Human Resources Business Partner

Overview

Reporting to the Director of People and Culture, manage the day to day activities of the HR team to provide the company with first class service from the department. The role will advise on best practice HR and where necessary takes a hands-on role in dealing with case work.

Key responsibilities of the HRBP:

•Assist the Director of People and Culture in delivering a comprehensive HR service to the business

•Lead on the development and delivery of internal work systems and processes, proposing innovative ways to improve existing ones

•Partner with the HR Teams in driving process consistency and efficiency across all residences.

•Manage the end-to-end recruitment process, advising on recruitment and ensuring delivery of a positive candidate experience

•Assist in the implementation an annual agenda for HR strategy along with the Director of People and Culture in line with the business plan. Ensure HR plans support the needs of the business but are also flexible enough to cope with changes in the organisation, as and when they occur

•Assist with the LovedayWay and Investors in People.

•Ensure all staff are onboarded and offboarded in line with the company processes

•Ensure all staff receive appraisals/ Job chats in accordance with company policy and monitor probationary periods.

•Ensure the HR department is fully compliant in line with CQC requirements

•Carry our monthly audits to ensure compliance of all Right to works and DBS checks and File audits in line with CQC requirements.

•Ensure all employee files are up to date.

•Employee Relations - Managing absences, disciplines, grievances, sickness etc. Measure employee satisfaction and identify areas that require improvement

•Performance Management - Coaching Managers on performance management issues and processes

•Update the Director of People and Culture on all matters arising.

•Produce monthly reports for the dashboard

•Support the L&D team and provide guidance on development for Managers and their teams in conjunction with the Operations department.

•Conduct occupational health referrals and providing pastoral support and advice to employees

Recruitment & retention - Managing talent and succession planning; taking overall responsibility for the recruitment activity and campaigns working alongside the HR Administrator ensuring that all required checks are carried out.

• Position our brand as an employer of choice through effective recruitment strategies that attract talent and build a talent pool for effective succession planning within the business.

•Liaise with the Finance team in relation to the operation of the payroll function ensure al Payroll data are submitted to the Payroll team in time.

•Ensure all company policies and procedures are up to date in line with current employment law. Provide relevant policy updates to Managers

•Deal with complex disciplinary/grievance and HR issues.

•Managing priorities between casework and projects

•Preparing and maintaining job documentation, and company salary structure systems.

•Carry out quarterly salary benchmarking exercise.

•Develop the HR Administration function to meet the demands of the business.

•Manage the HR database and functionality – ensure all database are accurate and up to date.

•Assist the Director of People and Culture in carrying out Performance reviews and establishing development plans for the individuals.

•Conduct discovery days with University and Colleges

•Where required, assist the L&D team with training delivery.

•Undertake any reasonable request by the management.

•Ensure confidentiality is maintained in the department and on site.

This role profile is not exhaustive; it will be subject to periodic review and may be amended to meet the changing needs of the business.

Skills Required/Desired:

•Superb communication skills honed in business partnering/advisory roles

•Examples of adding value as both an individual contributor and active team member

•Ability to build rapport with the team.

•Ability to represent the Human Resource function as part of the bigger business picture

•Confident in advising Managers on all aspects of people management and development.

•Demonstrable experience in managing ER and other relevant HR projects

•Set priorities for the admin team in line with the business requirements

•Able to establish a creditable HR team with a team of motivated individuals

•Strong understanding of employment law

•CIPD Level 5

•Background in Healthcare from the Private sector

•A professional and commercial approach to HR, with the ability to deliver high employee satisfaction, appropriate development and reward for individuals.