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KEY RESPONSIBILITIES: · Build strong and effective relationships with business leaders to raise creditability and develop a deep knowledge and understanding of key business priorities, issues and challenges to deliver and add value as a commercially focused HRBP service · Develop knowledge and understanding of respective business areas and associated strategies, people priorities, issues and challenges to inform and contribute to the development and alignment of the overall people agenda · Execute the HR strategy and plan to actively drive the people agenda through the business areas ensuring people management practices are effective and compliant · Utilise HR data to develop strategies to reduce risks, influence costs efficacy and to address people related priorities, issues and challenges · Appropriate deployment and contribution to the development of policies, processes and procedures to best meet the needs of the business · Support recruitment efforts and drive consistency of approach in attracting, managing and developing talent to support current and future organisational needs. · Successfully manage annual processes for respective business areas (e.g. salary review, annual bonus application, PMP rating, headcount and people cost budgeting etc.) to ensure consistent, effective and compliant application · Provide advice on all HR matters, including policies and procedures, compensation and benefits, and talent practices (with referral to respective functional experts as appropriate) to ensure management of people resources is cost efficient, effective and compliant with best practice/legislation/regulatory standards · Effectively collaborate with the Reward and Talent functional experts to ensure business aligned solutions to all people initiatives · Coach, educate and support business leaders on ER issues and projects ensuring that practical, flexible and commercial solutions are determined · Proactively identify and communicate potential people issues and opportunities and influence the business to recognise and take appropriate action · Manage and drive ‘people’ activity in business related change projects i.e. acquisitions, restructures, etc. to identify and ensure any people issues are appropriately considered by the business in both design and implementation · Deliver and support the employee engagement agenda · Developing depth and breadth of Management Capability to build leadership talent for the future through coaching and influencing managers and constructively challenging misaligned behaviours as required · Mentor and coach less experienced members of the team · Embody and amplify the company values in all aspects of day to day activity ensuring that all interactions and engagements are carried out with the highest ethical and professional standards and that all work is accomplished with quality and in accordance with its values · Carry out other reasonable tasks as required by line management Skills & Experience · CIPD qualified with significant experience working in a generalist HR role at Advisor to Business Partner level essential · In-depth current knowledge of employment legislation · Track record of successfully understanding and interpreting customer needs with respect to relevant HR discipline and delivering relevant high-quality services to internal customer satisfaction · Proven experience in managing employee relations and case management · Excellent coaching and relationship building skills · Experience of Resourcing at all levels · Solutions orientation balanced with delivery focus
Desirable Competencies ·Attitude embracing company vision and values. ·Analytical thinking and problem solving. ·Team player. Ability to teach and train others. ·Occasional travel, sometimes outside of the UK Education / Qualifications A professional HR qualification eg HRM degree – qualified Member of CIPD to chartered level (level 7). Desirable: HSE qualification and/or at least 5 years experience in managing HSE
Role Accountabilities/Outcomes : Your accountabilities will be aligned to the four strategic goals of the organisation: Organisational Excellence Recruitment and onboarding processes are optimised to deliver an exceptional candidate experience and enable internal efficiency and meet the needs of internal customer -Likely to include introducing an Applicant Tracking System Recruitment requirements are met in a timely and proactive manner using a range of online and offline channels as necessary -Social Media channels and job boards are proactively managed and optimised Recruitment management information is readily available, easy to compile and used to drive further improvements Ensure hiring managers are skilled to recruit Ensure all regulatory requirements are met (e.g. General Data Protection Regulations; Employment Legislation etc) Provider of Choice You attract the best quality people for the roles required to enable us to meet ongoing obligations. You meet recruitment needs in a timely manner to minimise the impact on the organisation and its service users. Work with Training to ensure that employees are inducted seamlessly into the company, receiving a consistent end to end recruitment and onboarding experience. Employer of Choice The recruitment and onboarding experience is highly regarded internally as well as externally All candidates are assessed for organisational (values/behaviours) fit. Employees are aware what they can expect from the organisation and what we expect from them from the first contact to the end of Induction Financial Stability Deliver recruitment and onboarding in as cost-effective manner as possible. Optimally manage recruitment advertising and social media spend
CONTACTS Internal – Employees, managers and business leaders plus non-executive directors External – Recruitment agencies, Payroll provider, HRIS provider, Benefits providers (childcare, pensions broker, benefits, company car provider), training providers, other external networks as appropriate
Our client require someone to provide efficient day to day support for the HR Lead, ensuring service users are provided with key information on HR processes and procedure in compliance with statutory obligations and best practice. To assist in the processing of all employee data by utilising the Human Resources Information Systems. Plus competitive benefits – Company Contribution up to 7% for Pension Schemes Company Sick Pay Scheme Hours – 39 per week Monday to Friday 25 days annual leave plus statutory bank holidays Free Car Parking Life Assurance
Main Duties 1.Develop strong relationships with senior leaders and HR colleagues to build insight into existing levels of capability within their college/function against future requirements, to identify gaps and risks to the University’s strategic plan.
2.Work with senior stakeholders to identify needs for the College/function. Be accountable for the agreement and development of a local strategic HR implementation plan, which will be delivered on time and to the required level and will enable The University to deliver its ambitious business plan.
3.Accountable for delivery of HR outcomes, working in partnership with senior leaders and HR colleagues to develop and utilise a systematic approach to identifying issues and developing innovative solutions.
4.Role model a continuous improvement approach, using meaningful people MI, to ensure HR solutions add value, are in line with the university’s vision and drive sustainable performance for the organisation and customers.
5.Lead the provision of innovative and aspirational HR approaches to maximise exceptional current and future performance capability throughout the college to drive the University’s 2020 vision.
6.Use a coaching style of leadership to enable line managers to take accountability for delivery of HR outcomes within their college/function.
7.Design, deliver and evaluate training and facilitation solutions to increase the skills and capability of line managers and other stakeholders that deliver quality outcomes in line with the university’s vision.
8.Be outward looking and future focussed, horizon scanning and using professional networks to benchmark and research trends and innovative approaches that will enable the university’s 2020 vision.
9.Deliver successful outcomes through people, supporting, developing and challenging teams to succeed. Accountable for providing clarity and direction, creating a culture that motivates others to be innovative and outcome focussed and to perform effectively to maximise the growth of the organisation.
10.Responsible for working collaboratively with colleagues across HR to develop shared insights, priorities and activities as part of the organisational plan and strategy.
11.Continually seek and act on feedback to learn and develop as a professional, taking responsibility for own CPD. As a high performing Department, HR is constantly improving and all HR professionals are expected to engage in alternative roles in other areas of HR or the wider University, for personal and professional growth or where it may be operationally required.
12.Coach and develop managers to have clear and straightforward conversations with people about their strengths, limitations, development needs and career aspirations, leading to the formulation of personal development plans which drive performance and deliver high quality research outcomes.
Responsible to the Principal Human Resources Advisor the successful candidate will provide efficient, proactive transactional services in the areas of payroll, recruitment, learning and development and general HR administration.
In return for your skills, attributes & knowledge you will be joining a values based customer focused organisation which prides itself on employee engagement, an excellent employment package, flexitime with an innovative community based organisation. To apply for the role and full JD please send your CV to Mera Mann now.
Our client is looking for an experienced HR Advisor to provide specialist advice with a particular area of HR focus and that is tailored for an individual’s business needs.
Our client requires an experienced HR Business Partner to support their business as part of a team of six HRBPs across the organisation. This role will be based in Cardiff but the successful candidate will need flexibility around occasional travel to support other business areas when needed. This role also differs slightly to the other HRBP roles in that the majority of the customers and stakeholders are based at one site so there is not the same amount of travel required as with the other roles. This HRBP will have three direct reports and must have the ability to build strong working relationships and work closely with the remainder of the team. This will be critical to the overall success of this role.
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