Job Details

HR Business Partner

Sector:HR & Training

Region : Greater London

Location: East London

Salary: £40,000 - £45,000

Job Ref.: GHGP5660

Job Information

I am currently recruiting for a HR Business Partner in South East London.

This is an exciting opportunity to join an organisation which is growing and is investing within its HR Function. This is a new role which will report into the HR Director. The HR Business Manager is a key member of the Divisional Management Team responsible for working with the Divisional Director and senior colleagues to set the Division’s people agenda and priorities and for managing services and projects to deliver these.

The successful candidate will have extensive experience of working as generalist HR Business Partner or HR Manager. They will need to have experience of TUPE, Change Management, Employee Relations, Recruitment and Trade Unions.

RESPONSIBILITIES

• Become familiar with the operation of the Division and its key performance indicators, for example sales, income and expenditure, and staff utilisation.
• Use this information, and other insights, to create a prioritised HR plan that supports the Division’s business plan and manage the delivery of initiatives within this plan.
• Use relevant HR metrics and insight to assess the future workforce needs of the Division and determine short, medium and long term plans, in conjunction with the Head of Resourcing and Recruitment, to ensure that these are met.
• Support the Divisional Director in developing and implementing on-going communication and engagement plans to ensure that staff understand and respect the organisation’s values and behavioural expectations, and act in accordance with these.
• Coach and/or mentor more senior managers within the Division to help them identify their personal development needs and develop plans to meet these
• Support the Head of Learning and Development in ensuring that appropriate local mechanisms are in place to support the delivery of the company’s annual training plans and ensure compliance with its essential training requirements.
• Coach and/or mentor more senior managers within the Division to help them identify their personal development needs and develop plans to meet these
• Manage change management initiatives within the Division.
• Foster constructive working relationships with trade unions and lead collective consultations and negotiations with the support of the Head of ERs.
• Coach and support managers with the aims of improving staff engagement and reducing the recourse to employee relations policies and procedures.
• Take responsibility for the management of all employee relations casework within the Division, ensuring that disciplinary and grievance cases are resolved as quickly as possible and within the target timescales set by the Head of Employee Relations.
• Provide support and advice to managers who have been assigned roles in the management of employee relations cases and play a proactive role in resolving more complex issues with reference to the Head of Employee Relations as necessary.
• Maintain the overall people management capacity of the Division by ensuring that there are sufficient managers with the necessary skills and experience to perform the management roles in HR policies and procedures and that they are supported by other staff with the responsibility and skills to perform other devolved HR tasks. Examples include business administrators, local employment coordinators and trainers.
• Consider HR metrics alongside other business KPIs in order to establish possible correlations between people management and business performance, and work with the Divisional Director to address issues identified through this analysis.
• Act as trusted adviser to the Divisional Director and work with them to improve the HR capability and capacity of the Division.

SKILLS AND EXPERIENCE REQUIRED

• MCIPS, Master’s degree in HR, and MBA or other relevant advanced degree or equivalent
• Proven experience of managing disciplinary, grievance and absence management and other employee relations case work.
• Relevant, proven experience as a senior HR professional in a commercially driven organisation
• Experience of leading the full range of ER change management programmes including: organisational restructures, TUPE transfers, and redeployment and redundancy exercises.
• Ability to develop and maintain effective working relationships with colleagues and key stakeholders.
• The ability to produce results to demanding deadlines and work on a number of key issues simultaneously.
• Excellent written and verbal communication skills.
• Excellent MS Office skills.
• Understanding of balance sheets and other financial metrics.
• Experience of delivering training courses.