Areas of Accountability

The HR Business Partner will be responsible for the operational delivery of the following:

• Understand the business area, the stakeholders, and their challenges and work collaboratively with managers and other members of the HR Team do deliver an effective high quality service.

• Advice and guidance on HR matters

• Coaching, mentoring and advising line managers/ staff where appropriate to support them in their role and to enable understanding and implementation of policies and procedures

• Developing and maintaining HR information on Simply Personnel and provide training to others where necessary

• Providing Management Team and Board with clear and accurate measures on HR performance, providing advice and guidance on how to continuously improve how we deliver our services

• Working with key stakeholders, ensure ‘fit for purpose’ systems , structures, skills, and behaviors are in place and that these support existing organisation plans and are flexible enough to support longer term ambitions

• Designing, developing, implementing and reviewing appropriate policies, procedures, ensuring they are legally compliant and are flexible to meet future business needs

• Leading on and implementing disciplinary and grievance procedures, managing the process and carrying out investigations/note taking if required

• Working in partnership with key stakeholders, ensure new employees have an effective induction to the business and that any development needs are addressed in a timely manner.

• In partnership with key stakeholders support the development, implementation and evaluation of performance management / talent management/succession planning/ reward processes

• Manage L&D function within area of accountability

• Working closely with Line Managers ensure effective management of complex sickness absence, to including supporting and coaching line managers, occupational health referrals and follow ups, and managing all other support services as necessary

• Oversee and manage the recruitment of staff in business area to include supporting managers in developing job descriptions and person specifications, preparing job adverts, short listing, designing assessment centers, interviewing and selecting candidates

• Assist in the setting and monitoring of budgets in areas of operational responsibility

• Line manage HR Advisor to support effective delivery of HR support to business Area while enabling and encouraging their own CPD

Systems Thinking / Continuous Improvement / Restorative Practice

• Support the management team in creating and supporting an open, innovative and collaborative culture

• Promote the Vanguard method of continuous improvement

• Encourage creativity and fresh ideas for current and future service delivery

• Ensure good HR controls are in place whilst also facilitating the delegation of authority and decision making to support lean systems working

• Gain a good understanding of restorative approaches, use them in relevant situations, and encourage/support others to do the same

• Ensure that policies, procedures, and practices are designed to reflect Systems Thinking, Restorative Practice, and continuous improvement.

Manage

• Manage own workload and that of the HR Advisor in the area of responsibility

• Hold regular one to ones and support the HR Advisor in their own professional development by creating a supportive and collaborative working environment

• Manage any performance issues in a timely and supportive manner

Key Responsibilities

Resourcing and Talent Planning

·Liaise with managers regarding workforce planning and advise accordingly.

·Advise and Manage ongoing recruitment and selection process.

·Ensure recruitment policies and processes are regularly reviewed.

·Liaise with external recruitment agencies and negotiate rates.

·Ability testing and personality profiling where applicable.

·Coordinate induction process.

Performance and Reward

·Oversight of payroll and benefits for the Directors and Senior Management team.

·Advise and implement reward policy.

·Oversee pension scheme and retirement process.

·Co-ordinate Christmas gifts.

·Advise managers on managing performance and capability.  Responsible for driving engagement

·Manage the appraisal process including disciplinaries.

Organisation Development

·Working with managers to implement and execute structural design.

·Support with the design and implementation of change programmes.

·Communicate the vision for change to managers and employees.

Learning and Talent Development

·Identify training needs.

·Coordinate and deliver suitable training solutions.

·Liaising with external training providers.

·Advise and coach managers on developing personal development plans.

·Co-ordinate probationary reviews.

Employee Engagement

·Identify opportunities to improve employee engagement.

·Train and coach managers to engage teams.

Employee Relations

·Manage the disciplinary and grievance process and lead on resolving cases.

·Maintain knowledge of relevant agreements and employment law and apply in decision making.

Service Delivery and Information

·Deliver management information.

·Legal year end returns.

·Maintain HR information systems and reporting.

·Maintain employee files and data.

Reporting to the Head of HR and based in Cardiff you will:

• Provide routine advice & guidance to managers, employees on general HR policy, procedures and conditions of employment
• Prepare Management Information, statistics and analysis for Board reports, monthly leadership team meetings, business reviews, employee forum/regional people meetings.
• Support the Academy in the coordination of development programmes including Front Line Leader, booking venues where required and organising attendance.
• Develop and manage the onboarding process for all new starters liaising with the recruitment, HR Services, occupational health and Academy teams to improve the service for new starters including provision of IT equipment and PPE.
• Design, create and implement appropriate onboarding programmes for all new starters (in conjunction with line managers, planners and associated staff), to cover the period to end of employee’s probation period.
• Coordinate leavers’ exit process, ensuring equipment is collected and returned; MyHR, payroll and IT are informed and associated accounts are closed. Ensure exit interviews are completed and reviewed,
• Support line managers in absence management processes including provision of guidance in completing occupational health reviews, attendance at absence review meetings, and oversight of return to work interview compliance.
• Ensure completion of monthly sickness return and liaise with payroll to ensure appropriate payments made. Act as key contact for the DayOne Service where relevant.
• Support where required in the organisation routine occupational health referrals and medicals including ENGs to ensure organisational compliance.
• Design and maintain the HR content of any regional communication including features on the Employee App and Pulse.
• Oversee the PDR and Talking You processes, providing guidance and support where required. Prepare relevant reports to provide updates at mid and end year reviews.
• Act as a ‘super user’ on MyHR system ensuring organisation charts are kept up to date, query and resolve any compliance / data integrity issues, produce reports, monitor workflows and proxy for Head of HR as required.
• In conjunction with HR Business Analyst, contribute to the continuous improvement of MyHR System reporting and practice.
• Support the Regional Head of HR in the delivery of projects, as required including business development, restructures and TUPE transfers.

Main Purpose of Post

1.Accountable for developing innovative ways to identify, attract and recruit talented, specialist people.

2.Develop strong relationships with senior leaders and HR Business partners to build insight into existing levels of performance capability against future requirements, to identify gaps and risks to the University’s strategic plan

3.Be accountable for the agreement and development of an implementation plan, which will be delivered on time and to the required level and will enable The University to deliver its ambitious business plan.

4.Accountable for delivering recruitment outcomes, working in partnership with senior leaders and HR Business partners to develop and utilise a systematic approach to identifying issues and developing solutions.

5.Role model a continuous improvement approach, using meaningful people MI, to ensure Performance solutions add value, are in line with the university’s vision and drive sustainable performance for the organisation and customers

6.Use a coaching style of leadership to enable line managers to take accountability for the delivery of recruitment and performance outcomes within their college/function

7.Design, deliver and evaluate training and facilitation solutions that are impactful and 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 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.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.

General Duties

11.To fully engage with the University’s Performance Enabling and Welsh language policies.

12.To promote equality and diversity in working practices and to maintain positive working relationships.

13.To lead on the continual improvement of health and safety performance through a good understanding of the risk profile and the development of a positive health and safety culture.

14.Any other duties as directed by the Head of College / Department or their nominated representative expected within the grade definition.

15.To ensure that risk management is an integral part of any decision making process, by ensuring compliance with the University’s Risk Management Policy.

Leadership Values

All Professional Services areas at Swansea University operate to a defined set of Core Values: Professional services values and it is an expectation that everyone is able to demonstrate a commitment to these values from the point of application through to the day to day delivery of their roles. Commitment to our values at Swansea University supports us in promoting equality and valuing diversity to utilise all the talent that we have. 
In addition you will operate to a defined set of Leadership Values:

We are Professional

We develop ourselves and our teams through continued professional development, and use feedback to improve. We create a culture that delivers successful outcomes through people, supporting, developing and challenging our teams to succeed. We involve our people in developing a vision for the future and in enabling innovation and change, improving University, team and individual performance.

We Work Together

We enable our teams to work together and across functions to deliver successful outcomes that exceed the needs and expectations of our customers. We are responsible for creating environments that demonstrate equality, foster trust, respect and challenge. We are accountable for providing clarity and direction, communicating the “big picture” and harnessing ideas and opportunities to achieve the University’s vision. 
We care

We create environments that identify, understand and give priority to delivering the needs of the University Community (our students, colleagues, external partners and the public). We motive and inspire our teams to provide the highest standards of personalised care and in doing so uphold the Swansea University brand.

What you’ll do

Your focus will be on providing expert and proactive HR advice and support to managers and colleagues to enable effective people management across the business.It’s about delivering the right outcome for the customer, at the right time and in the most effective way possible.

This is an exciting opportunity to use your strong customer focused approach to deliver innovative and timely HR solutions whilst role modelling Customer Led Success to the whole business.

Flexibility around travel to multiple locations is essential for this role allowing you the autonomy to manage your own diary whilst providing a competitive car allowance.

What you’ll be responsible for

Providing expert and proactive HR advice and guidance to Executives, the Leadership Team and colleagues at all levels in order to support company initiatives and success. This includes:

1.Ensuring that line managers are conversant with and consistently apply HR related company policies and procedures.

2.Work in accordance with company values, demonstrating professional behaviours, good team work while maintaining confidentiality at all times.

3.Have a flexible approach and be able to offer flexibility around working time in order to support business requirements.

4.Developing strong working relationships with senior managers in order to understand key performance issues and associated people requirements in order to meet both current and future organisational challenges and business needs.

5.In collaboration with HR colleagues develop and implement the HR strategy.

6.Development and application of innovative, timely and cost effective best practice HR solutions to enable the organisation to meet its objectives.

7.Partnering with key stakeholders to ensure that all HR projects and initiatives are appropriately communicated and effectively implemented on a local basis.

8.Supporting the HR function in the successful delivery of innovative, customer focused and cost-effective HR solutions.

9.Full HR case management of complex employee relation issues

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

11.Seek to continuously improve the service HR provided to the organisation.

12.To provide best practice HR advice and support in order to assist managers in all aspects of the line management of their teams.

13.Coach line managers to ensure that they are fully equipped to proactively manage all colleague related issues within their teams.

14.Coaching/advising managers in the implementation of robust recruitment and selection processes.

15.To lead the HR aspect of organisation change initiatives to ensure significant operational expenditure targets are met.In particular:

a.Work with line managers to ensure that proposed organisation changes are fit for purpose i.e. the objective of the change is clearly defined, identifies the impact on individuals and fair selection processes are agreed.

b.Work closely with the Trade Unions and the internal communications team to ensure positive employee relations are maintained throughout any period or organisational change.

c.To ensure that any new or significantly changed roles are evaluated in line with the Company Job Evaluation process and to coach line managers throughout the process.

16.Representing the HR team at internal and external forums.

What you’ll be responsible for

Providing expert and proactive HR advice and guidance to Team Leaders, Supervisors and colleagues at all levels in order to support company initiatives and success.    This includes:

1. Ensuring that line managers are conversant with and consistently apply HR related company policies and procedures.
2. Work in accordance with company values, demonstrating professional behaviours, good team work while maintaining confidentiality at all times.
3. Have a flexible approach and be able to offer flexibility around working time in order to support business requirements.
4. Developing strong working relationships with Supervisors and Team Leaders in order to understand key performance issues and associated people requirements in order to meet both current and future organisational challenges and business needs.
5. Assist HRBP to implement and promote HR strategy and launch of new HR initiatives.
6. Support HRBP in development of innovative, timely and cost effective best practice HR solutions to enable the organisation to meet its objectives.
7. Provide responsive, high quality advice supporting managers on all aspects of the human resources function with an emphasis on taking shared responsibility and ownership for decision-making involving people issues.
8. Full HR case management of employee relations issues including engagement of the Employee Services, Talent Development, Reward and Pensions teams.
9. To work with the Reward team prior to providing guidance to managers on pay and reward matters/issues.
10. To deliver effective management information to business areas.
11. Seek to continuously improve the quality and value the HR service provides to the organisation.
12. Seek to continuously improve the service HR provided to the organisation.
13. To offer HR support through attendance at consultation meetings during times of Organisational change.
14. To provide best practice HR advice and support in order to assist line managers in all aspects of the line management of their teams.
15. Coaching/advising managers in the implementation of robust recruitment and selection processes.

Responsibilities:

HR Policies

1.Ownership for all HR policies including research, development, maintenance and change control, conducting external reviews of best practice to ensure the business is keeping up to date with external trends and ways of working to support the strategic objectives of the company

People Services

2.Support the shaping of the content of the People Services section of the intranet using research and external reviews to provide education and support materials that will help to maintain and embed the operating model

3.Develop, maintain and change control the content for the HR section of the intranetworking in close collaboration with other members of the team as appropriate eg Comms & Engagement Consultant

4.Support, coach and educate managers and the HR team to reinforce the operating model thus ensuring a more efficient function

5.Develop mechanisms to monitor the effectiveness of the People Services function including MI on usage of the service, feedback from managers and employees, escalations, suggestions for improvements etc and drive and drive through improvements where appropriate

Payroll, HRIS, Reward and Employee Benefits

6.Conduct verification checks for the monthly payroll ensuring necessary authorisations / mandate approvals are in place for all transactionsand submissions for the bureau (or other solution), Finance Department and HMRC are accurate, supported by appropriate documentation, completed and authorised within set timescales

7.Provide support to the Head of HR on reward benchmarking exercises covering a broad spectrum of pay and benefits elements

8.Support the research and development of new employee benefits and the on-going effective oversight of existing employee benefits schemes

Recruitment

9.Support the People Services Manager to shape the recruitment strategy for the business, providing insight and feedback on appropriate tools and strategies in order for Hodge to remain competitive

10.Support recruitment activity at Bands 2 and 3 assisting hiring managers on the recruitment process, including advice and guidance on the recruitment policy and process, strategies and tools to implement, participating in the recruitment process through interviews or assessment centres

11.Work closely with the L&D Manager, ensuring that hiring decisions reflect the future talent and succession requirements of the business

12.Monitor the recruitment process and hiring decisions (internal and external)to ensure that Hodge maintains and champions a diverse workforce in support of its strategic objectives

13.Ensure managers are coached and trained to undertake recruitment activities and recruitment accreditation processes are effective

14.Work closely with the People Services Manager and the Finance function to ensure that all recruitment activity is within budget and approved (or escalate where outside of these parameters) and support managers to help embed effective resource forecasting across the business

Employee Relations Support

15.Provide employee relations case management advice and guidance to manageracross the whole range of employee relations policies (recruitment, diversity, code of conduct, disciplinary, grievance, re-structuring, performance etc) referring to the employment solicitor as appropriate for employment advice and controlling costs in the process

General And Other Responsibilities

17.Work within policy framework and procedures, maintaining high standards

of professionalism at all times ensuring compliance with job cards and all

processes, making recommendations for improvements across the entire

employee lifecycle

18.Act as a point of referral and resolution for queries that cannot be resolved at

Tier 1, ensuring they are escalated to the People Services Manager or Head of

HR if appropriate

19.Develop and maintain good knowledge of regulatory and legislative requirements

in relation to all aspects of HR and other financial services provider requirements

eg data protection, money laundering etc

20.Ensure risks and controls are managed robustly and evidenced through all

aspects of the role

21.Any other reasonable tasks as requested by line manager or business managers

Main Activities:

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

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

3.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.

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

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

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

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

8.Develop targeted positive action recruitment campaigns in line with the priorities set out in the People Plan

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

10.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.

11.To submit bids to the Home Office or Welsh Assembly Government for special funding schemes and to maintain proper accounts of income and expenditure, collating and distributing financial reports as directed.

12.To take responsibility for own continuous professional development.

13.To deliver a customer-focused HR service.

14.To promote and adhere to the organisation’s Strategic Equality Plan to support the development of a diverse workforce.

15.To take reasonable care of own and others safety; to co-operate with managers / supervisors in complying with statutory health and safety duties; to report incidents, accidents, faults etc.