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Human Resources Business Partner

Employer
ODI
Location
London based hub - with hybrid working in the UK
Salary
Human Resources Business Partner – Human Resources Contract: Permanent Salary: £45,000 - £53,000 per
Closing date
19 Jul 2022

View more

Sector
Education, Charities, Not For Profit
Contract Type
Permanent
Hours
Full Time
HR Jobs Level
Business partner
Specialist Area
General HR Function
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The HR Business Partner will partner with and be responsible and accountable for all human resources operations of a specified area in ODI and ensure these are aligned with the business model and goals. They will work with senior management of assigned areas to:

  1. provide HR advice relating to each stage of the employment-life cycle;
  2. analyse trends and metrics and make recommendations to help develop high performing teams;
  3. consult on and help resolve complex employee relations issues;
  4. advise on wellbeing issues and solutions;
  5. help line managers create optimal employee engagement;
  6. take the lead on designated HR projects, including work related to ODI Futures.

Responsibilities and Duties:

General

To provide a pro-active, professional, effective and value-added HR service to the managers and staff of the Institute and as HR Business Partner to an assigned client group.  Deputise for the Chief People Officer as required.

Building Relationships

Proactively build and sustain relationships with the SLT, Managing Director and the relevant Directors of Programmes/Heads of Departments of the assigned business area.

Line Management

  • Responsible for the day to day line management and support of an HR Coordinator
  • Responsible for the development, training and induction of HR Coordinator
  • Manage the workload of the HR Coordinator

Recruitment

  • Assist assigned client group in terms of workforce planning
  • Provide recruitment advice and guidance to the assigned client group on good practice, facilitating the development of job descriptions, advertising campaigns, monitoring, selection and onboarding
  • Provide a high quality and timely recruitment service to client group, through the supervision of the HR Assistant
  • Oversee the recruitment and the accurate data entry into all associated systems
  • Produce quarterly recruitment metrics and reports for the Head of HR, SLT and the Board
  • Liaise with job agencies to secure cost-effective temporary resourcing requirements and compliance with legislative requirements

Policies, Procedures and Practice

  • Advise client group on the appropriate use and implementation of all HR policies and procedures
  • Provide training on HR policies, procedures and practice where necessary
  • HRBP (Diversity, Projects and Training) develop and update HR policies, practices and guides as requested

Learning and Development (L&D)

  • Assist assigned client group to develop and maintain the training and development plan and in implementing training and development solutions, for their area, linked to the departmental/programme annual staffing plan
  • Advise assigned client group on evaluation of learning and development and return on investment
  • Assist assigned client group on succession planning
  • Provide leadership and management development advice to managers
  • Communicate existing learning and development opportunities to assigned client group

Terms and conditions of employment

  • Provide advice on contractual terms and conditions of employment, ensuring consistency and fairness on contractual matters
  • Oversee maternity, paternity, adoption, flexible working and termination of fixed term contract casework
  • Responsible for managing visa sponsorship casework and ensuring ODI is fully legally compliant with all home office regulations
  • Signing contracts and contractual changes

Employee Relations

  • Provide guidance and support to employees and line managers in relation to all employee relations matters, including disciplinary, grievance, capability or bullying and harassment matters and undertaking formal meetings (including investigations and hearings)
  • Work with line managers to resolve performance or probationary review issues
  • Lead and manage restructure, redundancy and role change HR processes as needed, including advising line managers on business cases and ensuring best practice in employee consultation within legislative requirements
  • Consult with Union representatives as appropriate and as required and attend Union meetings when necessary

Reward and Payroll

  • Complete payroll upload, checks, service review and monthly pension updates on a rotational basis between the two HR Business Partners
  • Oversee and check payroll, pension and salaries advice etc are administered accurately and efficiently
  • Support the Head of HR with annual appraisal and salary review process for assigned client groups

HR Reporting

  • Act on and advise line managers on improving performance using HR analytics for assigned client groups
  • Support the Head of HR in the development, collation and presentation of HR metrics and indicators

Wellbeing

  • Oversee occupational and psychological health referrals, providing ongoing support to line managers and staff on wellbeing issues
  • Pro-actively promote wellness to staff and line managers through the use of wellbeing sessions and promoting staff welfare interventions

Job evaluation

  • Undertake job evaluations when required
  • Provide support, guidance and advice on job evaluation issues to assigned client group

Projects

The HR Business Partner will be required to manage and coordinate operational HR projects as requested by the Chief People Officer, working with the HR Lead (Implementation Operational Projects and Process). The HR Business Partner will also, on occasion and as directed by the Chief People Officer, support the HRBP (Diversity, Projects and Training) on the implementation of specific projects.

Other general HR responsibilities

  • Carry out exit interviews and follow up with recommendations
  • Provide support to other members of the HR team as required, particularly during HR team absences or particularly busy periods
  • Carry out other duties falling within the scope of the job purpose, as requested by the Head of HR or People Services Director

General HR administration (when required)

General HR administration to cover for other HR roles (particularly the HR Assistant), including (but not limited to);

  • Carry out routine HR administration
  • Draft letters and deal with routine correspondence
  • Take minutes at staff and union meetings when requested and appropriate
  • Ensure accurate manual and electronic records are kept for each employee for the assigned client group
  • Assist with HR filing and archiving
  • Support with HR information requests including; data requests, reporting, inputting or storage of HR information

All staff are expected to:

  • Positively support equality of opportunity both within ODI and externally
  • Help maintain a safe working environment and take responsibility for own and colleagues’ Health and Safety

Key Relationships and Contacts:

  • Chief People Officer
  • Chief Executive
  • Chief Finance and Operations Officer
  • Managing Directors
  • Directors of Programmes/Heads of Department
  • Managers and staff in assigned client group
  • Trade union representatives
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