HR Business Partner – AR

Role Purpose
Provide timely expert HR advice and support to both case management and change implementation for:

• Directorate Management Teams and managers in line with the HR service standards with particular emphasis on handling complex cases.
• Provide KPI reports on ER/HR case management data and trends.
• The Senior HRBP in the handling of high-profile HR cases and/or HR change management interventions across each Directorate.
• Attend / Facilitate Directorate Management Team meetings.
• Arrange / Facilitate Appeals panel and provide advice as necessary.
• Attend / Facilitate DJC and other forums/group meetings to provide advice as necessary.
• Supervise the HR Consultant (in discussion with the Senior HRBP) relating to HR Case Management & policy functions and act as escalation points for HR Consultant for their cases queries.
• Advise Management Teams and managers relating to People Management matters in line with the HR service standards.
• The HRBP (Policy & Review) in the review, development and implementation of HR policies and procedures.

Job Context
Ensure delivery of the provision of consistently sound HR advice and support to managers on all aspects of people management reflecting options available and the likely risks of each option. Act as a single point of contact for delivering a high-quality and customer-focused HR consultancy and advisory service in line with the needs of the Directorate. Adopt and build a customer-focused, effective and collaborative working relationship across the client base and HR&OD colleagues, maintaining this focus in delivering the HR service. Adopt an integrated approach when formulating and implementing HR & OD policies and interventions. Establish your professional persona/credibility and become a trusted partner and key adviser in all employee relations matters including trade union negotiations, consultation and conflict management and resolution with your client base.

Main Duties / Accountabilities:
Deliver and provide a professional, customer-focused, proactive and credible HR advice and support service to:

1. Undertake all the HRBP functions within the context of the clients' needs as requested by the Senior HRBP and when appropriate the Head of ER.
2. All clients, specifically Management Teams and Managers, in handling all HR/ER people management cases and change management exercises including complex and sensitive cases with the appropriate agreed protocol for service delivery.
3. Support Management Teams and Managers in accordance with the Directorate's strategic and operational requirements, and in line with the agreed protocol for service delivery, including:
   
   • Attending Directorate Management Team meetings,
   • Attend and facilitate Departmental Joint Committee (DJC) meetings,
   • On-site comprehensive support on people management cases (conduct/grievance/capability/sickness management) from investigations, hearings, appeals to drafting notes and letters;
   • Change management from organisational design through to the consultation process and implementation of the final change including support for all associated documentation.
4. Providing timely and quality people management advice to the relevant Directors, managers and appeals panels ensuring the Council’s policies and procedures are applied consistently.
5. Work collaboratively with the Directors and managers and with the management team to develop and deploy pragmatic and appropriate solutions adopting risk assessment and management approach to resolve issues/cases as far as possible.
6. Work collaboratively and manage HR interventions which would typically include e.g. Discrimination, police involvement, illegal workers, safeguarding issues, dismissal, appeals, gross misconduct, compromise/settlement agreement, employment tribunal claims, and ensure they are appropriately supported and progressed in a timely manner, escalating and resolving issues as necessary.
7. Provide monthly, quarterly and annual KPI/metrics (dashboard) data and reports for the (client) Directorate typically relating to your clients' case management records, sickness absence levels (short/long term), head count, turnover etc, identifying trends and patterns with proposed improvement action plans to work towards the relevant performance indicators.
8. Contribute to the maintenance and overview of the implementation and application of the employment policies, procedures, practices across the Council, working closely with the Senior HRBP to ensure both policy and practices are adhered to in conjunction with all HR KPI’s and reporting mechanisms.
9. Develop and deliver training/briefing workshops for managers on new policies to include practical application of the policy and additional support in conjunction with the OD team and the relevant strategies.
10. Ensure appropriate record keeping for audit purposes in line with best practice, organisational and data protection requirements.
11. Ensure accurate and timely updating and maintenance of SAP and CIVICA as appropriate.
12. Support any programme/initiative to improve and develop the skills/knowledge of managers to people manage more effectively to drive up business performance.
13. Develop effective working relationships internally with senior leaders, managers and trade unions and externally network of HR & OD practitioners. Channel insight gained from understanding of the business and ideas and thinking from the network to inform strategy review and formulation of solutions facilitate the delivery and embedding of solutions.
14. Engage with Management Teams and Managers (working closely with the Senior HRBP) in handling all HR/ER and people management cases and change management exercises including complex and sensitive cases with the appropriate agreed protocol for service delivery.
15. Participate in case conference to review the progress of live cases with Directors/managers and where appropriate involve employment lawyers as necessary.
16. Conduct job evaluation exercises/projects and advise Directors/managers on appropriate pay scale.
17. Respond to queries escalated by the Senior HRBP, HR Officer and Payroll Officers on terms & conditions and policies & procedures; adopt coaching approach with individuals to explore and resolve issues proactively yet incrementally building officers’ capability.
18. Provide appropriate HR advice during the reviews of ongoing cases and when required consider if additional support would be required from the ER team and ensure the delivery of quality, consistent advice, and pragmatic solutions.
19. Support the development of a systematic approach to collect and analyse business intelligence and supporting data to demonstrate the performance, impact and effectiveness of the people management policies.
20. Maintain continuous professional development to enable contribution to the strategic development of the Human Resources and Organisational Development services.
21. Work in collaboration with HR & OD colleagues to support the achievement of the HR & OD agenda. Contribute to the development of service plans for the Human Resources and Organisational Development Team.
22. As and when requested by the Head of ER work across the ER team and support other client functions within LBH and work with the relevant Management Teams.

Role requirements

• Up to date in-depth working knowledge and understanding of the principles and application of employment legislation and case law, European directives, best practice and employment tribunal procedures.
• Good working knowledge of employee and industrial relations issues and best practice.
• Clear understanding in the current thinking about people leadership, people management and organisational change.
• Comprehensive understanding of the practical application and contribution of effective performance management systems.
• Good knowledge and understanding of equality and diversity issues and their relationship with employment policies and practices.
• Knowledge, awareness and understanding of the public sector, including understanding the key drivers for change.
• Sound experience of delivering a quality, proactive and customer-focused HR advisory and consultancy service in a local authority setting.
• Experience of successfully supporting change programmes, working collaboratively with representative groups and other stakeholders on complex HR issues including TUPE.
• Experience of building and managing relationships with clients, departments, managers and trade unions, providing expert advice, conducting meaningful and effective consultation and conflict resolution.
• Experience of risk assessment and management.
• Demonstrable ability to build effective working relationships with a client focus.
• Strong interpersonal skills – able to build a high degree of credibility and presence to negotiate, influence, inspire confidence and respect and develop network within and outside of the Council.
• Excellent communication skills (verbal, written and presentation) – able to communicate effectively with a wide range of audience from senior leaders, managers, employees across the Council and professional practitioners in HR & OD and other disciplines.
• Strong analytical ability with good attention to detail – able to exercise judgement on complex and contentious issues and analyse and interpret complex statistical data and produce accurate and meaningful management information.
• Resourceful and pragmatic problem-solving skills.
• Ability to demonstrate resilience – e.g. in face of management and trade union pressure and when facing demanding workloads.
• Excellent planning and organisational skills – able to effectively plan and handle own and team workload with conflicting priorities as well as maintain and balance customer focus.

If you are interested in this role please do reach out to me via email or telephone!

amberrayment@carringtonblakerecruitment.com
020 753 766 07