Senior HR Business Partner

Position Title: Senior HR Business Partner
Location: Bradford
Salary: £55,000 - £65,000
Type: FTC 11 months

This is a hybrid role working from home and extensive travel between offices across the North East of England, so a willingness to travel is essential.

The Role
Do you have experience of advising management on employee relations issues?
Are you a Chartered Member (Chartered MCIPD) or an Associate Member (Assoc MCIPD) currently working towards Chartered Membership Status?

Consider the role of a Senior HR Business Partner!

This HR Business Partner role will be responsible for providing business-focussed generalist HR advice, guidance and interventions across a geographical area or collection of operational programmes / departments. Duties will primarily focus on the professional areas of Performance & Reward, Employee Relations, Resource and Talent Planning and Organisational Design.

The HR Business Partner will also be expected to contribute to and support the implementation of Employee Engagement and Organisational Development activities along with ensuring they liaise effectively with the HR Services team to ensure that all contractual administration and payroll activities can be delivered accurately and on time.

Key Responsibilities

Performance & Reward
Builds a high-performance culture by analysing performance management practices in their business unit(s) and then advising or delivering appropriate interventions to bring about performance improvement.

Employee Relations
Proactively monitors the implementation of organisational policies and procedures to ensure that the relationship between the business and its staff is positive, fair and in line with employment legislation.

Resource & Talent Planning
Ensure the business proactively balances resource requirements so that resources are cost effectively aligned to current business requirements, whilst providing sufficient provision to meet future business objectives. Input into and advise on the design and implementation of recruitment, selection and retention policies, procedures and practices to ensure the business is able to identify, attract, select and retain the best talent to meet both current and future business needs.

Organisational Design
Ensures that the number and type of roles in the business meets the current and future needs of the business and that any changes are delivered in both a legally compliant and professional manner that minimises impact on employee engagement and performance.

Other
Contributing via workshops to strategic HR change programmes.
Managing distinct national projects or programmes on specific themes or issues.
Support as necessary in the event of employment tribunal claims (these are reassuringly rare).
Support L&D by reinforcing with managers and colleagues company requirements regarding induction, continuous professional development and management development interventions.
Ensuring adherence to Health & Safety Guidelines and that management fulfill their responsibilities as outlined in the Line Manager’s Guide to H&S. Ensure that Accident and Incident reporting occurs, is properly managed and acted upon (including completing reports to the Health & Safety Executive where necessary e.g. RIDDOR).
Maintain accurate organisational charts for areas within remit, for internal publications, accurate against HR system and contractual records.
Maintain an accurate and up to date record of secondments, on centralised spreadsheet, and produce secondment letters to document said secondments.
Liaise with HR Services team to ensure any agreed contractual changes have an authorisation trial and have been documented.
Ensure documentation pertaining to recruitment, disciplinary, grievance, redundancy and TUPE activities (and any other areas where formal notes are taken) is retained and filed on the personnel file for the relevant staff.

Required Skills and Qualifications
CIPD qualified status (Minimum of Level 5, ideally at or working towards Level 7)
Skilled influencer capable of gaining commitment and support from key stakeholders.
Attentive to detail, particularly regarding contractual issues and complex employee relations matters.
Strong verbal and written communication skills.
Proven experience in Human Resources Management, both in hard & soft HR is essential