Due to significant growth, our business are looking for an established HR professional to join our business as a HR Business Partner.
Job Summary
The HR Business Partner will be responsible for supporting the achievement of organisational objectives by partnering with key stakeholders within allocated area of responsibility. Providing expert HR (Human Resource) leadership and service to develop and instil best practice people management initiatives across the business. Supporting the CEO and Head of Human Resources to achieve the People Plan by acting as HR lead on a range of projects and responsibilities.
This role will come with the authority to develop HR plans, goals, and objectives for their assigned business area. Recommending strategies to improve HR support for their assigned business units. Manages Mobilisations, De-Mobilisations & Transformation projects within the assigned business unit.
Communications and Working Relationships:
In this role the HR Business Partner will hold strong partnering relationships with Business Unit Directors & Managers. The HR Business Partner will have a good working relationship with the Head of Human Resources and other HRBP team member(s) for their allocated business area – informing and influencing upwards with respect to business issues and priorities, sharing best practice, collaborating on delivery of BU initiatives and HR calendar events, and monitoring of HR service delivery and customer relationship management.
The HR Business Partner will have some interface when appropriate with ‘Centres of Excellence’ roles regarding delivery of top-down and bottom-up HR initiatives, and will lease with the HR Advisor(s) and Head of HR regarding complex/high risk ER (Employee Relations) cases, dealing with any associated ACAS Early Conciliation Claims & Employment Tribunals.
Collaboration with HR Service Services Team is vital in this role to ensure effective delivery of HR services within the allocated business area.
Duties and Responsibilities
Provide a professional and strategic consultancy and advisory service to allocated area of responsibility:
- Support the Head of HR with the creation, delivery and monitoring of a local HR plan which underpins the HR strategy and supports the achievement of operational objectives.
- Build and develop effective, collaborative working relationships with BU Directors to influence the local people agenda and activity.
- Work with business managers to ensure the delivery of the Employee Proposition, and to develop a motivational and rewarding working environment that will facilitate the achievement of business objectives.
- Facilitate and deliver HR calendar events into the business ensuring robustness and consistency e.g. annual appraisals etc.
- Identify mid to long term training needs and priorities, coaching managers to identify training requirements from individual annual appraisals and feeding into the corporate Training Needs Analysis and Training Plan development.
- Identify mid to long term resource requirements and feed into the corporate Resource Plan. Maintain the local plan and monitor headcount, liaising with the HR Resourcing team to ensure recruitment activity reflects the business need.
- Support the Head of Human Resources in building the BU succession plan to support the corporate succession strategy, and help identify and develop high potential people within the BU.
- Champion the use of HR MI (Management Information) and key people measures locally – identifying trends and delivering initiatives and interventions to bring about performance improvements.
- Develop the BU line managers’ HR capability and people management competence, professionalism, and consistency of approach in line with the People Management Framework through coaching, mentoring and delivery of local training events.
- Coach and mentor the line management population in the application of HR policy and practice.
- Support line managers with the management of complex/high risk ER cases through advice and coaching, ensuring approach is pragmatic and within an acceptable level of business risk.
- Provide HR support for organisational change and restructuring activity and projects within the BU, supporting the line manager with redundancy situations, and collaborating with the HR Transition Manager specifically with contract bid work.
- Support the local implementation of cultural change initiatives and embed organisational values and behaviours in the business.
- Work with other HRBPs to share best practice and raise BU policy/practice issues. Ensure the Head of Human Resources has a business perspective to inform the shaping of HR strategy, policy, and product development.
- Support the line managers with recruitment selection activity as appropriate, liaising with the Resourcing team.
- Drive the delivery of core HR processes into the business: Support the Head of HR in monitoring of HR service levels and fostering the relationship between the business and the HR Shared Services to ensure continuous improvement and regular reviews of customer needs.
- Support and encourage positive employee relations, engagement, and communication. Build constructive working relationships locally with Trade Unions, leading or supporting local consultation when required.
- Support HR initiatives and projects outside of dedicated business area, as assigned, as a member of the wider HR Business Partnering team.
Key Competencies:
- Commercial awareness - Understands and applies commercial and financial principles. Views issues in terms of costs, profits, markets and added value.
- Action orientation - Demonstrates a readiness to make decisions, take the initiative and originate action.
- Problem solving and analysis - Analyses issues and breaks them down into their component parts. Makes systematic and rational judgements based on relevant information.
- Planning and organising - Organises and schedules events, activities, and resources. Monitors timescales and plans
- Flexibility - Successfully adapts to changing demands and conditions.
- Resilience - Maintains effective work behaviour in the face of setbacks or pressure. Remains calm, stable and in control of themselves
- Persuasiveness - Influences, convinces, or impresses others in a way that results in acceptance, agreement, or behaviour change.
- Personal motivation - Commits self to work hard towards goals. Shows enthusiasm and career commitment.
- Specialist knowledge - Understands technical or professional aspects of work and continually maintains technical knowledge
The successful candidate will have:
- Demonstrable experience in a similar role (ideally within facilities management).
- Degree qualified or equivalent
- CIPD qualified or part qualified
- Experience of operating in a complex, commercial, multi-divisional, multi sited organisation.
- Detailed understanding of preferably all aspects of HR Management including talent management/succession planning, change management, employee relations, TU involvement including dealing with Industrial Relations issues.
- Demonstrable record of accomplishment of devising and implementing successful HR interventions with bottom line contribution.
- Solid and up to date knowledge of practical HR principles and practices as well as employment legislation
- An understanding of human capital measurement and delivery of performance improvement interventions
- Experience of supporting organisation change, including restructuring, redundancies, and TUPE transfers.
- Project planning and management experience an advantage.
- Experience of TUPE mobilisations on a large contract.
- A proven record of accomplishment of operating as a business partner.
- Strong teamworking skills
- Good stakeholder management and communication skills
- Able to build and develop good quality professional relationships.
- Ability to work openly and collaboratively to maximise overall organisational health.
- Good commercial acumen
- Well organised and responsive
- Ability to balance local delivery with a broader business-wide perspective.
- Facilitation and coaching skills. Competence in training delivery an advantage.
- Proficient IT skills including MS Word, MS Excel, and MS PowerPoint.
- Comfortable with data analysis and numerical reasoning
- Capacity to learn.
In return we will offer:
- 28 days holiday
- Pension Scheme
- Modern office with free parking
- Employee Assistance Scheme
- Access to continued learning via SBFM Learn
- Internal mentoring initiative
- Regular Company events and initiatives
Our company recognises and values the enriching benefits equality, diversity and inclusion bring to our community. We celebrate diversity and actively encourage applicants from minority ethnic groups, LGBTQ+, disabled and neuro-diverse groups to apply for our vacancies. Our aim is to nurture happy teams who learn from and inspire each other and we believe diversity is key to achieving this goal.