| Description: |
 A new position has become available for an HR Business Partner to join a busy HR team. The role will be responsible for operational HR activities in the allocated business unit and also to work closely with the senior management team to develop and implement people related improvement plans that drive business unit effectiveness and employee productivity towards the successful achievement of agreed targets and objectives. Working across the business, the HRBP is accountable for ensuring that operational HR activities are carried in out in a professional and efficient manner and that plans are out in place to achieve agreed HR KPI's e.g. staff churn, absence rates, performance appraisals, employee satisfaction etc. Also works across the EFS Division and contributes to the wider HR Strategy as required. The Principle Accountabilities for the role include:1) HR OperationsProvide advice to line managers on operational HR issues in order to minimize risk exposure to Company. Advise on employment legislation, company personnel policies and procedures to ensure compliance, management of performance and effective employee relations. Keep abreast of current case law, continuously updating practices to retain competitive edge. Managing disputes, discipline, grievance, redundancy type 'Case work' which involves : -o Developing an action plan for each caseo Supporting Managers through the various stages of procedures providing guidanceo When necessary attending hearings on behalf of the companyo Act as facilitator and arbitrator to reach agreement in cases which might be settled satisfactorily and effectivelyo Feed back to managers where additional training is required to prevent further adverse occurrences.Promote effective communication and management of change within the business through formal organisation announcements, newsletters and team briefings.Advise on company policies with regard to terms and conditions of employment and monitor operational salary scales to ensure they are in line with company and industry norm.Participate and contribute to the HR strategies, policies and procedures ensuring that operational requirements are met. Support the implementation of a robust grading structure including the on-going development of job evaluation.Deal effectively with Industrial Relations matters including Trade Union interface.Liaise with HR Administrative Support Team and Business Unit Personnel Coordinators to ensure accurate records, documentation and database. Train the relevant staff in the procedures which link into the HR Shared Service Centre.Support the development of HR IMS documentation and processes, continually driving for improvement and efficiency and effecting necessary changes.Advise and participate in the management and implementation of TUPE policies and processes to ensure transfers are effectively handled and our client is promoted as an employer and manager of outsourced services.· Participate in initial interviews with new employees transferring under TUPE.2) Organisational DevelopmentFully understand business unit activities, drivers and needs. Analyse organisational and employee trends to identify appropriate cost effective HR programmes and interventions that improve business unit performance as required. These would typically include:-Employee recognition and reward schemesEmployee communications and the introduction of IIP as demanded by business unit needsEmployee satisfaction monitoring and improvementImproving client interface by developing employee / client solutionso Driving culture change to improve behavioural effectivenesso Any other programmes as requiredDevelop strong working relationships within the internal client group senior management teams and provide sound information and expert advice on all matters relating to organisational effectiveness, employee resourcing and engagement. Raise the quality of the people management processes and work towards increasing the value of Human Capital deployed in the business unit, driving up employee productivity and effectiveness. Balancing business requirements with employee needs by acting as Employee Champion, often managing complex and difficult people situations, driving initiatives over the line and working with senior operational staff to resolve business unit challenges. Coordination of Annual Appraisals for the allocated internal client groups ensuring that line managers properly conduct the appraisal process in accordance with company policy and business unit requirements. Coordination of staff development and training programmes to meet with business unit needs, and developing a proactive positive approach to talent management through the promulgation of Personal Development Plans. Assisting line management in HR related external client matters including the formulation and delivery of HR input to bids and tenders, devising solutions to meet with client expectations and making presentations to clients and prospective employees as necessary to support the drive to increase client satisfaction levels. Ensuring that business units have adequate management resource through the development of Succession Plans including conducting gap analysis on individual skill and competency levels against business unit and company requirements. Qualifications and Experience:An HR professional practitioner with extensive HR experience, preferably gained working in a FM or related business environment. Can demonstrate a successful track record of implementing 'added value' HR programmes in a commercially driven business environment.A thorough understanding and knowledge of up-to-date of best practice HRM techniqueEducated to degree level in HRM with a professional qualification CIPD or equivalentGood understanding of current Employment LawThorough understanding of change management techniques
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