HR Business Partner

Undisclosed Company
£112 per day + 3 days per week
14 Oct 2016
11 Nov 2016
Manpower UK
Job Type
As the HR Business Partner for the company, you'll be required to:

Developing strong working relationships with business leaders across The Authority is fundamental to this role. You will offer professional HR insight and input into the development of business strategy, accountable for the identification, development, commissioning and evaluation of a range of HR interventions, required to achieve business objectives.

Personal resilience and working at pace in a demanding change environment will provide the opportunity to utilise your expertise and professional HR skills.

The successful candidate will be instrumental to developing: workforce plans and succession planning: talent management; driving up performance through improved attendance and engagement; working with leadership teams to develop capability and high potential employees.

Work plan:

*Advises and coaches leaders and managers on the implementation and timely and efficient delivery of planned and unplanned human resources interventions.
*Support the development and implementation of workforce planning across business areas initially through use of an establishment list but to broaden to support a wider Authority Resourcing Framework.
*Offers unique insights into the organisation borne from a deep understanding of the business, the market, the human resources profession including internal and external influences.
*To work with managers to drive an improvement in attendance.
*Manages the design and execution of appropriate diagnostic tools to assess the organisation's capabilities (team diagnostic tools, employee satisfaction tools, cultural assessments, visioning and organisational effectiveness diagnostics and so on) in order to support the Capability plan for the Authority through which the organisation's effectiveness and capabilities will be maximised.
*Develop a culture of effective performance management through which you enable leaders to identify talent across the organisation in line with agreed principles, ensuring data and information from other critical processes, such as appraisal and 360 feedback, is considered.
*Works with business areas to conduct research to understand the drivers of employee engagement in the organisation and the relationship between employee engagement and organisation performance. Supports the development of insight from the analysis and conclusions.
*Supports key negotiations with trade unions, works councils, employee forums, and so on, on a range of labour issues as required.
*Fully engages with and utilises human resources processes for own development, career planning and performance management.
*Builds relationships and forms alliances with internal and external specialists and communities of practice to scan for emerging trends, innovations, current best practice and to understand the external human resource market.

Desirable / Essential skills and experience:

Desirable or Essential:
Has experience of advising business in the HR elements or organisational design and development to support transformational change programmes, ideally in a technology environment.
Develops a deep understanding of the organisation's strategy, performance goals and drivers. Understands the sector in which the organisation operates and the market factors that impact performance, including customers, competitors, etc. Understands and speaks the 'language of the business' and how to translate the organisation plan into a people plan.
Has a deep understanding and can access relevant current employment law and discrimination law, if appropriate, in local and international jurisdictions, plus proposed changes. Understands the role of legislation in progressing issues of diversity. Knows what the organisation needs to do to mitigate risk.
Knows how to develop, implement, measure and communicate progress on a balanced, performance-focused employee engagement strategy.
Knows how to develop and use an appropriate performance management tool to manage measure and monitor human resources delivery against objectives.
MCIPD qualified
Past experience of HR Business Partner role within the Civil Service

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