 

10. Safeguarding Commitment

Teignbridge District Council will comply with its legal obligations in relation to recruiting people to work with children/vulnerable adults.

 

11. Health and Safety

All employees are required to take care for their own health and safety and that of their colleagues and others affected by their actions.  You are required to comply with the Council’s health and safety policy and any instructions, training and guidance for health and safety provided to you.

You must report to your manager or the Council’s Health and Safety Officer any matter that appears to represent a danger to health and safety at work.

Managers and supervisors are responsible for ensuring that proper arrangements are made for the health, safety and welfare of their staff and others affected by their operations.  These arrangements include risk assessments, training, guidance, instructions, safe working environment and safe equipment and materials, as detailed in the Council’s Health & Safety Policy.

The Council’s Health and Safety Policy is available in each department and on the Intranet.  Ask your manager if you are unsure where to look.

 

12. Customer Service

The Council is committed to high standards of customer care and customer service to all sections of the community.  All employees are required to comply with the standards of service set by the Council.

 

13. Information and Computer Use

As an employee of Teignbridge District Council you are expected to abide by the law.  This includes the Freedom of Information Act, the Data Protection Act and the Computer Misuse Act, amongst others.  Together these acts cover every type of information that the Council uses.  Failure to do your job in line with the requirements of these acts can result in a personal criminal record.

For your own protection you should become familiar with the Council’s ICT Security policy and Data Protection Policy.  These can be found on the Intranet and in the employee handbook.  Ask your manager if you are unsure where to look, but obtain a copy and read it carefully.

 

14. Data Quality

All employees are required to comply with the Council’s Data Quality Strategy.  You are responsible for ensuring that any information or data you collect complies with the Data Quality Objectives.

Managers are responsible for ensuring that data sets provided to others comply with the required standards.

The Data Quality Strategy is available on the Intranet.  Each department has one or more Data Quality Champions who can explain the requirements to you.

 

15. Development of Shared Services

We are currently looking at ways of working with other Councils in Devon.  There is a possibility this post could become part of a shared service in the future and as such there could be a change to the post-holders’ terms and conditions of employment.  Any proposed changes will be discussed with the post-holder and will be in accordance with any joint policies or protocols in existence at that time.

 

16. Data Protection

The organisation processes information about an individual's criminal convictions in accordance with its data protection policy / policy on processing special categories of personal data. In particular, data collected during recruitment is held securely and accessed by, and disclosed to, individuals only for the purposes of completing the recruitment process as per the General Data Protection Regulation.

The organisation is also committed to going through the proper DBS channels to establish whether or not an individual has a criminal record. The organisation will not require job applicants or existing employees to use their subject access rights under data protection provisions to provide criminal record details.

All information is processed in line with the General Data Protection Regulation

Important, please also read the full Job Description and Person Specification to inform your application and supporting statement.

 

17. Special notes and conditions

-

18. Person Specification

 

 

Qualifications

A relevant CIPD qualification, e.g. Postgraduate Diploma in Personnel and Development; or CIPD Level 7 Advanced Diploma or CIPD assessment of professional competence at this level. 

Associate member of CIPD.

Evidence of continuing professional development.

Chartered Membership CIPD

Application form / document check.

Experience

Significant operational human resources experience at a senior advisory level gained in a complex organisation.

Experience of providing professional advice on employment law, complex employee relations issues and legislative change.

Experience of performance management, including techniques for influencing positive performance outcomes at team or individual level.

Change management experience covering design, consultation and implementation (including redeployment and redundancy).

Experience of developing, applying and delivering / implementing HR policies / procedures and best practice across a range of HR and OD areas.

Experience of partnering with Managers to deliver solutions.

Experience of working as a HR Business Partner in a complex public sector organisation.

Experience of Midland iTrent HR system.

Application form / interview

Skills and abilities

Demonstrates credibility, integrity, resilience and customer service.

Builds strong working relationships with managers trades unions and staff representatives.

Ability to generate enthusiasm and commitment from others to ensure delivery of change.

Strong analytical and evaluative skills in order to investigate, design and implement HR business solutions that meet Organisational need.

Ability to integrate equality policies into service delivery and employment practices to promote an inclusive approach.

Ability to demonstrate emotional intelligence and deploy it in the workplace.

Pragmatic and solution orientated.

Able to demonstrate Organisational values

Able to demonstrate continuing professional development.

 

Application form / interview

Knowledge

Knowledge and understanding of business planning and developing business cases.

In depth knowledge of current employment legislation, case law and HR best practice and its application.

Knowledge and understanding and application of HR best practice across the field of HR and OD.

Substantial knowledge of the HR and OD function and a detailed understanding of employee relations frameworks.

Knowledge of National and Local Government Terms and Conditions of Service.

Theoretical and practical knowledge of project management principles and practice.

Knowledge of operation of Midland iTrent HR system.

Application form / interview

Aptitude

The ability to work flexibly to meet the demands of the job role and create a cohesive team environment.