Senior HR Business Partner

Recruiter
Artis HR
Location
Highbridge, England
Salary
£65000 - £75000 per annum
Posted
14 Oct 2019
Closes
13 Nov 2019
Ref
Senior HR BP Somerse
Contact
Sophie Thomas
Specialist Area
General HR Function
HR Jobs Level
Business partner
Contract Type
Permanent
Hours
Full Time
Artis HR are currently supporting an international organisation in Somerset with the recruitment of a Senior HR Business Partner for a 12 month FTC. This is a great opportunity to lead a team of 4 and manage multiple projects. This role is paying £65-75,000pa and our client will consider both full time and part time (4 days per week) candidates.

Purpose / Focus of role.
The focus of the FTC role will be to support the two key projects next year;
*Harmonisation (with union negotiation)
*GPTW (Employee engagement survey results and associated strategy)

The operational elements will be given primarily to the HRBP's, so therefore general day-to-day will be more limited but there will be the requirement to support all operational aspects; talent development & succession planning, ER etc.

In terms of experience our client would specifically like the following in addition to a strong HR generalist background;
*Union experience
*Harmonisation project experience
*Employee engagement (desirable)

Develop and deliver people management strategies which support overall strategic aims and objectives. Contribute at both a strategic and operational level in order to identify HR priorities and recommend appropriate people management solutions which support business aims. Head up the HR function at the manufacturing site to provide expert professional advice and support to managers and staff on all aspects of people management, which fully reflects the Company's desire to be an employer of choice and that full adherence to current employment legislation and best practice is consistently met.

Strategic HR Management
*In consultation with the HR Director/HR Team and Manufacturing Leadership Team, prepare and implement the annual HR Plan to support the overall strategic aims and objectives of the Company.
*Identify, design and implement strategic HR projects as set.

Talent management
*Liaise with the Resourcing and Development Manager in relation to any relevant recruitment.
*Ensure that recruitment campaigns run smoothly and are adequately resourced.
*Participate in the selection of staff, as appropriate.
*Support Apprentice / Graduate recruitment and talent programmes
*In consultation with line managers, follow up individual development needs and source external training provision as and when required, monitoring training costs against budget.
*Make recommendations on cost-effective management development programmes.
*Assist with any training initiatives, as required.

Employee Relations
*Work closely with senior and line managers, providing them with expert guidance, coaching and support on the full range of HR activities (including policies and procedures, terms and conditions of employment, absence management, restructuring of services, performance management, redundancy planning etc.), in order to ensure a consistent and fair approach to people management.
*Keep up to date with legal developments and advise management on compliance and risk factors.
*Manage investigations, disciplinary and grievance matters in conjunction with the relevant Manager or Director.
*Provide advice and guidance on individual employee relations cases, ensuring that these are well managed and meet the requirements of the Company's policies, best practice and employment legislation.
*Develop, implement and maintain HR policies and procedures to ensure effective, fair and consistent management of staff throughout the organisation, and ensure that the Site Agreement and/or Staff Handbook are comprehensive and up-to-date.
*Ensure that managers and staff are aware of the policies and procedures and able to operate them effectively.
*Provide support to staff on HR issues, as and when required.
*Participate in the review of performance appraisals and continually develop as necessary, ensuring that annual appraisals are carried out in a timely manner and followed up.
*Develop and maintain an effective partnership with the UNITE Representatives and Employee Forum ensuring consultation and communication practices are routinely adopted to enable management to make effective decisions and successfully implement proposals.
*Ensure that employees are informed and updated on key business and organisational issues.
*Continual development of the Employee Engagement Programme, ensuring that new engagement ideas are implemented, evaluated and communicated.

Compensation and Benefits
*Assist with the annual salary review process, as and when required.
*Participate in Shop Floor evaluations of any new or existing positions.
*Participate in any HAY Job Evaluation processes.
Other
*Work closely with the IMASS Occupational Health Service and ensure that the service meets the requirements of the Company.
*Monitor sickness and absence levels and provide weekly and monthly management reports.
*Manage health issues and medical referrals as necessary.
*Represent HR and participate in various internal groups and committees across the organisation.
*Review and manage any leaver processes, including conducting exit interviews for all employees.
*Manage maternity leave administration and flexible working requests.
*Monitor HR trends throughout the organisation and provide management information on Key Performance Indicators.
*Utilise the information held on the HR database and personnel files and ensure it is updated in a timely and accurate manner and complies with any legal or data protection policies.

Engagement
*Communicate Great Place to Work survey processes, outcomes and deliverables.
*Partner with the Management Team, Communications Manager and other HR Business Partners to ensure engagement initiatives are being implemented across the business
*Be seen as an ambassador of the Engagement programme, leading by example and influencing others to do the same.
*Increase survey participation by 10% year or year.
*Identify and implement engagement related training and/or communication requirements.


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