Job Application Information Pack Post Title Human Resources Business Partner Closing Date 14th April 2025 Shortlisting 17th April 2025 Interview Date W/C 24th April 2025 Method of Application: Send Covering Letter and CV Company Overview DFPF Ltd, trading as People 1st, is a leading provider of quality training and educational programs. Established in Belfast in 1992, the company has grown to operate across 15 offices in Northern Ireland and the Republic of Ireland. Our mission is to support individuals in achieving their training and employment goals through accredited courses and qualifications. Over three decades, we have helped over 75,000 people achieve qualifications and supported many in transitioning into employment or upskilling. Mission Statement Together, let's realise your ambition. Company Values Our company values are encapsulated in the acronym CULTURE: Commitment Understanding Loyalty Teamwork Uniqueness Respect Excellence Employee Ownership Trust (EOT) In June 2024, People 1st transitioned to an Employee Ownership Trust (EOT), marking a transformative milestone in the companys history. This innovative ownership structure ensures that employees are at the core of the business, fostering a culture of collaboration, shared success, and long-term sustainability. What is an Employee Ownership Trust (EOT)? An EOT is a legal entity that holds a controlling interest in a company on behalf of its employees. Unlike traditional ownership models, employees do not directly own shares but are beneficiaries of the trust. This structure aligns the interests of employees with the long-term success of the business while preserving its values and culture. At People 1st, the EOT owns 100% of the companys shares, ensuring that all eligible employees benefit equally from its performance. Employees automatically become beneficiaries after a 12-month qualifying period, without needing to make any personal investment or changes to their employment terms. Key Benefits for Employees The EOT model offers numerous advantages for employees: Financial Rewards: Employees are eligible for tax-free bonuses of up to £3,600 annually. This provides a direct financial incentive linked to the companys success. These bonuses are exempt from income tax (though National Insurance Contributions still apply), offering significant savings. Job Security: The EOT ensures greater stability by protecting jobs and maintaining the companys values and culture. Unlike third-party ownership models, there is less risk of redundancies or drastic cultural shifts. Sense of Ownership: Employees have an indirect stake in the companys success, fostering a sense of pride and belonging. This shared purpose encourages collaboration and enhances employee engagement. Career Development: The EOT structure motivates employees to contribute meaningfully to the companys growth, opening up opportunities for personal and professional development. Enhanced Morale and Productivity: Studies show that employee-owned businesses often experience higher morale, lower absenteeism, and improved productivity due to increased engagement. Governance and Leadership While ownership has transitioned to the EOT, People 1st retains its robust leadership structure: A board of directors oversees strategic decisions and day-to-day operations. Trustees ensure that management decisions align with employee interests. Employees have representation through trustees who advocate for their needs at the highest level. This governance model ensures that while employees benefit as owners, experienced leaders continue driving the company forward. Why Choose an EOT? The decision to transition to an EOT reflects People 1sts commitment to its people and community: Sustainability: The EOT model secures the companys future by fostering long-term growth. Legacy Protection: The transition preserves People 1sts mission, values, and culture for future generations. Talent Retention: The sense of ownership attracts top talent and reduces staff turnover. Community Impact: By empowering employees, People 1st contributes positively to local economies in Northern Ireland and Donegal. Terms and Conditions of Employment Annual Leave The holiday year runs from April 1 to March 31. Employees are entitled to 21 days of annual leave, plus customary holidays such as New Years Day, St. Patricks Day, Easter Monday, and Christmas Day. After two years of continuous service, employees receive an additional day of annual leave per year, up to a maximum of five extra days after five years of service. Working Hours Monday Thursday: 9:00 AM 5:00 PM Friday: 9:00 AM 1:30 PM Remuneration Wages are paid monthly via BACS on the last Friday of each month. Pension Scheme Employees are automatically enrolled in The Peoples Pension scheme after a three-month deferment period. Probationary Period New employees are on probation for up to 26 weeks, during which their progress is monitored. Customary Holidays Recognized holidays include New Years Day, St. Patricks Day, Easter Monday/Easter Tuesday, May Day, July 12/July 13, Christmas Day, and Boxing Day. Why Join Us? Dynamic Work Environment: Collaborative culture with opportunities for innovation. Professional Development: Access to accredited training programs and career advancement opportunities. Employee Benefits: Tax-free financial rewards through the EOT structure. Community Impact: Contributing to sustainable growth across Northern Ireland and Donegal. Human Resources Business Partner RESPONSIBLE TO Directors HOURS OF WORK Part-time 21 hours per week. LOCATION Hybrid / Belfast but will be required to travel when required to all company offices in NI and in the ROI. SALARY BENEFITS £34,500 pro rata Pension 3%, EAP Beneficiary of Employee-Owned Trust (EOT) JOB PURPOSE To provide a comprehensive HR service which ensures that managers and employees are equipped with best practice across a number of sites in Northern Ireland and ROI. RESPONSIBILITIES Manage all core HR departmental areas, including, employee relations, HR administration, learning and development, recruitment, employee engagement, and maintaining and improving HR systems. Provide advice and direction where needed to the Management team on work priorities such as strategic policy, organisation and staff management issues. Current regulation compliance, including accepted professional standards, policies and procedures and legislation (including legislation on data protection, the Equality Act and health and safety etc.). Manage and implementation of employment policies. Ensure employment law, HR policy, best practice and workforce development are applied. Ensure the onboarding process is handled in a professional manner to expedite the settling in period for new staff members. Manage the execution of the HR Strategy to ensure achievement of the objectives. Continuously improve engagement and welfare activities, maximising productivity, devolving HR responsibilities to line managers and building leadership capability. Identify HR trends so that attention can be directed to key issues and resources. Manage the creation of job descriptions and employee handbooks. Develop and implement management talent planning. Manage the companys employee programmes, staff benefits and packages. Control the performance review programme to deliver continuous employee development. Ensure employee training requirements are well managed and monitored. Manage the training and development plans and ensure they are of a high standard. Conduct annual surveys and reviews with staff to allow staff feedback. Manage the diversity, equality, and inclusion values and practices within the company. Ensure the offboarding process is handled in a professional manner. Ensure internal HR communications, including any issues, initiatives and programmes are well planned, co-ordinated, relevant, timely and adhere to the companys values. Ensure that company values and approaches are utilised to strengthen the organisational culture and enhance the understanding of the new EOT (Employee Ownership Trust.) Develop and maintain effective relationships to encourage retention and ensure the team perspective is fully represented in decision making. Other Duties Support organisational change initiatives and contribute to strategic decision-making. Undertake continuous professional development and training as required. Perform other reasonable duties as requested by the Directors. Please note The above mentioned duties are neither exclusive nor exhaustive and the post holder may be required to carry out such other appropriate duties as may be required by the line manager, with the level of the post and the competency of the post holder. The details contained in this job description reflect the requirements of the role at the date it was prepared. Over time roles may change, existing duties may no longer be required and other duties may be gained without changing the general nature of the duties or the level of responsibility entailed. Consequently, People 1st will expect to revise this job description from time to time. PERSONNEL SPECIFICATION QUALIFICATIONS AND EXPERIENCE Essential Qualifications & Experience A bachelor's degree in Human Resources Management or Psychology or Chartered Institute of Personnel and Development (CIPD) at Associate or Chartered Member Level or a bachelors degree in a business-related subject. Minimum 3 years experience in a HR role. Full driving licence and access to a car. Good working knowledge and understanding of regulations, accepted professional standards, policies and procedures and legislation (including legislation on data protection, the Equality Act and health and safety). The ability to manage the implementation of effective employment policies. The ability to accept and provide feedback, be challenged on your advice and work well under pressure. The ability to understand HR statistical reports. Proficient computer skills. Desirable Experience of using metrics for driving performance. Experience in ensuring compliance with operational requirements. Commercial acumen. BEHAVIOURS / CAPABILITIES Strategic thinking abilities. Strong organisational skills. Proactive work ethic. Thorough and methodical attention to detail. Good time management skills and the ability to prioritise. Positive and approachable manner. Adaptable to change and possess a willingness to embrace new ideas and processes. Commitment to continual personal development. Excellent communication and interpersonal skills. Creative and innovative approach to problem-solving. Confidence in presenting to external stakeholders and delivering reports. Commitment to continuous improvement and professional development. Fluent level of English, both spoken and written. Working knowledge of employment regulations. Good understanding and technical abilities within all HR departmental areas including recruitment, employee relations, workforce administration, employee engagement, payroll, reward and recognition, welfare, learning and development and HR systems. Excellent understanding of HR practices. A confident leader. The ability to develop strong working relationships and drive collaboration. The ability to assert your opinion and ideas with confidence. Ability to maintain internal HR systems.