HR Business Partner
2 days left
- Full Time
HR Business Partner
£45,850 - £51,260 p.a
The Royal College of Art is an internationally renowned postgraduate art and design university. With around 2,300 students and more than 450 permanent staff across our four Schools of Architecture, Arts & Humanities, Communication and Design, the College has produced generations of eminent graduates of world-wide influence. The RCA has been ranked by the highly regarded QS survey, as the number 1 art and design university in the world for the five consecutive years in which the survey has been conducted. The College’s strategy articulates a bold vision to marry creative arts and design with science, technology, engineering and medicine. Currently based across three sites, the College is investing significantly in the physical estate with the development of a brand-new building in Battersea and plans for major refurbishment of the iconic Darwin Building in Kensington. We are modernising our MA programmes and introducing new academic disciplines, Over the next five years, the College plans to invest a significant sum in vital new systems and infrastructures.
This is an exciting time to join the College and the HR team. We are seeking an HR Business Partner to work collaboratively with senior managers across a portfolio of schools and departments to deliver current and future business needs that align with the College’s strategic aims; anticipating people implications of forthcoming change; steering the development and delivery of strategic workforce plans and contributing expertise in complex cases across the full range of HR interventions.
To be successful in this role, you will be qualified to degree level and a Chartered member of the CIPD with experience working as an HR Business Partner in a higher education environment (or similar). With a track record of being a successful HR Generalist, you will have a sound knowledge of key issues in HR management, experience of operating in a unionised environment and excellent working knowledge of employment law. It would be advantageous to have an area of expertise, such as equalities, absence management, performance management or internationalisation initiatives, as well as previous proactive involvement in workforce planning.