HR Business Partner

Description:

Responsibilities

• To make an active contribution to the development and effective functioning of the HRBP team and as a key collaborator.
• Willing to take a flexible approach to work and supporting colleagues, sharing workloads when appropriate to deliver key corporate priorities.
• Leading and prioritising the delivery of excellent partnership working, valued by organisation; offering appropriate corporate challenge and support through a collaborative coaching approach tailored to each situation.
• With the People Strategy as the overarching framework; support partners to utilise appropriate people interventions to enable Directorates to deliver business effectively.
• This includes:
• Being the principle HR/OD consultant with the business, drawing on the organisations resources to support stakeholders in managing their people issues to deliver effective business performance.
• Leading and supporting all aspects of effective workforce planning e.g. resourcing, identifying critical roles, succession planning, talent management, development & capability building etc.
• Supporting Directors to improve staff engagement, including meaningful use of HR MI and people survey data within the organisation.
• Issuing advice to Directorates whilst feeding intel back into colleagues. Supporting leadership teams with effective transformation and change management, both from the ‘technical’ organisational design and ‘human’ organisational development perspectives.
• Supporting Directors to identify and address the capability and skills development that people need within their business areas.
• Supporting consistently good leadership through brokering access to and / or facilitating individual and senior management team development.
• Supporting Directors to maximise staff engagement, using meaningful HR MI and people survey data to drive improvement within the organisation.
• Supporting leaders with effective transformation and change management, both from the technical and human perspective.
• Supporting Directors to identify and address the capability and skills development that people need within their business area.
• Supporting consistently good leadership through brokering access to and / or facilitating individual and senior management team development.
• Collaborate with colleagues across organisation on a range of cross-cutting objectives and contribute to the success of appropriate overarching HR priorities, including championing diversity and inclusion across the organisation.

Essential Skills

• An ability to build strong working relationships with key stakeholders, advising and constructively challenging where and when appropriate to minimize people risks and maximise performance outcomes.
• Leading and supporting effective workforce and resource planning.
• The Expression of Interest process is being used to fill this temporary vacancy (so not competency based), however applicants will want to consider the following competencies in their application:
• Competencies Leading Others Communications and Engagement Analysis and Use of Evidence
• Improving Performance