Job Purpose HR Business Partner
To optimise the performance and impact of service delivery and implement the Council’s People Strategy through the provision of professional, HR Business Partner advice and challenge, effective people management and organisational/workforce design/ change activities.
Key Responsibilities HR Business Partner
To work closely and proactively in providing high level specialist advice in respect of, but not limited to attendance, performance management, disciplinary actions and conflict resolution. This includes associated complex case-work activity, advising and supporting at hearings/appeals/employment tribunals. Providing HR support at hearings and appeals to include advice to panels up to and including termination of contract Ensure learning from casework is shared with the team and reflected in updated guidance.
To work with internal and external partners in responding to and progressing claims made by employee’s and ex-employees to Employment Tribunal Claims. To work collaboratively with legal to collate documents, prepare witness statements and attend employment tribunals to support the legal team and the respondent. In consultation with the Senior Business Partner and legal adviser, to risk assess the claim and lead on devising and negotiating suitable exit plan which may include settlement agreements. To attend ETs and regulatory professional body hearings as the Council’s HR witness/representative when required.
To provide detailed expert HR advice to all levels of management, up to Service Director, or equivalent, using a comprehensive understanding of the various terms and conditions of employment relevant to a range of service areas. This requires research and an interpretation of policies and knowledge of employment law and case law to advise on the practical implementation of HR advice covering a wide range of terms and conditions.
Under the direction of the Senior Business Partner, to lead on designated corporate-wide HR policy/procedural areas and act as the team’s functional expert on these areas, including horizon scanning, researching best practice and keeping abreast of relevant employment legislation and case-law.
To provide support and advice to managers in respect of workforce impacts and workforce change. To work closely with senior managers and school leaders in relation to restructures, staffing reductions and TUPE. These activities include ensuring solution focused options and associated risks are understood, and appropriate change management processes are in place to minimise risk to the employer.
To respond to requests for consultancy work in schools as required, including the provision of independent investigatory activities which includes gathering and analysing evidence, culminating in the production of reports to present to external panels at formal hearings.
To support income generation for the HR Service through effective business partnering in respect of promoting services offered as part of the sold service for schools, and billing for hours outside of the contract as appropriate.
To attend, contribute to and lead internal HR and cross service working groups, forums and external meetings as required.
To liaise, consult and negotiate with trade unions on HR processes or through the joint consultation processes, including attendance at departmental Joint Consultative and Negotiating Panels, including Staffing Regs Panel and external organisations union liaison meetings as necessary.
To create, develop and deliver briefings, coaching and training on HR policy, procedure ,employment law ,potential risks and assessing and measuring the effectiveness of the training.
Contribute to the E-learning platforms and associated systems including working with departmental and schools content experts and to quality assure individual programmes.
To understand and provide appropriate advice on Job Evaluation processes, and undertake appeals as part of the agreed appeals process.
Provide regular and appropriate professional supervision to support, mentor and develop HR Advisor’s.
To analyse and interpret workforce information, highlighting trends and recommending solutions and interventions as necessary.
To monitor the impact of departmental HR data and information, developing appropraite interventions as a response.
Provide as legally required relevant information for SAR’s and FOI’s
Key Accountabilities HR Business Partner
- To support the management and delivery of the HR/OD Service based on a clear understanding of departmental, school and external client organisations and school operational objectives.
- To take day to day responsibility for the management of the casework activities in the team.
- To provide advice/support to managers/leaders on more complex employee relations and organisational change activities.
- To develop expertise in lead policy areas.
- To effectively manage and develop HR Advisors and other team members as appropriate, including the supervision of the duty desk.
- To make senior business partner’s aware of any appropriate concerns and provide a suggested resolution.