HR Business Partner 30 HPW
HR Business Partner - 30 Hours Per Week
Main Job Purpose
- To lead proactive and customer-focused Human Resources delivery through advice and guidance to managers, employees and stakeholders. This delivery will meet the business needs, provide value and minimise risk to Framework, whilst supporting the organisation’s charitable objectives in accordance with associated legislation and regulations.
- In partnership with senior leaders, to support and develop line managers to manage their employees so that they can provide excellent service for our Service Users.
Main Job Duties and Responsibilities
- To work in partnership with Managers and form effective working relationships
- Case Management - managing a wide range of complex cases, producing positive outcomes in line with organisational need and minimising risk to Framework through appropriate action. Cases will include (but are not limited to) Employment Tribunals, ACAS Early Conciliation, Disciplinaries, Grievances, Capability and Sickness Absence. Management will take the form of advice and guidance, referencing Employment Law, Case Law and good practice as appropriate as well as developing innovative approaches where necessary. ·
- Change Management – lead a variety of complex change management processes from proposal to completion. Change management processes include Transfer of Undertakings (Protection of Employment), redundancies, restructures, reorganisations & the creation and closure of contracted services. Leadership will take the form advice and guidance, referencing Employment Law, Case Law and good practice as appropriate as well as developing innovative approaches where necessary. ·
- Policy Management – draft, update and maintain HR policies and procedures ensuring compliance with Employment Law, Case Law and encouraging best practice. ·
- Advice & guidance – provide timely, accurate and practical HR advice and guidance on all matters concerning Employment Law and good practice to enable efficiency and effectiveness in service delivery to support Framework’s strategic aims. ·
- Training – support workforce development by developing and delivering training on a wide range of HR matters to staff at all levels. ·
- HR Management Information – produce and analyse HRMI to aid strategic and operational decisions.
- Recruitment – to support and guide Managers with high level organisational recruitment
- Board – to report on HR activity and results to the Board as and when required
- Project management – contribute to the development of ideas under Framework’s organisational development plan.
- One team – work with HRBPs, HR Transactions and Training colleagues as one integrated HR team.
- Promote a “no blame” and “can do” culture.
- Continuously explore and champion opportunities for improvement and challenge the status quo.
- Promote a climate of equality for all
- Maintain organisational, client and colleague confidentiality.
- Be honest and transparent at all times.
- Be familiar with and demonstrate adherence to Framework’s organisational and service specific Policies and Procedures.
- Adhere to the Organisations Code of Conduct
- To understand and actively promote the Organisations values (Respond/Respect/Empower)
- Identify your own development needs and actively seek opportunities to expand your knowledge, skill and experience to meet the developing needs of the service. Actively participate in the development of others.
- Complete any other reasonable task delegated by line management
BREADTH OF THE ROLE
The post-holder will require a significant amount of applied and theoretical Human Resources knowledge including up-to-date knowledge of employment legislation and case law (which can be conflicting).
This role is largely autonomous with the post-holder required to use their initiative to plan, organise and successfully complete their own work with only infrequent reference to the Head of HR for approval of suggested courses of action. The post-holder will be responsible for managing significant project work which will involve internal and external stakeholders. Risk-management and improving impact from people management are key organisational aims that this role will contribute to. All work will need to be completed to strict deadlines.
The policy management aspect of this role means each role within Framework is influenced by this role.
The job holder will need to be aware of the activities of other jobs and services because their job activity either influences or is influenced by these.
KEY PERFORMANCE INDICATORS
The post-holder’s performance will be measured in a number of ways. These include, but are not limited to, the following:
- Effective implementation of the organisation’s absence management strategy
- Successful preparation for Tribunal cases
- Effective management of cases (discipline/grievance etc.)
- Successful delivery of projects
- Effective implementation of tools regarding employee turnover
- Robust support of recruitment and retention practices
- Demonstrable support to the appraisal and supervision processes
- Compliance to legislation
- Effectiveness in the way line managers manage their employees
KEY RELATIONSHIPS(Internal and External)
- The Board
- Managers (at all levels, including the Senior Leadership Team)
- Trade Unions and Staff Council
- Other agencies/Third Party agencies
- Third party professionals; Lawyers, Doctors, Occupational Therapists