HR Business Partner (x2)

Job Category: Technical & Professional
Reference HQ00022757
Contract Type Temporary
Duration 6 months
Location Northamptonshire
Job Type Full-time
Start Date ASAP
Hours per week 37
Rate From £42.00 to £50.00 per hour, Depending on experience

About the job:

On behalf of North Northamptonshire Council, Opus People Solutions are seeking a temporary Senior HR Business Partner to complete a temporary assignment for a period of six months. The right candidate will be operating within a business partnering model, HR BP will work with front line managers, providing professional advice and challenge on a full range of employment matters including case management and change programmes. By understanding the services delivered, support managers to assess risk factors and enable them to make sound business led decisions. Be confident to coach and guide managers to develop their people management skills.

This role will be home based with the exception of the occasional meeting Kettering or other Northampton area.

This job also contains accountabilities for an apprenticeship/trainee level (targeted at individuals working towards their level 5 CIPD qualification; and employees who do not meet the experience and essential criteria levels for appointment to the full HR Advisor role).  Proposal would be to appoint on grade below.

Criteria for movement between grades:

  • Movement to next level will be considered when the individual has completed their CIPD qualification and has completed one year in this role /or can clearly demonstrate that they are capable of carrying out the additional responsibilities of the full HR BP role.
  • Progression to be requested by preparing a written summary of how they have developed sufficient experience and evidence a level of decision making and autonomy, to be submitted to the Strategic HRBP for consideration before submission to the AD, HR Services.
  • The Strategic HRBP will be expected to confirm their support or otherwise for the application.

Advice and Support:

  • Provide consistent and high-quality advice and guidance on employment matters to managers, developing a range of options and creative solutions within agreed North Northants Council and customer frameworks and policies, and that also take account of employment legislation requirements and business needs.
  • Providing a range of options with associated risk factors clearly set out, to allow managers to make sound business led decisions, demonstrating professional judgement in the appraisal of those risks

Apprentice Level:

  • As above but case work will be limited to the non-complex, and involvement in change management programmes is focussed on supporting the Assistant Business Partner or Business Partner throughout the process.

Employee Relations:

  • Support and coach managers throughout their handling of disciplinary, ill health, performance, grievance and redundancy issues and change management programmes, ensuring that all aspects are handled appropriately and promptly within agreed frameworks and policies.  Liaison with the trade unions will be an important part of the role to ensure good employee relations are maintained.
  • Embed good practice with regards to safeguarding of children and vulnerable adults by advising managers on the Council’s or customer’s disclosures policy and DBS process.

Apprentice Level:

  • As above but case work will be limited to the non-complex, ensuring that all aspects of the process are fully documented and followed through to conclusion.

Change Management:

  • Support change management projects including service restructures and TUPE transfers using a project management approach to coach managers to drive through change.  Ensure that structural changes are fully implemented and changes to the hierarchy are completed to maintain the integrity of the system and accurate management information.

Apprentice Level:

  • Support HR colleagues in the preparation and delivery of change management programmes including the redundancy process, and provide advice to managers throughout the process. Prepare and maintain accurate information and data to ensure a smooth and timely implementation of changes, including liaising with the HR Transactions Team

Information Management and Analysis:

  • Ensure data held on appropriate systems is accurate and up to date, work with managers to keep records current and reflective of their services.  Be responsible for undertaking regular data analysis for an allocated ‘portfolio’ to ensure, the data is accurate, issues and trends are identified and discussed with managers and suitable action is taken

Apprentice Level:

  • Ensure the regular and accurate maintenance and validation of electronic data, HR systems and data bases. Undertake regular data analysis to ensure that issues and trends are discussed with managers as a basis for performance management and problem resolution

Project Work:

  • Undertake allocated corporate and team-based HR project work, including research where appropriate, to ensure that projects are delivered on time and to agreed objectives and performance standards.
  • Contribute to the Council’s projects and programmes advising on the people impact of changes.  Support specific projects as agreed with the HR Business Partner.

Apprentice Level:

  • Undertake allocated HR project work and research to ensure that projects are delivered on time and to agreed objectives and performance standards. Contribute to the development and review of HR policy.

HR Policies input and Organisational Development:

  • Support the continuous development of the HR service through input into policy development. Deliver training for managers and employees on a full range of HR policies.  Drive performance management within the Council by coaching and mentoring managers.

Apprentice Level:

  • Support the HR Team in the continuous review and improvement of all employment policies by undertaking research to support policy development.

Pay and Reward:

  • Support the job evaluation process by advising and challenging managers on job design and analysis, as well as sitting on panels to facilitate consistency of application and compliance with County Council policies and standards.

Apprentice Level:

Support the collation of pay data and undertake comparisons in relation to TUPE transfers to complete due diligence as necessary

Equality, Diversity and Inclusion:

  • Create and promote inclusive environments and practices where employees can be themselves, are valued for their differences, and be supported to work at their best.

Health and Safety and Risk Management:

  • Ensure that a safe and healthy working environment is maintained. Ensure that risks are identified and action is taken to reduce these.

Essential:

  • Educated to A level or equivalent
  • CIPD Level 5 qualified or working towards level 5 if apprentice

Desirable:

  • Educated to degree level
  • CIPD Level 5 Qualified and working towards level 7 (non-apprentice)
  • Relevant demonstrable human resources experience – Essential for HRA but desirable at Assistant/Apprentice Level.
  • Demonstrable ability to support managers in dealing with change management, disciplinary, grievance, ill health and redundancy issues – Essential for HRA but desirable at Assistant/Apprentice Level.
  • Sound knowledge of employment legislation – Essential for HRA but desirable at Assistant/Apprentice Level.
  • Understanding of current best practice in HR – Essential for HRA but desirable at Assistant/Apprentice Level.
  • Sound experience of using data effectively to provide useful management information – Essential for HRA but desirable at Assistant/Apprentice Level.
  • Understanding of the role of Trade Unions – Essential for HRA but desirable at Assistant/Apprentice Level.

Essential:

  • Ability to communicate effectively both verbally and in writing.
  • Shows an understanding of customer’s needs and takes appropriate timely action to meet their requirements with tenacity.
  • Ability to influence managers to consider options and advise in a risk preferring manner.
  • Is able to work effectively in changing work environments and in the face of conflicting priorities.
  • Ability and confidence to be self-reliant and work from varying locations without heavy reliance on supervision.
  • Recognises individual responsibility to contribute to the effective working of the team.
  • Uses own initiative to plan and complete tasks to meet deadlines and targets.
  • Demonstrates careful attention to detail and ability to check all work for accuracy and quality standards.
  • Ability to understand complex issues and make clear decisions
    Able to use available technology to work flexibly and effectively.

Not Essential:

  • Safeguarding
  • Safeguarding commitment
  • (Include for roles involving work with children/vulnerable adults)
    We are committed to safeguarding and promoting the welfare of children and young people/vulnerable adults. We require you to understand and demonstrate this commitment.

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