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INTERSERVE
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Birmingham, West Midlands
HR Business Partner
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Job Type: Full-time |
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Overview
Role Purpose To support business stakeholders, HR Directors (HRD) and Snr HRBPs (SHRBP) with the delivery of the Interserve People Plan. Working closely with business stakeholders to play a key role in partnering with them with organisation design, transfers, talent management/ succession planning and employee engagement. Provide proactive, professional direction and support, acting as a commercially aware, focused Business Partner, applying best practice HR solutions that meet the business needs. Responsibilities Build and develop effective, collaborative working relationships with business stakeholders in order to influence the people agenda and activity. Build and maintain constructive working relationships with specific Trade Unions, leading and or supporting regional and local consultation as required. Deliver HR calendar events into the business ensuring they are fully adopted and applied consistently, for example; pay review, bonus entitlements, Your Voice Survey, PDRs and talent management/succession planning. Support business stakeholders with the identification of training and management development requirements for the business, working with the HRDs/SHRBP and the Learning & Development team (L&D) to agree solutions to meet these needs. Drive implementation and adoption of core HR processes into the business. Support the HRD /SHRBP in the monitoring of HR service levels and fostering the relationship between the business and HR Shared Services to ensure continuous improvement and regular reviews of customer needs. Support and encourage positive employee relations, engagement and communication; drive employee engagement survey feedback, action planning and implementation through leadership teams. Work with the business on organisation change and restructuring activity, providing advice and support to ensure plans are robust and in line with agreed Organisation Design (OD) principles, e.g. spans and layers, commercial and people objectives. Support and/or own the people plan of any large scale transformation activity in the business area. Ensure plans are robust, commercially viable, people focused and delivered on time. Support and/or own the people plan of any large scale or complex mobilisations and demobilisations; this may include union and 3rd party liaison, employee consultations, employee engagement activity and OD transformation. Collaborate with and manage support from “One HR Team” acting as client manager between HR Shared Service and the business for their activities and feedback. Supporting the roll out of HR initiatives as required. Provide an escalation point for complex queries from HR Shared Service. Work with HR Shared Services and internal/external legal teams (as appropriate) to manage high risk tribunals, ACAS conciliations and ER cases. Ensure all actions are completed on time and that the business leaders and HRD/SHRBP are kept informed and involved where necessary. Work with stakeholders to drive talent and succession reviews, build succession plans to support the corporate succession strategy, and help identify and develop high potential people, taking account of EDI principles. As required provide HR support for any bid activity, including customer dialogues and bid presentations. Work with senior managers to build a workforce plan and identify any gaps and solutions to close these. Supported by the Early Careers and resourcing teams, build an effective apprentice and graduate plan and monitor implementation. Work with the business to identify risks & opportunities around OD and culture working with the OD team to provide value adding solutions and advice which lead to improvements for our customers, employees and commercial objectives. Support leaders with senior recruitment ensuring a robust selection and assessment process takes place. For new joiners at this level, work with senior leaders to ensure they are properly inducted and also provide an induction to Interserve HR. What we are looking for CIPD qualified (or comparable working knowledge gained through demonstrable experience). Track record of operating as an HR generalist, with exceptional business partnering experience. Detailed understanding of preferably all aspects of HR management including resourcing, talent management/succession planning, change management and employee relations. Demonstrable track record of devising and implementing successful HR interventions with bottom line contribution. Solid and up to date knowledge of practical HR principles and practices as well as employment legislation. Experience of supporting large and, or, complex organisation change, including restructuring, redundancies and TUPE transfers. Experience of engaging with Trade Unions is an advantage. Facilitation and coaching skills; competence in training delivery is also preferable. Highly results-orientated with demonstrable success, achieving and exceeding challenging targets both personally and through others. Experience of operating in a complex, commercial, multi-divisional organisation. Understands and applies commercial and financial principles - views issues in terms of costs, profits, customers, markets and added value. Solutions oriented, providing explanations and proposed resolutions rather than just presenting with problems. Exceptional verbal and written skills, and competent in building and delivering presentations. Excellent communication and influencing skills; is able to influence, convince or impress in a way that results in acceptance, agreement or behaviour change. Well organised, with the ability to multi-task, prioritise and manage competing demands. Proficient IT skills including MS Word, Excel, PowerPoint and comfortable with data analysis and numerical reasoning.