HR Business Partner
Posted 2 weeks ago by Job Board - Reed on Reed
£44,263 Per year
Undetermined
Onsite
Edinburgh
Venesky-Brown s client, a public sector organisation in Edinburgh, is currently looking to recruit a HR Business Partner on a 3-6 month contract on a salary between 37,099- 44,263 (PAYE). This role will be hybrid working with the expectation to be onsite twice per week.
Responsibilities:
- Provide independent advice to managers on individual casework and HR issues, for example, issues arising during probation, absence management, grievance and disciplinary issues, capability, redundancy, redeployment and voluntary severance, recruitment and contract issues; ensuring that cases and HR issues are managed appropriately and in accordance with current legislation and best practice. Liaise and communicate with all parties involved including staff, managers, Heads of Department, Occupational Health and trade union representatives, where appropriate.
- Provide professional HR advice to staff and managers to ensure they are informed and aware of current legislation, best practice and organisations policies and procedures. There will be a requirement to provide verbal/written guidance, give presentations, produce reports on key HR metrics and facilitate HR specific training for staff in conjunction with the Learning and Development team and relevant managers.
- Responsible for undertaking the grading or regrading of posts in line with the organisation s normal procedures.
- Support or where appropriate lead organisation/PSG wide HR projects as required, and directed by the Head of HR.
- Keep up-to-date with professional developments, including changes in organisation policies, best practice, new legislation and case law.
- The post holder will be responsible for planning and organising their own workload within the designated areas of responsibility and may do so in conjunction with the Head of HR. Consideration will be given to changing priorities and deadlines due to the unpredictable nature of casework whilst ensuring regular contact with designated departments and managers is maintained.
- The post holder must be able to deal with both routine and more complex HR issues including sickness absence, discipline/grievance, capability/performance management etc. balancing both legal considerations and business need in a diverse environment. The analysis and interpretation of HR data will be undertaken to guide work, e.g. the analysis of absence data. The post holder will consider statutory requirements and organisation policy, the business needs and the perceptions of the employee, in order to facilitate the most appropriate outcome. The post holder would also contribute to the identification of issues and make recommendations for improvements to HR processes and procedures. Advice on more complex matters should be sought from the Senior HR Partners or Head of HR for as required.
- The post holder would provide appropriate advice and guidance to managers and departments on a range of HR issues and casework, taking the specific details in to consideration before independently identifying/advising on the most appropriate outcome. This would be based on a clear understanding of the organisation s policies and procedures and employment legislation, as well as initiative and professional judgement. Decisions on when to progress casework would be made in conjunction with relevant managers.
Essential Skills:
- Professionally qualified in Human Resource Management (normally CIPD) to degree level or with equivalent experience
- Broad, thorough and up to date knowledge and understanding of UK employment law
- Proven experience in HR within a Partnering/Advisory HR role; advising, influencing, delivering HR solutions in a pragmatic manner to support business needs
- Ability to work independently, under pressure and cope with conflicting and changing priorities
- Ability to influence, challenge and negotiate effectively
- Proven oral and written communication, interpersonal and problem solving skills
- Demonstrable ability to coach managers in dealing with complex, sensitive people management issues
- Strong stakeholder management capability
- Able to effectively establish and manage own work priorities, demonstrating self-motivation and initiative and judgment to achieve suitable outcomes
- Experience of working in a large, complex, unionised organisation
- Numerate and experienced in the use of HR reporting
Desirable Skills:
- Effective facilitation and presentation skills with colleagues at all levels
- Capacity to contribute to strategic business management issues
If you would like to hear more about this opportunity please get in touch.
Responsibilities:
- Provide independent advice to managers on individual casework and HR issues, for example, issues arising during probation, absence management, grievance and disciplinary issues, capability, redundancy, redeployment and voluntary severance, recruitment and contract issues; ensuring that cases and HR issues are managed appropriately and in accordance with current legislation and best practice. Liaise and communicate with all parties involved including staff, managers, Heads of Department, Occupational Health and trade union representatives, where appropriate.
- Provide professional HR advice to staff and managers to ensure they are informed and aware of current legislation, best practice and organisations policies and procedures. There will be a requirement to provide verbal/written guidance, give presentations, produce reports on key HR metrics and facilitate HR specific training for staff in conjunction with the Learning and Development team and relevant managers.
- Responsible for undertaking the grading or regrading of posts in line with the organisation s normal procedures.
- Support or where appropriate lead organisation/PSG wide HR projects as required, and directed by the Head of HR.
- Keep up-to-date with professional developments, including changes in organisation policies, best practice, new legislation and case law.
- The post holder will be responsible for planning and organising their own workload within the designated areas of responsibility and may do so in conjunction with the Head of HR. Consideration will be given to changing priorities and deadlines due to the unpredictable nature of casework whilst ensuring regular contact with designated departments and managers is maintained.
- The post holder must be able to deal with both routine and more complex HR issues including sickness absence, discipline/grievance, capability/performance management etc. balancing both legal considerations and business need in a diverse environment. The analysis and interpretation of HR data will be undertaken to guide work, e.g. the analysis of absence data. The post holder will consider statutory requirements and organisation policy, the business needs and the perceptions of the employee, in order to facilitate the most appropriate outcome. The post holder would also contribute to the identification of issues and make recommendations for improvements to HR processes and procedures. Advice on more complex matters should be sought from the Senior HR Partners or Head of HR for as required.
- The post holder would provide appropriate advice and guidance to managers and departments on a range of HR issues and casework, taking the specific details in to consideration before independently identifying/advising on the most appropriate outcome. This would be based on a clear understanding of the organisation s policies and procedures and employment legislation, as well as initiative and professional judgement. Decisions on when to progress casework would be made in conjunction with relevant managers.
Essential Skills:
- Professionally qualified in Human Resource Management (normally CIPD) to degree level or with equivalent experience
- Broad, thorough and up to date knowledge and understanding of UK employment law
- Proven experience in HR within a Partnering/Advisory HR role; advising, influencing, delivering HR solutions in a pragmatic manner to support business needs
- Ability to work independently, under pressure and cope with conflicting and changing priorities
- Ability to influence, challenge and negotiate effectively
- Proven oral and written communication, interpersonal and problem solving skills
- Demonstrable ability to coach managers in dealing with complex, sensitive people management issues
- Strong stakeholder management capability
- Able to effectively establish and manage own work priorities, demonstrating self-motivation and initiative and judgment to achieve suitable outcomes
- Experience of working in a large, complex, unionised organisation
- Numerate and experienced in the use of HR reporting
Desirable Skills:
- Effective facilitation and presentation skills with colleagues at all levels
- Capacity to contribute to strategic business management issues
If you would like to hear more about this opportunity please get in touch.