We have an exciting 12 month FTC HR Business Partner position available on a retained basis with HR Heads, within a non-profit organisation.
- 8th June 2022
- Contract or Temp
or call our Hampshire office 01962 432001
The HR Business Partner will be able to work remotely, however, there will be UK travel when required.
The salary offered is £45,000.
The business’ People Strategy is aimed to support the organisational strategy and have a 10-year plan focusing on both pre-redesign and post redesign across four key areas:
- Reward and recognition
- Skills and capability
- Leadership and culture
- Policies, processes and systems
The purpose of the HR Business Partner role is:
The HR Business Partner will support the Head of Organisational Development – and the wider People Development Team in working across all directorates to deliver an effective HR service and Learning offering that aligns with the company’s People Strategy priority areas, the wider organisational strategy and the business culture and values.
Working collaboratively alongside key stakeholders overseeing and managing change, the HR Business Partner will play a pivotal role in ensuring the successful delivery of changes and learning requirements as a result of redesign transformation and change, aligning business priorities across each directorate and across of the transformation workstreams. Ensuring a quality end-to-end OD experience focused on informing and empowering our leaders to develop effective and high performing teams.
The HR Business Partner will undertake an effective review of any planned changes to ensure delivery is in line with best practice, policy and employment law. They will support all change initiatives and work with scale and complexity, partnering with stakeholders to drive change, deliver results and embed new approaches that are inclusive, forward thinking and reflective of our culture and values. This assimilates throughout the entire HR life-cycle, taking the strategic objectives and applying these practices from workforce planning, through recruitment, induction, training and development, performance management, engagement and employee relations.
The HR Business Partner will act as an enabler that will coach, mentor, train and support the organisation’s managers and leaders, challenging and influencing decisions effectively to ensure change complements our ambitions as a charity to develop and nurture capabilities and skills and that the company’s leaders are able to implement effective talent management and practical Performance Management initiatives, ensuring that we maintain an adequate and high performing workforce through redesign and for the future.
- Support the delivery of our people strategy and strategic objectives in relation to change and transformational activity through expert advice and guidance, decisive leadership, engagement, policy and best practice
- Positively challenge managers to consider cross-functional people impacts in all aspects of operational and change activity, cultural and change management and other aspects of people management
- Proactively think ahead and be aware of potential operational issues, trends and challenges that will impact people, then partner, consult and influence decisions to bring about positive outcomes or plan for effective intervention
- Drive collaboration across all transformation workstreams, as well as people managers and HR People partners to identify HR and learning needs as a result of redesign and transformation
- Act as a ‘change champion’ to assist in designing and implementing organisational change to enable performance delivery, in line with the business culture and values
- Support an effective review and develop HR processes, policies, systems and guidance materials to establish a ‘fit for purpose’ HR shared services/self-service model
- Empower and develop managers by acting as a coach and trusted advisor for all HR matters related to redesign
- Work in collaboration with project managers and key stakeholders to ensure cross-functional working, aligning objectives, timeframes and dependencies accordingly
- Analyse and apply HRIM data to inform forward planning and offer practical solutions to people management challenges, developing a culture of making data driven decisions
- In collaboration with the Learning & Development Partners, create and deliver a more robust and devolved approach to learning and development interventions across the business through the ‘Four Quadrant’ L&D strategy – Continuous Professional Development (CPD), Mandatory/Statutory Training, Soft Skills and L&D driven by redesign
- Use data trends, and analysis to inform on any necessary changes to HR policies and procedures as a result of external changes to legislation and/or governance
- Develop, coach and mentor the wider HR team, applying advice and guidance in matters relation to people changes as a result of change
Qualifications, experience and skills:
- Member of the Chartered Institute of Personnel and Development qualified at Level 5 or above, or with relevant vocational experience
- Extensive experience working in an HR change role/capacity
- Experience conducting people change programmes
- Demonstrable coaching and mentoring skills
- Leadership, management and change management experience
- Job evaluation and salary data analysis
- Using data trends, and analysis to inform on and apply any changes to HR policies and procedures as a result of external changes to legislation and/or governance
- Current, extensive knowledge of key HR processes and practices
- Knowledge of applying change methodology to organisations going through change and transformation
- Experience leading or driving change initiatives
- Current, extensive knowledge of employment law and best practice
- Ability to demonstrate a good working knowledge of Microsoft Word, Excel, Outlook and HRIM systems
- Knowledge of best practice principles to support and drive change
- Excellent interpersonal, written and verbal communication skills
- Good organisational and time management skills
- Excellent influencing and negotiating skills, and able to challenge effectively
- Strong networking skills – internally and externally
- Ability to build positive relationships at all levels
- Ability to work on own initiative and prioritise workload
- Ability to think laterally and strategically, and apply commercially minded solutions in a non-for-profit setting
- Ability to apply and share knowledge effectively
- Tactful and diplomatic
- Attention to detail
- Organised and professional
- Commitment to confidentiality
- Ability to travel to various locations across the UK
The successful candidate will be confident and friendly and have a resourceful, flexible and proactive approach. You will have the ability to work collaboratively with a team and across teams and be a champion of equality and diversity.