HR Business Partner (Learning & Development)

Transcription

1 HR Business Partner (Learning & Development) About the HCPC The Health and Care Professions Council (HCPC) is the regulator of 16 different health and care professions. We were set up to protect the public. To do this, we keep a Register of health and care professionals who meet our standards for their training, professional skills, behaviour and health. The organisation has around 220 employees who work in a variety of departments see / for further information. About the Human Resources Department The team is currently made up of six members: - The Director of HR heads up the department and is a member of the Executive Management Team (EMT), taking responsibility for the strategic aspects of HR and the annual work plan/ agenda. - The HR Business Partner reports to the Director of HR and is responsible for all operational aspects of HR, including advice to managers and employees, performance and conduct management and policy and procedure review. Vacancy - The HR Business Partner (Learning and Development) is a new role and will report to the Director of HR. The post holder will be responsible for the design and delivery of a range of learning and development programmes, working with the Director of HR. The post holder will also be responsible for delivering generalist HR support along with the HR Business Partner. - The HR Advisors (x2) report to the HR Business Partner and provide first line query response and administrative support for the department, advising employees and managers, writing correspondence and providing employee relations support. One of the HR Advisors is currently seconded for 4 days per week to the HRIS project to implement a new HR system by the end of The HR Officers (x2) also report to the HR Business Partner and provide administrative support to the department, focussing on managing recruitment campaigns, administering payroll, monthly reporting, office organisation and database management. 1

2 The HR Department also incorporates the Partners team, which recruits, trains and provides administrative support to the HCPC s Partners (or self-employed contractors) who provide the HCPC with expertise in the professions we regulate (see 2

3 Application & Selection Process Applicants for the HR Business Partner (Learning & Development) role must complete the HCPC application form in full. Please note: any CVs submitted will not be seen by the panel for the purposes of shortlisting, but will be provided to them if you are selected for interview. Applicants for the role will be shortlisted by a panel from Thursday 5 February Successful candidates will be invited for an interview on Thursday 19 February Please try to ensure your availability on this day, as it may not be possible for the panel to see you at another time. Completed applications should be sent to: Alternatively they can be posted to: recruitment@hcpc-uk.org Human Resources HCPC Park House 184 Kennington Park Road London SE11 4BU Enquiries should be directed to: HR , or recruitment@hcpc-uk.org The closing date for applications is 4 February 2015 at midnight. 3

4 Job Description Human Resources Business Partner (Learning & Development) Department: Reports To: Salary Band: Human Resources Director of Human Resources Band C Main Purpose of Job To provide an efficient and effective learning and development service, working with the HR Director to ensure that this supports organisational objectives and values. To support one or more business units in all HR and employee relations matters. Main Duties and Key Responsibilities Your principal duties and key responsibilities will be those set out below. In addition to those duties, HCPC reserves the right to require you to undertake additional or other duties within your capacity as may from time to time be reasonably required and necessary to meet the needs of the HCPC. Organisational Learning and Development Lead on, in conjunction with the HR Director, successful design, delivery and commissioning of centrally-run learning and development, ensuring that this supports organisational objectives and values Responsible for the design and management of the annual organisational learning and development plan, including training needs analysis of appraisal data, organisational work-plans and strategies Evaluate centrally-run learning and development activities to ensure transfer of learning and impact on individual, team and organisational performance Work closely with all departments to identify and deliver learning requirements and solutions that are/can be shared across the organisation, including a new e- learning platform Work with and share information and ideas with trainers in the Registration and FTP departments, in particular to identify and take forward any opportunities for collaboration in all aspects of learning and development 4

5 Management Development: lead on, in conjunction with the HR Director, the design, commissioning and delivery of the organisational management development programme HR training for managers: responsible for design and delivery of a programme of regular learning activities to increase managers understanding and skills in carrying out key HR and employee relations processes Induction: Responsible for designing, managing and evaluating the HR department s induction for all new employees and managers, and evaluating and contributing to the design of the organisation s wider induction programme. Maintain up to date knowledge of best practice in learning and development and provide advice on selection of learning and development activities, ensuring a good organisational fit HR Business Partner Role Responsible for providing a service to managers and employees in one or more business units, advising on HR policies, processes, best practice and employment legislation to support business performance Responsible for supporting one or more business units in all employee relations matters Provision of employee relations support as directed where this cannot be resourced by the wider HR team including acting as the HR representative for procedural meetings/hearings and dealing with tribunal claims Policy and Organisational Development Work with and support the Director of Human Resources on policy development and projects Work with and support the Director of Human Resources to ensure that HCPC s values, positive culture and overall objectives are reinforced through learning and development and OD interventions Carry out research into best Learning and Development practice and draft briefings, reports, guidance and policies as directed by the Director of Human Resources. Management & Team-working Work closely and collaborate with the HR Business Partner (HR Operations) across a range of activities, in particular in delegating any work to the wider HR team Provide cover for the HR Business Partner (HR Operations) in his/her absence and also cover for HR advisers as necessary 5

6 Deputise for the Director of Human Resources in his/her absence as required. General To carry out the responsibilities of the post with due regard to the HCPC's Diversity Policy and to treat colleagues and other HCPC stakeholders with respect and dignity at all times. Skills, Knowledge and Abilities Essential Educated to degree level or equivalent experience. Associate or Chartered membership of CIPD or equivalent Demonstrated experience of designing, implementing, commissioning and delivering high quality learning and development solutions for employees and managers Experience of providing advice and support to managers at all levels in all key aspects of generalist HR and employee relations An up-to-date knowledge of employment law and HR best practice and the skills to apply and interpret this. Experience of Learning and Development policy development and implementation Experience of developing a range of learning solutions including workshops, facilitation, e-learning and coaching Skilled in writing reports, correspondence, and human resources and/or learning and development policies and guidance. A high standard of interpersonal skills and demonstrated ability to show sensitivity and tact in dealing with confidential matters. Presentation skills Strong team player with a collaborative approach Proven ability in managing/supervising and supporting team members Excellent organisational skills, attention to detail, and ability to prioritise work Ability to gain credibility and respect across a highly professional organisation. 6

7 Sound working knowledge of Windows based packages, including Word, Excel, electronic mail, and the internet. A flexible, hands-on approach to work Desirable Experience of working in the regulatory, not for profit or public sectors. Knowledge or experience of Organisational Development and/or employee engagement initiatives 7