Key Skills

• Good knowledge of UK legislative frameworks and associated people policies/terms
• Able to deliver change and performance through people
• Well-developed influencing skills, able to build productive relationships with stakeholders at all levels including Trade Unions, with a style that is self-assured, confident and fair
• High levels of enthusiasm, energy and resilience combined with a pragmatic approach and the ability to move flexibly at pace when required
• Excellent analysis & presentation skills
• Ability to collaborate as part of a team to create business change

Experience

• Experience of operating and delivering change in a highly unionised environment
• Experience of business partnering with a track record of excellent stakeholder management, successfully achieving target measures
• Experience of generalist HR delivery in a unionised matrix business
• A proven track record of leadership, leading and motivating a competent talent base so ensuring continuing growth and success

Qualifications

• Degree qualified or equivalent

CIPD qualified desirable

CVS in the first instance direct to MERA MANN

Confident in your abilities and impressive in person you will represent Recruitment at Area Manager Meetings and interface on recruitment and hiring whilst building rapport with Senior Manager and Directors.  You will provide regular recruitment updates and deliver your statistics with honesty and confidence. You will be aware of the regulatory focus on ‘safer’ recruitment and apply this to your role.

A background in the care or health sector is desirable and a full JD is to follow.

·Ability to understand your designated business area and build strong working relationships in a short space of time.

·Ability to manage the expectations of a diverse client base.  

·Experience of working with the business areas on the development of organisational changes.  

·Resilience.

·Ideally to have experience of working in a regulated industry.

·Team player who is used to working remotely.

·Experience of complex cases with the ability to guide managers through the process.   Quickly ascertaining competence levels before providing guidance to managers offering appropriate levels of support.

·Flexible approach as need to be out and about in the business.

·Providing guidance to managers on pay and reward matters/issues.

·Experience of working in a Unionised environment – we recognise Unison, GMB and Unite.  

·Ability to understand your designated business area and build strong working relationships in a short space of time.

·Ability to manage the expectations of a diverse client base.  

·Experience of working with the business areas on the development of organisational changes.  

·Resilience.

·Ideally to have experience of working in a regulated industry.

·Team player who is used to working remotely.

·Experience of complex cases with the ability to guide managers through the process.   Quickly ascertaining competence levels before providing guidance to managers offering appropriate levels of support.

·Flexible approach as need to be out and about in the business.

·Providing guidance to managers on pay and reward matters/issues.

·Experience of working in a Unionised environment – we recognise Unison, GMB and Unite.  

Main Activities:

·To implement initiatives, conduct research, gather information and make recommendations to increase employee engagement, improve retention and address areas of under-representation within the workforce.

·Develop targeted positive action recruitment campaigns for staff and transferees in line with the priorities set out in the People Plan

·To organise, co-ordinate and ensure all pre-employment and induction processes are undertaken efficiently and in accordance with Legal requirements and Procedures.

·Co-ordinate all secondments, redeployments and restricted duties data ensuring that all records are up to date and HR business partners have all necessary data.

·To monitor the operation of HR policies and procedures and processes to support policy reviews and ensure fair and consistent application.

·To analyse information relating to workforce composition and prepare succession planning, employment monitoring and other management reports.

·To provide general advice, guidance and support on terms and conditions, management of attendance in accordance with legislation, policies and procedures.

·To undertake job evaluation and provide grading advice across the Force, ensuring consistency, equity and integrity of the scheme.

·To assist and work with HR business partners in delivering their portfolios, undertaking specific research and development of policies and practices.

·To assist in the development of HR systems to improve effectiveness and case load activity

·To deliver a customer-focussed service.

·To promote and adhere to the organisations Strategic Equality Plan to support the development of a diverse workforce.

·To fully participate in the performance appraisal process.

Must be an Associate member of the Chartered Institute of Personnel and Development and have Level 7 Advanced Diploma or equivalent qualification in Human Resources or work to obtain the qualification within an agreed timescale.

Must have experience in the administration of high volume recruitment and selection processes.

Must be IT literate and have a good working practical knowledge of Microsoft Office packages including Word and Excel.

Health, Safety and Well-being Advisor

12 m Fixed Term Maternity Cover (37 hours per week)

January 2020 start

Salary:  £34,800 – £39,150 pa

Accountable to Assistant HR Director    

General Responsibilities

As a key member of the Senior Management Team, you will contribute to achievement of the Strategic Vision, Principles, Objectives and Aims of the organisation.

Take the lead where appropriate, on large projects such as office moves or IT upgrades.

Working closely with the Finance Team, take responsibility for setting budgets for your area of work and monitoring expenditure.

Provide Quarterly KPIs information required by Information and Marketing Coordinator, for your area of work

Participate in the management Tier 3 back up on call rota.

Demonstrate and promote the organisation’s ethos of informed choice, and its vision and values.

Proactively work within organisation’s policies, including anti-discriminatory practice and equality of opportunity.

To manage staff in an inclusive, engaging and empowering manner.To represent the organisation at external meetings, public events, conferences and similar ensuring that organisation’s reputation is protected and enhanced.

To actively work in partnership with other agencies and organisations to achieve better outcomes for clients

Example areas of responsibility:

-HR Business partners & HR service delivery

-Compensation & benefits/incentives

-Company awards schemes

-Culture championing

-Stakeholder engagement – employees and flexible labour, as well as client engagement

-People development, talent management & succession planning

-Health & safety

-Audit & Compliance (people related)

-Legal (people related)

-Change management and internal communication

-Client advisor on flexible workforces

-TUPE/Industrial relations

-Flexible worker management and benefits

-Outsource payroll management

-Advisor/coach/management mentor to senior leadership team

-Project leadership/participation

-Facilities & working environment

Benefits

Salary circa £75k to £85k plus car or car allowance (Circa £8k or company car)

Profit incentive scheme (bonus) dependent on business performance up to 30% of salary

Pension contribution up to 5%

Private medical (family cover) & life insurance (4x)

Entrance to EMI scheme (on completion of 6 month probation)

Notice period 6 months on completion of probation

Holidays 25 days

A proven HR leader, you will need to be confident and resilient and prepared to take the lead and drive the HR agenda whilst complimenting the needs of the organisation.

You will have significant experience in strong stakeholder management as well as:

•Demonstrable success as a HR Business Partner

•Excellent people management and staff engagement experience

•Strong generalist HR experience.  

•Ability to collaborate effectively with colleagues to support the development of the HR agenda.

Confident, assertive and resilient, you will establish positive and long-standing stakeholder relationships and your ongoing responsibilities will include:

• Using a coaching style of leadership and a continuous improvement approach to ensure HR solutions add value in line with the corporate vision to maximise performance.
• Supporting Mangers to operate and perform to their maximum capability.
• Designing, delivering and evaluating training and facilitation solutions to increase the skills and capability of line managers.
• Possessing the ability to enable teams to work together across functions to deliver successful outcomes, and in creating environments that demonstrate equality, foster trust, respect and challenge

Main Responsibilities:

• First point of contact for HR queries
• Work closely with HR colleagues across the business to monitor, review and update all policies in line with current legislation and best practice
• Provide an advisory service to employees ensuring that they are fully aware of their rights and entitlements
• Manage staff relationships, promptly respond to queries and manage expectations
• Ensure Human Resources matters are handled fairly and consistently in line with legal and company requirements
• Support the HR Manager with grievance, disciplinary and capability investigations and hearings
• Support and develop recruitment campaigns
• Help to drive organisational performance by driving core business objectives
• Work in partnership with line managers on performance management, employee relations, resourcing and staff management/development.
• Recruitment, assisting with interviewing and selecting employees to fill vacant positions.
• Assisting with local implementation of other HR related programmes for example internal and external audits
• Analysing salary and benefits data to determine competitive compensation plans.
• Representing the organisation at personnel-related hearings and investigations.
• Preparing reports and metrics and recommending procedures to reduce absenteeism and turnover.
• Maintaining HR system to meet management information needs.
• Maintaining appropriate records of personnel transactions such as hires, promotions, transfers, reviews, and terminations, and providing statistics for reporting purposes.

Alternatively, there could also be a developmental opportunity for the right person currently operating at an HR Advisor level to grow and transition into the role of HRBP with hard work and determination.  The minimum qualification of CIPD Level 5 is desired.