HR Business Partner Job description

Transcription

1 HR Business Partner Job description 1. Main purpose of the job Aligned to specific directorates across the charity, the HR Business Partner (HR BP) works closely with their allocated partner teams to provide a comprehensive, professional and customer focused HR service covering a broad range of generalist and strategic activity. The HR BP will also support the implementation of the People strategy having a clear understanding of the charity s strategy and objectives and how the People strategy can support the achievement of this. Supporting the Senior HR Business Partner and Head of HR in providing responsive, high quality specialist advice, supporting managers on all aspects of the human resources function including employee relations, HR policy development, recruitment and retention, performance management and absence management, analysis of data and reporting and compensation, benefits, HR Data base and project work. 2. Position in Organisation Reports to: Responsible for: Main relationships: Direct contacts: 3. Brief description of directorate Head of Human Resources 1 Human Resource Officer or no direct report but support from 2 HR Officers Director of Organisational Development, Head of HR, Senior HR Business Partner, HR Officers, Head of Learning and Development, Directors, line Managers, employees, HR team, Finance and Payroll and all staff Recruitment Agencies, Advertising Agency, directly with the Media and education establishments, suppliers, as agreed with the Senior HR Business Partner The Organisational Development directorate covers 4 key areas, operating in the context of approximately 480 staff and 3,400 volunteers across the UK: Human Resources and Learning & Development we provide advice, support and guidance on all aspects of people management in relation to performance management, learning and development, employee relations, recruitment and selection, HR policy, and compensation and benefits. We re very proud of our diverse range of learning & development opportunities, delivered through our blended approach to learning through online, MSLync, classroom-based, off-site, self-directed learning etc. Volunteering we provide central volunteering leadership and specialist expertise on volunteering recruitment, development and engagement. With such a broad range of volunteering roles spanning all directorates of the charity, we offer training and support to staff who engage with volunteers around effective volunteer management, and promote the huge benefits of engaging volunteers in all of our activities. We offer

2 our own unique approach to learning & development for volunteers which is specifically developed and tailored to our own needs. Delivering communication and engagement activities and projects which promote our diverse range of volunteering activities across the UK. Internal Communications and Engagement our mission is to ensure that effective internal communications strategies and plans are in place which enable staff to be fully informed and engaged in the work of the whole charity. Through a variety of approaches, we work with colleagues to help them promote their work across the charity, and through our research and evidence, tailor our internal communications to ensure that we re delivering high quality, focused messages, in tune with our charity values. Staff Central is our key communications tool, and as well as news, blogs and features, it also provides other important functions such as collaboration sites for teams and projects, updates on strategic and operational issues and our internal policies. Facilities and Health & Safety management with a massive can-do approach, our aim is to ensure that staff are comfortable, safe and happy at work! We lead on the management and maintenance of our main UK office, and provide services such as reception, switchboard, postal systems, meeting room arrangements, hotel booking and travel arrangements. Behind the scenes, we lead on key aspects of health and safety management, such as risk assessments, maintenance and inspection, organisational insurance and disaster recovery planning. 4. Scope of the job A. Employee Relations B. Recruitment and Selection C. Policy work D. HR Projects E. Responding to queries in relation to Reward and Benefits F. Line management of HR Officer 5. Duties and responsibilities A. Employee Relations Provide credible and pragmatic HR advice and support to managers in relation to HR policies and procedures, absence and health issues, maternity, flexible working, conduct and capability, grievance and disciplinary issues and a broad range of employee relations matters. Work with directors and managers in a collaborative way ensuring that legislation, policy and best practice are applied fairly and consistently across the charity. Lead on investigations into disciplinary issues and grievances, provide advice, take notes and provide coaching and support to managers involved in the process. Lead on the management of casework, relating to sickness absence. This includes monitoring monthly sick absence trigger points, providing appropriate advice and guidance to line managers on review meetings, recommendations for action, liaising with Occupational Health and case review meetings. Monitor probationary periods including the generation of end of review paperwork. Carry out exit interviews. Develop and maintain productive and collaborative relationships with employees,

3 managers, suppliers and other third parties demonstrating professional credibility at all times and providing an excellent HR service to the Charity. Support the Senior HR team in coaching and influencing managers from a people perspective, developing their people management / leadership skills and constructively challenging inappropriate behaviours / actions. Provide HR advisory input on working groups as required. Referring up to the Senior HR Business Partner or Head of Human Resources any complex employee relations cases. To adopt a flexible and proactive approach to work in order to support the Senior HR team in delivering the People strategy. B. Recruitment and Selection To advise managers on recruitment and selection issues, including the development of job descriptions, person specifications, the job evaluation process and the selection processes. Ensure that current legislation regarding equal opportunities is met including the recording of applicant data on the department s computerised systems and all procedures meet equal opportunities criteria. Build relationships with suppliers (recruitment agencies and advertising agencies) to ensure partnership working and service levels are maintained and that Parkinson s UK is recognised as a professional employer. Ensure that suppliers are kept fully briefed on Parkinson s UK s requirements, e.g. by setting up and hosting briefing sessions at the outset of a campaign, agree with the recruiting manager a plan, to include timescales, budget requirements, review meetings and contingency plans. Regularly monitor this and communicate effectively and appropriately. Work on a one-to-one basis to coach managers and directors to operate objectively, using evidence based criteria and working within legal parameters. Ensure that the charity s vision and values are evident at all stages of recruitment, and that these are understood by recruiting managers. Work with the advertising agency to prepare appropriate advertisements, research advertising media and deal with responses. Use the department s computerised system effectively to log, track and report on recruitment activity. Place advertisements internally and on web. Manage applicant responses, ensuring that appropriate letters are sent out. Working with recruiting managers, design and make recommendations on appropriate tests for candidates. Oversee that interviews are arranged, interview paperwork checked and prepared and prepare interview guides, sit on interview panels and provide input and professional advice and knowledge to decision making. Co-ordinate the attendance of volunteers on interview panels. Oversee the preparation of contracts of employment and sign off. Deliver evidence based recruitment training modules for all managers, directors and volunteers as appropriate. Raise the profile of Parkinson s UK by working cross-functionally, particularly with the Communications / Web team, as well as externally with the advertising agency to create necessary materials to achieve this and operate in accordance with brand image guidelines. Work with HR Officers to organise temporary bookings where required.

4 C. Policy work Support the Senior HR Business Partner in undertaking research on employment law, best practice guidance, the development, implementation and monitoring of new and existing policies and procedures. Keep up-to-date of developments in employment legislation and case law and be proactive in ensuring that managers are appropriately briefed on relevant changes and new legislation. To participate in training managers on employment procedures and provide coaching and advice to managers in relation to people management policies. D. HR Projects To manage the implementation of a number of identified HR projects to ensure the HR department supports the charity in the achievement of its strategy, ensuring also that projects are delivered on time and within budget. Ensure the delivery of quality HR services to all internal customers, acting as a primary source of contact for queries (both internal and external), whether by telephone, letter, or verbal, ensuring that they are dealt with accurately and efficiently and adhering to professional confidentially standards. To oversee the production of monthly and ad-hoc management reports to ensure awareness and understanding of workforce statistics and advise on areas for improvement. E. Responding to queries in relation to Reward and Benefits F To respond to queries and provide advice and guidance to employees and managers relating to reward, including remuneration and employee benefits. Carry out benchmarking exercises to ensure that the charity rewards its employees fairly, that salaries are internally equitable as well as competitive in the marketplace at all times. To take responsibility for the production of the monthly payroll ensuring it is completed correctly and on time and all relevant administration (letters/forms) are complete. Work within the recruitment budget, proactively working to keep costs within budget without compromising on quality. Oversee preparation of monthly status reports on all recruitment campaigns to show costs, media used, and outcomes. Line manage HR Officer May manage, supervise and develop a HR Officer, including annual reviews, to ensure high quality service and achievement of objectives. Conduct supervision meetings in which achievements and challenges are discussed. 6. General Responsibilities Understand the designated lead areas in each of the HR BP roles to ensure continued cover during absences. Be flexible within the broad remit of the post Keep professional knowledge and expertise up-to-date Contribute to the day-to-day running of the HR function, working with the team to provide a professional, proactive, customer focused service to all contacts. Communicate courteously with internal / external customers by telephone, and face to face, building positive relationships, investigating, responding to and progressing issues and queries to a successful conclusion at the earliest time Take direction on priorities from the Senior HR Business Partner, which may vary from

5 time to time Contribute positively to the directorate and team meetings, team working and implementing organisational priorities. Take direction on projects and priorities, which may vary from time to time Abide by organisational policies and practices, including the equal opportunities policy. Be self-servicing and able to act on own initiative where necessary. Operate to the competency level required for the role, as identified through the core competency profile 7. Dimensions and Limits of Authority Disciplinary action: Budgetary limits: Authorises expenditure within a budget to a limit of: Signs contracts and contractual matters on behalf of Parkinson s UK: None None, but operates within recruitment budget limits of approx. 300k per annum. None Recruitment Advertising

6 HR Business Partner Person Specification Experience Skills and Abilities and Personal Attributes Demonstrable generalist experience in a HR HR Adviser/ HRBP role with a solid understanding of people management issues. Significant practical experience of providing a confident HR advisory service to managers and employees specifically covering employee relations and recruitment related activity. Proven experience of working in a pro-active way and project managing a variety of recruitment campaigns simultaneously from start to finish. Experience in the development and implementation of employment policies and procedures. Experience of writing reports and formal meeting notes. Practical experience of producing and analysis of HR data reports and presenting those findings. Experience of supervising a payroll process Excellent interpersonal skills to communicate and build relationships with a wide range of internal and external contacts to inspire trust and confidence. Ability to deal sensitively, patiently and diplomatically with emotionally charged situations. An ability to interact proactively with managers and staff at all levels in the resolution of HR issues. A calm approach with the ability to deal with difficult situations objectively. Good judgement and decision making skills with a pragmatic and creative approach to problem solving. Highly organised with the ability to handle conflicting demands through to meet deadlines with minimum supervision. Ability to demonstrate confidentiality and Essential Desirable

7 sensitivity in dealing with HR issues, especially when handling sensitive situations and information. A confident communicator (both verbal and written) with a personable and professional manner and the ability to interact and relate to all levels of staff and build strong working relationships. Competency based interviewing skills with the ability to identify and write/advise on competency based interview questions. Intuitive approach with the ability to influence and persuade effectively at all levels. Resilience and the ability to work effectively under pressure. Ability to manage administrative tasks, including collating, monitoring and interpreting statistics. Attention to detail is essential. Able to use Microsoft Word, Excel, PowerPoint, and HR databases for purposes of creating and updating reports, letters and presentations. Flexible and adaptable with the ability to work within a changing environment and respond to different demands with a sense of urgency. Friendly, positive and professional with a genuine commitment and ability to deliver an exceptional customer service. Presentation skills to small groups of employees / managers. Excellent standard of written and communication with high attention to detail and accuracy. Co-operative and supportive team player. Knowledge Practical knowledge of all areas of HR, including excellent understand of employment legislation. Current knowledge of the recruitment market including legal matters in the not-for-profit sector. Take responsibility for own personal development in line with agreed annual objectives. To be willing to and support colleagues and team members with professional problems, devoting time to share expertise and expressing

8 Education/ Training Other Requirements positive expectations regarding the team s performance. Educated to minimum GCSE level in English and Mathematics. CIPD Qualified (or part) Ability to travel occasionally throughout the UK to attend meetings / interviews involving overnight stays. Willingness to develop an understanding of disability issues. Commitment to working within the principles of equal opportunities. Empathy with the aims, goals and values of the charity, and a commitment to support delivery to meet these.