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hr business partner

  • Human Resources
  • Enfield
  • £44000 - £45000 per annum
  • Contract
  • Full Time
  • GLFO31
  • 19 Jun 2018
  1. Jobs in London from Sky Blue Solutions
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HR Business Partner
Location: Flexible (Must be willing to travel to London 2 days per week)
Salary: Circa £45k per annum
Type: FTC until December 2018

This is a significant strategic HR role at a Senior level with responsibility for initiating, leading and taking forward key HR focused/owned priorities.

You will need to be highly capable, flexible, driven, organised and able to see the bigger picture and have a high level of energy and attention to detail. An ability to develop collaborative working relationships with the Senior Leadership Team (SLT) to ensure that the business needs are addressed and to promote understanding of and compliance with legislative and Policy requirements is essential.

There is a requirement to work closely with other HR professionals on a number of different projects at any one time so the ability to multi-task within tight timeframes will be essential.

The role reports to the HR Manager and may have responsibility for the management of the HR Administrators.

Responsibilities, Activities & Duties:
*HR Service Delivery - Accountable for defining and agreeing with the SLT the HRBP service proposition including success measures and accountabilities in line with organisational strategies. Producing regular highlight reports to inform overarching reporting against business plans. Leading on the mobilisation of HR Service Delivery Partners and developing access and approval infrastructure to up-skill the business to ensure engagement with 'offer'
*Employee Engagement - Leading and Championing and working with the SLT on the engagement model. This includes the annual staff engagement survey, delivery of a People Plan and ongoing engagement activities and opportunities. Supporting the SLT in developing effective employee relations and interventions that promote best practice in communications and ensure that staff have a clear understanding of their roles and responsibilities.
*Strategy and Planning - Contribute to the development and delivery of organisational business plans through people strategies and interventions. Develop HR strategies to support and deliver identified outcomes and ensure they are properly implemented.
*Workforce Planning - Provide professional HR advice and input to planned changes and development of workforce strategies across the organisation.
*Resourcing - Working with Recruitment and WP Lead to identify partners to source appropriate high quality candidates in a timely manner. Supporting Managers in utilising best practice selection and induction methodologies.
*Talent Management - Support talent management and succession planning arrangements to ensure appropriate development activities are in place to facilitate a pipeline of competent internal applicants for roles.
*People Performance and Capability - Using a consultancy approach, promote and facilitate effective and improved performance management of staff by engaging closely with the SLT and line managers. Develop a continuous learning ethos across the organisation promoting appropriate development activities and ensuring that all staff adhere to legislative requirements.
*Business Change - As appropriate, manage, direct or facilitate the people aspect of business change to address the wider needs of the business in respect of organisational design, assessment and development tools. To be accountable for the appropriate management of staff under TUPE where applicable and for the management of all people aspects of major change. Identify efficiencies and cost savings.
*Attendance Management and Staff Well-being - Develop strategies to improve attendance rates through partnership working with the Occupational Health provider. Coach line managers in effective utilisation of attendance management procedures and processes. Develop and promote well-being strategies and maximise the use of the OH provider and Employee Assistance scheme.
*HR Policy - Ensure that new HR policy is appropriate

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