Reporting to the HR Director the role of the HR Partner will be to work with the wider HR team to provide a professional and customer-focused HR service. This is a hands-on and dynamic role, which involves actively partnering with the business to support them with employee relations, increasing employee engagement and support the development and delivery of consistent and people-focused management practices. The HR Partner should be seen as an integral member of their assigned management team helping deliver people solutions aligned to organisational objectives which help drive improved performance.
One of two HR Partners, you will be responsible for one or two client areas and the role will be key to building relationships with managers across the business and demonstrating the impact that the team can have.
Leading people practices
- Support the HR Director with leading and influencing change at a strategic level across the organisation to develop and deliver the Great Teams People strategy
- Work with the wider HR team and our various employee groups and networks to find innovative ways of engaging staff in organisational and cultural change
- Proactively work with management teams to ensure a high-quality service is provided and that operational practices are aligned with the organisational behaviours, culture and goals
Employee relations and management support
- To act as a first point of contact for their relevant area for ER, management queries
- To provide additional recruitment guidance and support for their relevant area when required (alongside the Talent team)
- Maintain regular contact with managers across their business area in order to proactively identify and solve potential problems before they grow
- Advise managers on the management of their teams from reward and recognition and promotions through to implementing HR policies & principles
- Provide trusted and commercially focused advice to managers on the full range of employee relations, from motivating and engaging staff through to performance management, sickness absence and grievances
- Support with and at times lead individual Great Teams projects (likely aligned to Reward and Performance, Inclusion)
- Manage parental leave in the business area they support
- Manage the leavers and movers process for the business area they support, including exit interviews
- Anticipates future talent and skills needs within the business area they support and partners with the talent team to develop plans to meet them
- Manage flexible working requests fairly and consistently, in line with company policy and current legislation.
HR Information and Analysis
- Proactively monitor people data for their area (e.g. workforce diversity profile, headcount, staff turnover, reward & promotions, sickness, employee relations tracker, learning and development data), identifying patterns, trends and performance against KPIs and work with the Head of HR services and HRD to develop plans and provide advice and coaching based on this data.
- Using data from a variety of sources (employee opinion survey, HR metrics, salary benchmarking etc) to help influence and drive management teams to deliver their area’s people plan, including resourcing needs, talent development, succession planning and reward planning
- Collaborating with the HR Services team to ensure all employee data for their business area is accurate and up to date and an efficient administrative and customer service is provided
Knowledge & Experience
What an individual must know or understand to be able to fulfil the role’s requirements
- Minimum Associate CIPD
- HR Adviser experience which includes dealing with a varied caseload of ER issues, knowledge of current employment legislation, and playing a key role in driving employee engagement
- Strong relationship management skills (including advocacy skills with the ability to persuade) and influence and personal credibility to establish effective relationships within the organisation
- Confident, articulate and clear communication skills (verbal and written) with strong facilitation and presentation skills
- Experience of advising and working collaboratively with senior and middle managers on a range of people matters (e.g. discipline, grievance, performance management, sickness absence, recruitment)
- Ability to handle challenging conversations in a harmonious manner
- Good research and analytical skills to interpret Management Information and strong lateral thinking to identify innovative people solutions
- Ability to work in a team and independently to a high standard without constant supervision and ensure deadlines are met under pressure
- Proficient organisation, project management and time management skills; ability to multi-task managing multiple projects/demands at times
- Must be fully aware of the sensitivity and confidentiality of the function and act upon it
- Microsoft Office skills
The behaviours and characteristics required to be able to fulfil the role’s requirements
- Collaborative – Listening, seeking views and sharing information; constructively challenging when appropriate.
- Taking ownership – Ensuring delivery and holding others to account; can influence, irrespective of hierarchy.
- Agile – Proactive and responsive to provide a strong member service; responding positively to shifting priorities.
- Commercial – Awareness of the wider business environment.
- Innovative – Exploring, sharing and integrating best practice; generating new ideas and challenging a mind-set of “what we’ve always done”
- Analytical – gathering information and using logic to analyse, problem-solve, evaluate risk and make decisions
Equal Opportunity Employer
Be You! Where everyone feels they can belong
We are the voice to over 190,000 businesses, large and small across the UK. Together, they employ nearly 7 million people!
Our aim is to create prosperity for all! To do that well, we need a workforce that is more representative of the businesses we serve!
We know through experience that different ideas, perspectives and backgrounds create a stronger and more innovative work environment that delivers better results. To support an inclusive environment where employees feel empowered to share their experiences and ideas, we’ve encouraged the creation of a variety of Employee Resource Groups - Women, LGBT+, BAME and Working Families.
We recognise the many benefits flexible working can bring. Many of our employees work flexibly in many different ways, including part-time. Please talk to us at interview about the flexibility you need. We can’t promise to give you exactly what you want, but we do promise not to judge you for asking and will accommodate where possible.
How to apply
Please submit your CV & Cover Letter to email@example.com with 'HR Partner' as the subject.