Strategic Business Partner

HR Heads is delighted to be retained to recruit two Strategic Business Partners within a not for profit organisation based across the South.

Job Details

9th May 2022
£68-70,000 + benefits
Permanent / Full Time

This role is managed by:
Rosie Jenkins

or call our Hampshire office 01962 432001

With offices in Hampshire, Wiltshire and Somerset, the business prides itself on its focus on sustainability, transformation and growth.

These positions are offering a salary of £68-£70,000 plus benefits and a hybrid working scheme.
Role purpose:
A key member of the senior team, the Strategic Business Partner is responsible and accountable for developing and directing the People Plan to support and drive business goals. The role will be a champion for business transformation, increasing organisational effectiveness, and creating a positive and inclusive environment with opportunities for colleagues to learn and develop.

It will act as a bridge between the wider people team and customers, ensuring people strategies are aligned to business goals, support culture, employee engagement, and high performance.
Key accountabilities:  

  • Developing truly solutions-focused people initiatives aligned to business goals
  • Bridge the gap between the activities undertaken across all areas of the team ensuring approaches, policies, procedures and governance aligns and delivers corporate frameworks which can be adapted to suit individual business area needs
  • Champion Restorative approaches, embed accountability and move away from more traditional people methods to improve the employee experience throughout the employee lifecycle
  • Ensure customer needs and outcomes are met which may involve working in new and innovative ways.
  • Share information with the wider team freely to ensure all activities are insight-led.
  • Embed the business’ way of working as a recognised values and behaviours framework which will underpin all of our interactions with colleagues, from onboarding and induction, leadership learning, personal and professional development and colleague accountability.
  • Support the business to create an engaging, high-performance culture that drives the business forward.
  • Deliver large scale organisational change projects (i.e. restructure, redundancies, mergers and transfers)
  • Deliver digital solutions that are based on insight and supported by data, focusing resources on the right things at the right time and that deliver the most impact to the business.
  • Lead on resource and succession planning, within the business area – working closely with the Talent Management team to ensure corporate approaches are adopted.
  • Identifying appropriate digital people solutions, i.e. business-driven colleague benefits and offer options aligned to business needs.
  • Responsible for all high level/high risk employment issues and negotiations (dismissals, early conciliation, COT3’s, Settlement Agreements and Employment Tribunal case management)
  • Employment Law expert for all Employee Relations and people issues within the directorate.
  • Work with the wider team and business area customers to design and deliver initiatives that improve the employee experience and promote fairness and consistency.
  • Partner with internal stakeholders to implement approaches that increase leader capability to maintain fairness and consistency for all colleagues using Restorative Principles.
  • Shadow employees ‘on the ground’ see how things work, and processes followed to uncover key strengths and pain points.
  • Supports an agile environment where change is the norm, ensuring enhanced colleague engagement

Experience and qualifications:  

  • CIPD Level 7 (or equivalent)
  • Experience working as a Mediator
  • Proven skill in negotiation and conciliation, settlement agreements and employment tribunal case management
  • Significant experience of working collaboratively and influencing senior stakeholders
  • Significant previous experience in project management; stakeholder management; change management, and investigations.
  • Proven experience of setting and implementing strategy
  • Ability to use employee data and insights to inform employee relations strategies and plans
  • Proven experience in working collaboratively with businesses to ensure resources are working towards business goals.