Business Partner - Human Resources and Compliance

Job Purpose
Supporting the HR&C Director and working closely with key leaders across the whole of the Trust, including the Principals of each academy, the HR&C Business Partner plays a key professional role in:
● Further developing and implementing the Trust’s policies relating to HR and key areas of compliance
● Delivering excellent, up to date, advice and service on all matters relating to HR and specified areas of compliance

Working hours: The post holder will work the hours required to meet the demands of the post. This will include working time that is subject to the direct management of the Trust (generally 36 hours per week, Monday to Friday) and also working time that is not directly managed by the Trust but nevertheless necessary for the fulfilment of the professional duties and responsibilities associated with the role. There will be fluctuations with this work, with peak demands during school term time.

Annual Leave: The full-time rate of annual leave entitlement is 25 days per year rising to 30 days per year for employees with 5 or more years of continuous employment with the Trust. In addition, paid time off is provided for bank and public holidays normally observed in England and Wales.

Salary: Starting salary £50,000

Pension: On appointment, the post holder will be enrolled into the Local Government Pension Scheme, subject to its terms and conditions.

Location: Work will be undertaken mainly from the Trust’s head office that is located near Heathrow Airport and provides an excellent working environment with the benefit of free parking. While increasing numbers of meetings are undertaken using the Trust’s preferred virtual meeting platform (Google Meet) there are occasions when it is necessary to travel to be in attendance on site at an academy. This is generally possible either through use of own vehicle or through using public transport (for which expenses are payable based on a mileage rate set by the Trust or fares paid, as appropriate).

Terms and conditions of employment:
The job description should be read in conjunction with the contract of employment that shall set out the key terms and conditions of appointment.

Duties and responsibilities:
Main duties and responsibilities are indicated below. Other duties of an appropriate level and nature may also be required, as directed by the Director of HR&C.

Operational:
To support the Director of HR&C to:

• Ensure the Trust consistently has in place an appropriate suite of HR policies and procedures with reference to statutory requirements and good practice guidelines as may be published by relevant bodies such as Government Departments, ACAS, etc. As appropriate, consulting with relevant parties in the development of new policies and providing training to support implementation.
• Maintain and further develop systems of performance management with a view to all staff understanding the part they play in the success of the organisation, having appropriate objectives to ensure their work is aligned to the requirements of the wider organisation and being held to account for meeting expected standards of performance.
• Manage the implementation and application of the Trust’s pay and reward strategy, providing guidance to principals and other relevant managers with a view to ensuring appropriate consistency of approach and minimising the risk of equal pay claims.
• Provide support and advice for senior staff in relation to casework, linking with external professional advice where necessary.
• Carry out due diligence work and transition support (including TUPE) for new academies joining the network.
•  Build a working relationship with unions to the benefit of all parties.
• Report on HR matters as required in accordance with the Trust’s framework of governance.
• Maintain a file of all Trust policies, advising the Director of HR&C when they are due for review and/or are due to be updated due to changes in legislation/guidance. This will also involve advising each Academy of required updates.
• In the absence of or as delegated by the Director of HR&C, act as a point of contact for complaints made under the Complaints Policy, referring matters to appropriate members of staff when required and providing advice on good practice.
• Work in conjunction with the Trust’s Data Protection Officer (currently Judicium) to ensure compliance with data protection legislation.
• Act as the key point of contact in relation to any Freedom of Information requests received by the Trust (including within academies), providing guidance as appropriate to ensure these are appropriately addressed.
•  Assist in the setting up and maintaining of archive files and historical data.
• Manage the HRIS and act as the Trust’s main point of call.
• Line manage staff as may be assigned from time to time in accordance with the Trust’s organisational requirements. Ensuring they manage their time effectively and perform in line with Trust objectives.
• Establish and maintain good relationships with all Principals, colleagues, suppliers, contractors and other professionals.

General:
• As a key professional within the organisation, support and promote the Trust’s ethos and its objectives, policies and procedures.
• Keep up to date with developments and changes in legislation and guidance, and communicate appropriate information to colleagues as appropriate.
•  Support the Director of HR&C in advising the Board as appropriate.
• Uphold the Trust’s policy in respect of child protection and safeguarding matters.
• Undertake other responsibilities and tasks as may be reasonably directed by the HR&C Director and key senior personnel of the Trust.

Person Specification: Business Partner - HR&C (August 2024)

Assessed at application stage (A) Assessed at interview/task stage (I)

Special Requirements

Due to the nature of this post, appointment will be subject to the submission of an enhanced Disclosure and Barring Service (DBS) certificate prior to taking up appointment.

Furthermore, in the application process, applicants will be asked if they have any convictions, cautions, reprimands or final warnings that are not “protected” as defined by the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (as amended in 2013 by SI 2013 1198). Applicants responding “yes” to this question are expected to submit relevant written details.

Disclosure of a criminal background does not necessarily prevent employment – consideration will be given to a range of relevant factors, including the nature of the offence(s) and when they occurred.

Please note that where an appointee subject to the above requirement is subsequently found to have failed to disclose any required details, this may lead to the offer of appointment being withdrawn or, where the employment has already commenced, to the employment being terminated.