$job_consultant_name

Contact
Darren Evans

Area
Telford
Job type
Permanent
Salary
Circa £42,000 – £46,000
Hours
Monday-Friday – 8.30am-5pm (37 hours) Potentially some flexibility on hours.
Reference
DE26167
Date added
Tuesday, 11th Jun 2024

Prince are working in partnership with an esteemed organisation that is located in a lovely rural setting just outside Telford. They are now looking for a professional HR Business Partner to join their team on a permanent basis. You will have high levels of professionalism and integrity and be self-confident with the ability to work on your own initiative and be proactive. Our client is looking for someone who cope well with a challenge and who is comfortable with change, uncertainty or ambiguity.

Responsibilities and duties will include, but not limited to:

  • The HR Business Partner works with teams, senior managers and key stakeholders to help build organisation and people capability, and shape and implement effective people strategies and activities within the organisation
  • Partners with the senior managers and other professional advisers (e.g. Finance), to develop and deliver a strategic and operational HR plan consistent with the organisation and HR strategies
  • Works in partnership with Senior Managers, keeps under review the effectiveness of existing organisational structures, processes and working culture and recommends improvements. Puts in place development plans with frameworks and pathways which anticipate future business needs and opportunities
  • Assists senior managers in the development of Staff Resource/Workforce Plans which anticipate proposed operational developments. Specifically reviews and tests business cases associated with recruitment and employment proposals prior to their approval. Ensures, as part of the Resource Plan, that all managers engaged in selection have been suitably trained and assessed
  • Provides advice, guidance and support to Directors on medium to long term (1-5 years) organisational design; including workforce planning to ensure that staffing structures and profiles/ skills are aligned to the future needs of the relevant Department and that the attraction, appointment and retention of exceptional staff ensures that the organisation’s ambitions are realised
  • Seeks 100% compliance with the organisation’s PDR process, drawing on this information to build a Talent Management bank of data which identifies potential and both below-standard and poor performance. Working in partnership with OD, identifies the most effective collective and individual training and development solutions and options, compiling an agreed plan and monitoring its implementation
  • Delivers high-level and non-routine professional advice and guidance to senior managers, on such matters as employee relations, organisational change, job design, new ways of working, interpretation of policy, recruitment, equality and diversity, retirement planning, redundancy and staff development
  • Working within agreed policies; assists Directors to plan and deliver change initiatives, including effective communications with trade unions, managers and staff to promote engagement, involvement and smooth implementation of changes to people practices and the workforce profile, helping to identify and address, through guidance and targeted development interventions, the development needs and opportunities of Directors and senior managers to enable them to own and lead their change agendas
  • Identifies HR service improvement opportunities within HR operations and, in collaboration with the Senior Leadership Team and other Business Partners, agrees and guides improvement actions
  • Maintains a clear understanding and provides up to date knowledge of the legal framework within which HR operates; develops HR policies in line with current legislation and keeps abreast of modern HR procedures and best practice
  • Line manages the HR Advisers and oversees their portfolio of casework, ensuring that matters are progressed in a timely and professional manner, through regular liaison and the provision of advice, guidance and direction as required
  • Provides expert advice on the management of complex and/ or high-risk cases, such as identification of potential claims in the employment tribunal or civil courts deciding and advising as to whether external legal advice should be sought
  • Encourages the embedding of more effective people management competencies by supporting, training, coaching and influencing senior and operational managers dealing with key strategic and operational issues (including recruitment, team leadership, career planning and development, performance management, succession planning, reward, restructuring and employee relations)
  • As a senior HR professional in the organisation, be a source of professional advice and guidance on all matters relating to people-related policy, employment legislation and the maintenance of positive employment relations, ensuring advice and guidance provided is consistent across the institution
  • As a senior member of the HR team, and working collaboratively with colleagues, contribute to the development of HR through active participation in department-wide initiatives, plans, policies, procedures and strategy
  • Undertakes specific one-off activities (including delivery of relevant training) and/ or participates in longer-term strategic projects across the organisation, either taking the lead or acting as a member of a multi-functional team
  • Works closely with and supports other members of the Human Resources team to achieve departmental objectives and deadlines in both project work and day-to-day operational work across a broad HR agenda
  • Undertakes such other duties or assignments within the scope of the post as may be reasonably requested by the Head of Human Resources

Skills and Experience:

  • Level 7 CIPD Qualification or Qualification in HRM or HRD, or equivalent experience
  • You must have a successful trac record in managing employee relations management
  • Competent manager of formal and informal meetings
  • Strong presentation and communication skills, both written and verbal, with the ability to produce reports dealing with complex subject matter
  • As part of the application process, before an offer can be formally agreed it would be subject to a clear DBS check and satisfactory references

The application process:

Our mission is to support our clients in their creation of an equal, diverse and inclusive workforce. We are committed to providing a barrier-free recruitment process, so if you require any reasonable accessibility adjustments within the application process, then please make it known at the earliest opportunity.

We will carefully consider your details and advise you if we’re able to progress with your application within 72 working hours. If you do not hear from us within this time your details won’t be retained. So, if you’re not successful on this occasion, do continue to respond to future roles we advertise. In the meantime, all good wishes and continued success with your search for employment.


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