Senior HR Business Partner
The College of Policing is an independent professional body for policing in England and Wales and our purpose is to support everyone in policing to reduce crime and keep people safe. We do this through three principle activities: sharing knowledge and good practice, setting standards, and supporting professional development.
We share knowledge and good practice by disseminating and facilitating what works, and we set standards for key areas of policing, which help forces and individuals provide consistency and a better public service. We also support professional development by setting requirements, accrediting, quality assuring and delivering learning and professional development. We promote diversity and wellbeing, and help to nature and select leaders at all levels.
In 2018 the College embarked on an exercise to refresh its purpose resulting in an ambitious new plan to put the organisation in a strong position to develop and deliver for policing and the public. The People and Organisational Development team will play a key role in this work.
Covering the North, Midlands and London you will lead on HR issues, working closely with the Directors and senior stakeholders. Acting as a critical friend you will challenge, coach and encourage colleagues to support delivery of the HR and change agenda.
Being confident, experienced and energetic, as a Senior HR Business Partner you will embrace, and promote our change project, which is radical in its aspirations, involving the College moving from a hierarchical structure to a matrix management structure. The successful candidate will play a pivotal relationship role in this period of transformative change and will ensure team performance and best practice in service delivery is maintained throughout.
- Lead, develop, inspire and performance manage HR Business Partner team to deliver proactive business-focused, customer-centred guidance, advice and coaching to Directorate and departmental management teams.
- Take a lead role in building strong professional relationships with external stakeholders and suppliers, negotiating and performance managing the delivery of services to agreed standards for business users and taking prompt, appropriate action to address risks, issues and shortfalls in delivery to ensure consistency.
- Scan the external environment to keep up-to-date on trends in best practice and legislative changes impacting employer and employee rights, contracts, policies and pensions; identify issues, risks and opportunities impacting on the College, sharing with colleagues and the wider organisation as appropriate.
- Develop and implement a communications strategy and identify, commission and promote the use of self-service tools and learning materials to empower and enable line managers and employees to access and apply advice and guidance on best practice approaches to resourcing, individual and team performance management, attendance management, change management and organisation design.
As a Senior HR Business Partner you will have:
- A Degree or equivalent Level 6 qualification, or extensive equivalent experience
- Chartered Membership of the CIPD or equivalent professional membership qualification
- Evidence of commitment to continuing professional development
- Proven organisational change management experience, including use of project and programme management tools and techniques, understanding of organisational development and evidence of implementation
- Demonstrable significant experience in HR business partnering, policy development and service improvement linked to assessing and meeting business requirements and opportunities
- Professional experience in providing expert advice, guidance and support on HR, ensuring this promotes equality, diversity and inclusion issues, requiring clear identification of problems and risks, critical appraisal of available evidence and success in implementing solutions to difficult problems.
- Proven experience of leading, developing and working with teams, including working with internal and external people in positions of influence and/or high level roles
- Leadership in employee relations, pay and reward including job design and evaluation and gender pay issues, with the ability to understand and interpret complex organisational requirements.