Michael Page Human Resources

Interim HR Business Partner

Edinburgh, Scotland
£34000 - £39000 per annum
01 Oct 2020
29 Oct 2020
JN -092020-1232088
Nicolle Durie
Contract Type
Full Time

Working within the culture, ethos and philosophy of the organisation, responsible for HR Business Partnering and ensuring consistency of approach to HR practice and delivery of effective HR solutions throughout the organisation.

Client Details

Registered charity in Scotland.


Business Partnering

  • Partner managers in creating and sustaining an HR climate which promotes core values, vision and purpose ensuring that creative and appropriate HR interventions are supported and delivered effectively
  • Provide expertise, analysis and coaching in partnering managers across organisation to identify, manage and evaluate workforce issues and trends and deliver HR solutions to support people management
  • Supports managers to implement workforce modernisation including new ways of working, organisational change and new HR models and tools ( e.g. surveys) which enable organisational and cultural change
  • Support the Head of HR in the prioritisation, planning, management and delivery of key HR Initiatives, key projects and change programme facilitating employee involvement and identifying risk to support strategic objectives and plan
  • Take lead role in supporting managers with resourcing strategies and recruitment campaigns which are cost effective and maximise recruitment of talent, particularly in hard to fill areas and specialisms
  • Ensure the provision, presentation and analysis of accurate and timely management information to Directors about workforce activity, producing relevant reports, dashboards, data sets and Key Performance Indicators

Advice and Support

  • Act as a source of professional and proactive expertise to provide advice, information and practical support to Line Managers and staff with sensitive and confidential issues including attendance management, capability, grievance, disciplinary, appraisal, organisational change ,workforce planning and job evaluation in accordance with HR policies and procedures across all sites and teams
  • Undertake complex HR investigations, preparing and writing reports and supporting the chairs on a wide range of meetings, hearings and appeals (e.g. disciplinary, grievance) which could include Employment Tribunals
  • Manage agreed ER cases to resolution including drafting all correspondence relating to the case, providing advice throughout the process, tracking case management and working with the Head of HR to identify and address potential risks taking into account compensation, reputational damage and potential tribunal claims
  • Coaching managers to develop skills and competencies for effective people management necessary for them to fulfil their roles, working with the Head of HR to design, deliver and evaluate relevant HR policies, development programmes, master classes and interventions

HR Policy/Employee Relations

  • Take the lead in horizon scanning, researching, developing, consulting and evaluating the full range of HR policies, procedures and managers guidance to ensure a proactive service which complies with employment law and best practice
  • Provide a single point of expertise on the HR policy and employment law
  • Co-ordinate the wide ER register working with the senior HR team to address issues of non-compliance in relation to HR policy, process, procedure and employment law seeking advice, as required from the Employment lawyers
  • Lead the development of the HR intranet, developing and delivering communications strategies to engage with managers and staff about changes to HR policies and deliver briefings on core and current HR policy issues
  • Commission, research, benchmark and evaluate data and information on ER issues and absence management, identifying and interpreting issues, trends, metrics, KPIs and problems/risks which may have an impact and develop and implement practical solutions to these
  • Oversee the job evaluation process to ensure this is applied fairly and effectively, reviewing issues or resolving concerns arising from job evaluation
  • Manage the training and ensure continuous development of job analysts, evaluators and a quality assurance team


Education, Training & Qualifications

  • Educated to postgraduate degree level or equivalent experience
  • CIPD qualification and membership of CIPD

Skills, Ability & Knowledge

  • Understanding of employee engagement initiatives and approaches
  • High level presentation, communication and inter-personal skills (written and oral)
  • Proven track record in effective recruitment and selection
  • Current working knowledge of employment law and HR Management underpinned by legislative requirements and theory
  • Vision and understanding of expanding scope of the fields of HR
  • IT literate with good record of applying IT systems to achieve objectives
  • Commitment to continuing professional development of self and others


  • Experience of managing an HR service and team, preferably in a multi-site, multi-disciplinary organisation with an ability to collaborate with others and develop strong and effective working relationships
  • Experience of leading change management programmes
  • Breadth and depth of HR experience with experience of HR partnering
  • Experience in training and coaching managers in HR matters
  • Experience of case management and undertaking investigations
  • Experience in policy development and implementation
  • Experience in a public/health/voluntary sector organisation

Job Offer

  • Willingness to travel between sites in Scotland
  • Full driving licence required

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