HR Business Partner
The successful HR Business Partner acts as an employee champion and change agent, assessing the people impacts of the client area's goals, anticipating HR-related needs.
A world renowned leading university based in Central London.
Collaborate with the various HR service teams to ensure the implementation of an effective and aligned HR Service delivery, being the main contact for all people issues concerns in their business area.
Support the delivery of the annual and transactional HR processes linked to the employee life cycle, including Performance Management, Reward and Talent Management.
Contribute to the design and delivery of key HR projects and interventions aligned to performance improvement or business change outcomes.
Undertake ad hoc project work to support the Faculties and Departments to achieve change initiatives.
Work with managers to help them understand the organsations leadership framework and how it impacts all people processes. Coach and support Managers on how to implement the framework in their team.
In partnership with the OD function, build the capability of managers and supervisors through coaching and appropriate interventions to assist them to maximise potential and consistently raise the bar on performance. Coach Managers on the development of Personal Development Plans
At the earliest opportunity, work with managers to understand resource requirements, and to develop plans to meet those requirements, working up to 12 months ahead.
Use organisational understanding to advise on appropriate departmental & faculty design and help drive the implementation plans to change organisation structures.
Coach people managers in the creation of effective and realistic development plans to ensure effective talent pools are in place. Support and facilitate talent reviews with line managers
Promote fairness and diversity as part of the culture of the organisation. Deliver coaching to managers when required to meet these needs.
Advise on reward and remuneration issues, including secondments, promotions, etc. and ensure that due process is followed. Involve Pay and Reward teams where appropriate.
Provide advice and counsel to managers and employees on all informal performance related issues, performance improvement, and terminations. Coach line managers to be confident and effective with lower level disciplinary and capability issues.
Recognised generalist HR professional certification (CIPD or equivalent) or demonstrable equivalent skills and experience
Postgraduate qualification in a relevant area (HR, business admin, change management, coaching, Organisation Development)
Professional accreditation: coaching, organisation psychology, psycho-metrics, project management, or change management
Knowledge / skills
Demonstrable understanding of how people experience change and development
Evidenced ability to manage competing demands, delivering value-added improvements whilst maintaining service standards
Comfort with providing support and challenge to senior leaders through the provision of evidence-based insights
Ability to facilitate groups at all levels to work collaboratively, solve problems and seize opportunities
Confidence and skill to identify an issue and address end-to-end - developing proposal from initial concept, building a case, delivering and evaluating
Progressive responsibility for people activity in a complex, highly ambiguous, matrixed organisation
Experience of working across a range of industries and ideally with some focus on improving human health or making a social contribution.
Experience of managing complex people issues, ideally in a unionised environment
Experience of working in a specialist area of HR - OD, L&D, Reward, Policy, ER,
£55,000 - £60,000 plus a fantastic package