HR Business Partner

Job Title:                                HR Business Partner – HQ

Department:                            People & Development

Location:                                CFRS Training Centre, Sadler Road, Winsford – based on site, with occasional travel

Responsible to:                       Senior HR Business Partner

Salary:                                    £45,718

Length of Contract:                 4 – 6 months

JOB PURPOSE

To work in partnership with operational and non-operational managers within CFRS and provide them with specialist coaching, support and guidance that will equip them to effectively maximise the performance and potential of their staff in line with the IRMP and people related objectives e.g. performance management, change management, absence management, workforce/succession planning and leadership development.

PRINCIPAL RESPONSIBILITIES

1. Provide timely solutions and ideas for managers and supervisors and feed into their HR decision making processes in order to maximise the contribution and value that HR can add to the performance of their station or business unit.

1. Evaluate and adapt the local delivery of HR services to ensure that they remain relevant and responsive to the changing needs of the business ensuring proactive liaison, listening and the establishment of frequent and face to face dialogue.

1. Provide expert knowledge and advice to managers on a wide range of HR issues, such as absence management, discipline and change management; ensuring managers follow the correct processes and act in a fair, reasonable and consistent manner. 
2. Partner with investigation and hearing managers to ensure that internal investigations in relation to both grievance and disciplinary processes are adequate to avoid unfair dismissal claims and are fully compliant with legislation, Grey Book Terms and Conditions, local policies, and achieve best practice in accordance with the ACAS code.

1. Equip managers to maximise their people resources; provide vacancy management and establishment information on a regular basis and work with them to effectively plan, adapt/develop and recruit as necessary, in line with the workforce planning, the retirement profile, and within any agreed baselines and budgets.

1. Provide advice and guidance to managers on the appropriate application of CFRS remuneration strategies, plans, policies and terms and conditions (including job evaluation) to ensure all staff are accurately graded and paid correctly.

1. Oversee and participate in activities to support the success of managers and development of staff such as staff briefings on HR/Pay related changes, On-Call recruitment, induction and leadership development, and awareness campaigns to promote HR legislation, policy and procedures.

1. Provide coaching, skills transfer and work with the assigned Leadership Development Advisor to ensure the identification of appropriate training interventions for managers to develop them and increase their confidence and the ability to engage, develop and manage their staff.

1. Develop and maintain effective channels of communication and consultation between management, employees and their representatives to ensure that employee relations issues are resolved locally wherever possible.   

1. Manage a HR Advisor dealing with a range of people and development issues/challenges. Provide them with professional leadership and motivation and support their development through regular supervision, the appraisal process and CPD plans.

1. Contribute to the development of all HR strategies, plans, polices and processes to ensure that the maximum performance benefits are achieved and that CFRS policies and procedures represent HR best practice.

1. Support the Head of People and Development in the development and dissemination of all HR Strategies and policies; ensuring they are fully embedded in the working practices of managers across CFRS.

Please send over your application to Imogen Parr: