Responsibilities
The exact allocation of work will be shaped with you and the team. Responsibilities are likely to include though:
-Working in partnership with senior commercial colleagues including Commercial Directors’ providing a high quality HRBP service and supporting with a broad range of HR challenges and issues.
-Supporting leaders with a wide variety of complex casework issues including but not limited to; dispute resolution (grievance), conduct, attendance management, suspension etc.
-Being proactive in fostering a lessons learned culture and ensuring that appropriate interventions are put in place, minimising reputational and financial risk to the organisation.
-Building the capability of line managers and wider HR team through providing effective guidance and practical advice.
-Supporting the development of our culture through a range of intervention including rolling out training around behaviours.
-Engaging commercial clients around the performance management proccess and working with the Perfomance Management lead help ensure the smooth delivery of this critical process.
-Working in close partnership with HR colleagues to ensure policies, procedures and guidance are designed and delivered in a people-focused way, aligned with business needs.
-Promote diversity, equity, and inclusion through all work being delivered by the team and clients, aiming to enable a positive employee experience for all.
-Getting involved in a range of projects across the People Services team as and when required. For example, you may be asked to support with a policy refresh, or piloting a new system.
-Looking for opportunities for continuous improvement within People Services.
-Involvement in ad hoc projects including taking the lead on FOI/SARs for the areas that you partner.
Person specification
Essential
-Able to build effective relationships with a variety of stakeholders, particularly senior ones, so that you can influence them to make positive long term people decisions.
-Strong experience of advising managers on processes of HR casework including dispute resolution (grievance), disciplinary (conduct) and attendance processes.
-Ability to use a range of HR good practice, strategies and data to develop approaches that help professionalise our HR service offer.
-Be both positively challenging and open to being positively challenged, to help shape thinking and ensure a strong delivery ethos. Having the confidence to act as a critical friend with senior stakeholders, using your HR expertise to provide key challenges.
-Be curious and able to work within a complex HR structure and willing to use your initiative to develop ways of getting the best outcomes to meet business needs.
-Maintain personal effectiveness when dealing with challenging situations.
-Strong personal resilience when dealing with often emotive and challenging cases.
-Good knowledge of UK employment law and best practice in HR.
-CIPD membership or willingness to work towards this.
Additional information:
A minimum 60% of your working time should be spent at your principal workplace. Although requirements to attend other locations for official business will also count towards this level of attendance.