HR Business Partner
Newly created HRBP position Hybrid working available ( Leeds base ) Fantastic opportunity
My client is growing & they need to add a high performing HRBP to the team . As an organisation they are professional, friendly & welcoming & the role itself offers huge scope for a CIPD qualified ( L7/MCIPD ) Business Partner. You will be someone who relishes a challenge & can turn their hand from operational HR to leading on exciting projects that will really make a difference to the organisation. Experience from a Unionised environment would be advantageous.
Purpose of the Role
To be responsible for the provision of a highly competent and exemplary professional human resources advice and guidance service, managing the HR operations provision to a dedicated group of Professional Service Departments, ensuring outcomes are aligned to the overall People Plan.
Main Duties & Responsibilities
1. To contribute to the people management provision within Professional Services departments by working in close partnership with senior managers to help develop and support the delivery of key performance indicators aligned to the People Plan.
2. To develop strong relationships with senior managers within their area of responsibility through, providing advice and guidance on workforce planning, identifying options to support strategic workforce solutions which meet future organisational needs and operating priorities.
3. To be accountable for delivery of HR outcomes, working in partnership to develop, build and maintain professional relationships, acting as an effective coach, guide and mentor to managers in the application of HR policies and practices enabling them to deal effectively with people management issues to drive business performance overall to the benefit of the student experience.
4. To manage the HR Business Advisors by providing appropriate line management advice, guidance, coaching and support to ensure the effective delivery of a range of professional operational HR services that meet stakeholder expectations and strategic HR and organisational priorities; evaluating and adapting the service to maintain standards and achieve continuous service improvement.
5. To work to and role model a 'continuous improvement' approach, using meaningful people MI, ensuring HR solutions add value, are in line with the university's vision and values and which drive sustainable performance across the business.
6. Acting as the HR lead in relation to organisational change ensuring that all aspects of the change process from consultation through to implementation are managed appropriately, including in accordance with policy and guidance and legal requirements.
7. To adopt and embed a coaching style approach across the HR operations team, aimed at developing and enabling managers to meet the university's expectations of them in the delivery of their leadership and line management responsibilities.
8. To support and advise managers on the full range of complex employment issues, advising on risks, benefits and options to achieve organisational outcomes and influence decision making where appropriate.
9. To work with others to identify and support the development of training solutions to increase the skills and capability of line managers.
10. To engage with professional networks and focus on external developments both inside and outside of the sector, to drive innovative service delivery solutions across the HR team.
11. To continually seek and act on feedback to learn and develop as a professional, taking responsibility for own CPD, engaging in self-directed personal professional development, maintaining up to date knowledge of employment law and HR best practice, working closely with HR colleagues and managers to share and develop effective behaviours and skills.
12. To provide accurate, effective, and pragmatic advice and guidance to managers on the management of informal and formal employee relations casework and issues, escalating issues to the Head of HR and obtaining legal advice from Legal Services as appropriate.
13. To support managers in their workforce planning to achieve best outcomes through effective organisational design and to ensure delivery of a robust and effective recruitment service which aligns with and supports the overall objectives of the People Plan.
14. To work collaboratively with others to understand and ensure the wellbeing support offer to staff helps drive engagement, attraction and retention, and is aligned to the key objectives of the People Plan.
15. To pro-actively contribute to the implementation of legislative changes and associated amendments and enhancements to policies, procedures and guidance, as and when developments occur, including overall responsibility for adherence to UKVI requirements within their own services.