About the role
We are looking for two specialist HR Business Partners who will have considerable experience of providing a wide range of HR advice preferably gained in an education context. The two posts will also offer specialist support across the Trust in areas such as reward and performance, EDI and talent. These will be discussed at interview.
To be successful you must have sound experience of working in an advisory capacity with knowledge and understanding of employment legislation as well as its practical application within a school environment.
You will have a comprehensive understanding of employment law and highly developed communication skills that enable you to build strong and effective relationships with internal stakeholders. Candidates must be able to demonstrate experience of working with senior leaders on delivering solutions on sensitive and complex employee relations issues, including absence management, performance, grievance, reward and organisational change.
The successful candidate will be team player who can succeed in a demanding and supportive environment. Experience of providing HR advice to Schools is desirable.
The HR Business Partners report directly to the Director of HR. Due to the nature of the role, work hours may vary and may include occasional evening events. An ability to work flexibly would be an advantage.
To support the implementation, embedding and delivery of strategies to improve and develop the Trust’s approach to an agreed area of specialism which may be Equality, Diversity & Inclusion (EDI), reward and performance or talent.
To support the Trust’s Human Resources centralised function to develop and implement Human Resources and Organisational Development strategies in order to improve organisational performance, support change management, and provide professional HR advice to Principals and their senior leadership teams.
Leading on employee relation cases and also responsible for implementing operational change management programmes, including restructuring, redundancies and TUPE. Frequent travel to schools will be required.
Postholder must have the ability to challenge and influence at senior leadership level as well as build partnerships with internal and external stakeholders.
1. Organise and support meetings, events and functions to support delivery of Trust’s priorities.
2. Contribute to the delivery of the team’s agreed objectives.
3. Participate in relevant projects that support the delivery of the Trust’s development plans.
4. Model the Trust’s values and work in accordance with health and safety, equal opportunities and environmental policies
5. Undertake any other duties and responsibilities appropriate to the post.
6. To undertake project work with a view to developing and improving existing operations and supporting the Trust’s ambition to become an employer of choice.
7. To work closely with the HR Advisors to understand the people issues and utilise this information to provide Principals with short, medium, and long-term strategies to resolve employee relations issues.
Role Specific Accountabilities:
1. Maintaining professional and up to date knowledge of changes to HR, employment legislation, policies and professional best practice.
2. Researching and assisting in the development of Trust wide HR strategies including delivering against the Trust’s relevant HR related strategy action plan.
3. Providing advice and managing employee relations casework as required, referring complex or high-risk issues to the Director of HR.
4. Co-ordinating elements of relevant Trust projects to ensure the delivery of the Trust development plans.
5. Working with internal communications colleagues to feed into the internal communications plan.
6. Contributing to the delivery of HR services to Trust departments in order to meet organisational needs, building effective working relationships with colleagues and promoting the image of the HR service as proactive and customer-focused.
7. Ensuring that all employees are issued with an updated contract of employment reflecting the latest Trust terms and conditions of employment.
8. Working collaboratively with key stakeholders to determine areas for improvement and developing a solution-focused approach.
9. Working with the HR Administrators to ensure ‘Safer Recruitment’ requirements are met; and to ensure the Single Central Record (SCR) is maintained accurately Trust-wide, with appropriate evidence held to satisfy Ofsted requirements.
10. Analysing and reporting to the Director of HR staff turnover and present plans and approaches to improve retention.
11. Supporting with the development of people, providing advice, guidance and ad-hoc training on personal development plans, and supporting the Director of HR in identifying employees with high potential, develop career paths in consideration of key roles for succession planning and self-development.
12. Carrying out any other duties appropriate to the post as required.