HR Business Partner
Venesky-Brown’s client, a public sector organisation in Lisburn, is currently looking to recruit an HR Business Partner for a 6 month contract on a rate of £21.96/hour (PAYE). This role would be on-site at the office in Lisburn.
Responsibilities:
– To provide proactive specialist advice, knowledge and support to managers within an assigned geographical command area in relation to the effective application of HR policies, procedures, terms and conditions across a range of national agreements, employment law and HR best practice.
– To advise on and support the implementation of appropriate procedures and processes, particularly in relation to grievance, discipline, bullying and harassment and attendance management issues.
– To ensure co-ordination and consistency of advice between all business partners through regular liaison and exchange of ideas and best practice.
– To ensure effective working relationships with key stakeholders such as Area Commanders; Group Commanders (Personnel & Training) and Area Business Managers and representative bodies.
– To develop and implement HR solutions through early intervention and prevention drawing on the benefits of engagement, communication, mediation and other solutions to reach the best outcome; ensuring compliance and the risk is managed and mitigated.
– To support the Group Commander (P&T) in the central co-ordination and control of all cases including recording and archiving and the retention of full case notes.
– To produce monthly HR reports for area management.
– To develop and deliver consistent and co-ordinated HR learning and development interventions to line management, whether scheduled or ad hoc, on delegated core people management functions including discipline and grievance, harassment and bullying and attendance management.
– To advise and support individual managers in conjunction with the Occupational Health Unit to reduce sickness absence and put in place support mechanisms to expedite the timely return of staff to work, supporting Attendance Management case conferences as required.
– To monitor and report on the attendance management process for the designated area and support managers in dealing with long-term and short-term absence issues appropriately.
– To prepare responses to Freedom of Information and Data Protection requests, Ministerial, Parliamentary or NI Assembly questions; liaising with internal and external stakeholders as required.
– To assist in the delivery of recruitment activity as required, particularly in the recruitment of support staff and retained firefighter personnel in liaison with the HR Manager, Resourcing and Employee Services. To assist with other employee resourcing activity as and when required.
– To take ownership and ensure closure for all queries and issues including signposting managers and officers to the appropriate source for issues outside the remit of this post. This includes providing cover for service areas other than that initially assigned.
– To research, develop and review new and existing HR policies as required in accordance with HR best practice and the legislative context.
– To ensure the implementation of HR policies and other related corporate initiatives within designated areas, including assisting area management to review the progress of implementation, to realise the intended outcomes and intent.
– To undertake HR-related project work as directed by the HR Manager (ER & BP) using the principles of good project management. Performance and financial management
– To contribute to the performance of the team by achieving objectives in line with service level agreements or equivalent, ensuring that maximum benefit is derived from the service provided.
– To prepare business cases, tenders and quotations in line with financial and procurement regulations, policies and procedures and corporate timescales.
– To contribute as required to the preparation of the HR strategy and associated plans.
– To prepare business cases, tenders and quotations in line with financial and procurement regulations, policies and procedures and corporate timescales.
– To participate as directed in the NIFRS recruitment and selection procedures and in the approved job evaluation process as required.
– To maintain an up-to-date knowledge of organisational policies and procedures impacting on HR activity at both a corporate and local level.
– To undertake the duties in such a way as to enhance and protect the reputation and public profile.
– To maintain an up-to-date knowledge of developments across a broad range of HR related activity to include changes to regulations, legislation and national/local terms and conditions of employment (Continuing Professional Development).
– To be responsible for promoting, upholding and implementing all policies, plans and procedures and those relating to legal requirements such as equality, health and safety, data protection and freedom of information, etc.
– To undertake any other duties which may be assigned to meet organisational need and the change agenda and which are reasonably regarded as within the nature of the duties, responsibilities and grade of the post as defined.
Essential Skills:
– Possess a Degree (Level 6) qualification: and
– Have a current professional membership of the Chartered Institute of Personnel and Development (CIPD); and
– Have at least two years’ HR experience of providing advice on core employee relations issues including discipline, grievance, attendance management and dignity at work in a unionised organisation.
OR:
– Possess a Degree (Level 6) qualification: and
– Be working towards achieving professional membership of the Chartered Institute of Personnel and Development (CIPD); and
– Have at least four years’ HR experience of providing advice on core employee relations issues including discipline, grievance, attendance management and dignity at work in a unionised organisation.
– Have experience in providing professional HR advice on human resources matters to a senior level within the organisation
– Demonstrate a sound understanding of current employment legislation.
– Excellent planning and organisational skills;
– Ability to produce accurate work;
– Excellent communication skills (both oral and written) and the ability to advise senior management;
– A strong customer orientation.
– Ability to develop and deliver training sessions effectively.
– Ability to produce reports on Human Resources management information.
– Possess a full, current UK driving licence or have access to a form of transport which enables them to fulfil the full requirements of the job.
Desirable Skills:
– Have experience of working as an HR Business Partner.
– Have a working knowledge of terms and conditions in similar environment.
If you would like to hear more about this opportunity please get in touch.
Responsibilities:
– To provide proactive specialist advice, knowledge and support to managers within an assigned geographical command area in relation to the effective application of HR policies, procedures, terms and conditions across a range of national agreements, employment law and HR best practice.
– To advise on and support the implementation of appropriate procedures and processes, particularly in relation to grievance, discipline, bullying and harassment and attendance management issues.
– To ensure co-ordination and consistency of advice between all business partners through regular liaison and exchange of ideas and best practice.
– To ensure effective working relationships with key stakeholders such as Area Commanders; Group Commanders (Personnel & Training) and Area Business Managers and representative bodies.
– To develop and implement HR solutions through early intervention and prevention drawing on the benefits of engagement, communication, mediation and other solutions to reach the best outcome; ensuring compliance and the risk is managed and mitigated.
– To support the Group Commander (P&T) in the central co-ordination and control of all cases including recording and archiving and the retention of full case notes.
– To produce monthly HR reports for area management.
– To develop and deliver consistent and co-ordinated HR learning and development interventions to line management, whether scheduled or ad hoc, on delegated core people management functions including discipline and grievance, harassment and bullying and attendance management.
– To advise and support individual managers in conjunction with the Occupational Health Unit to reduce sickness absence and put in place support mechanisms to expedite the timely return of staff to work, supporting Attendance Management case conferences as required.
– To monitor and report on the attendance management process for the designated area and support managers in dealing with long-term and short-term absence issues appropriately.
– To prepare responses to Freedom of Information and Data Protection requests, Ministerial, Parliamentary or NI Assembly questions; liaising with internal and external stakeholders as required.
– To assist in the delivery of recruitment activity as required, particularly in the recruitment of support staff and retained firefighter personnel in liaison with the HR Manager, Resourcing and Employee Services. To assist with other employee resourcing activity as and when required.
– To take ownership and ensure closure for all queries and issues including signposting managers and officers to the appropriate source for issues outside the remit of this post. This includes providing cover for service areas other than that initially assigned.
– To research, develop and review new and existing HR policies as required in accordance with HR best practice and the legislative context.
– To ensure the implementation of HR policies and other related corporate initiatives within designated areas, including assisting area management to review the progress of implementation, to realise the intended outcomes and intent.
– To undertake HR-related project work as directed by the HR Manager (ER & BP) using the principles of good project management. Performance and financial management
– To contribute to the performance of the team by achieving objectives in line with service level agreements or equivalent, ensuring that maximum benefit is derived from the service provided.
– To prepare business cases, tenders and quotations in line with financial and procurement regulations, policies and procedures and corporate timescales.
– To contribute as required to the preparation of the HR strategy and associated plans.
– To prepare business cases, tenders and quotations in line with financial and procurement regulations, policies and procedures and corporate timescales.
– To participate as directed in the NIFRS recruitment and selection procedures and in the approved job evaluation process as required.
– To maintain an up-to-date knowledge of organisational policies and procedures impacting on HR activity at both a corporate and local level.
– To undertake the duties in such a way as to enhance and protect the reputation and public profile.
– To maintain an up-to-date knowledge of developments across a broad range of HR related activity to include changes to regulations, legislation and national/local terms and conditions of employment (Continuing Professional Development).
– To be responsible for promoting, upholding and implementing all policies, plans and procedures and those relating to legal requirements such as equality, health and safety, data protection and freedom of information, etc.
– To undertake any other duties which may be assigned to meet organisational need and the change agenda and which are reasonably regarded as within the nature of the duties, responsibilities and grade of the post as defined.
Essential Skills:
– Possess a Degree (Level 6) qualification: and
– Have a current professional membership of the Chartered Institute of Personnel and Development (CIPD); and
– Have at least two years’ HR experience of providing advice on core employee relations issues including discipline, grievance, attendance management and dignity at work in a unionised organisation.
OR:
– Possess a Degree (Level 6) qualification: and
– Be working towards achieving professional membership of the Chartered Institute of Personnel and Development (CIPD); and
– Have at least four years’ HR experience of providing advice on core employee relations issues including discipline, grievance, attendance management and dignity at work in a unionised organisation.
– Have experience in providing professional HR advice on human resources matters to a senior level within the organisation
– Demonstrate a sound understanding of current employment legislation.
– Excellent planning and organisational skills;
– Ability to produce accurate work;
– Excellent communication skills (both oral and written) and the ability to advise senior management;
– A strong customer orientation.
– Ability to develop and deliver training sessions effectively.
– Ability to produce reports on Human Resources management information.
– Possess a full, current UK driving licence or have access to a form of transport which enables them to fulfil the full requirements of the job.
Desirable Skills:
– Have experience of working as an HR Business Partner.
– Have a working knowledge of terms and conditions in similar environment.
If you would like to hear more about this opportunity please get in touch.
