HR Business Partner
Venesky-Brown’s client, a public sector organisation in Lisburn, is currently looking to recruit an HR Business Partner for a contract up to 6 months with possible extension on a rate of £23.65/hour (PAYE).
Responsibilities:
– To provide expert advice, knowledge and support to middle/senior managers in relation to the effective application of HR policies, procedures, terms and conditions across a range of national agreements, in line with HR best practice.
– 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 including members of the NIFRS Board, Executive Leadership Team, Senior Leadership Teams and Trade Unions.
– To develop and implement HR solutions through engagement, communication, mediation and other mechanisms to reach the best outcome; ensuring compliance with all relevant legislation and case law and managing and mitigating any risk.
– To produce and provide monthly HR analytics, to support the decision making of area / department management.
– To promote and co-ordinate staff health and wellbeing activities.
– To participate in the delivery of recruitment activity as required, in liaison with the HR Manager, Resourcing and Employee Services.
– To deputise and represent the HR Manager, Employee Relations and Business Partnering and provide peer support and cover as required.
– To identify, develop and deliver appropriate learning and development interventions for all employees and managers in relation to Employee Relations and HR Business Partnering function.
– To conduct reviews of training interventions delivered in relation to Employee Relations and HR Business Partnering function.
– To research, develop and review new and existing HR policies as required in accordance with HR best practice and the legislative context to maintain currency, as required
– To provide HR expertise to policy development and review policies being developed across the wider organisation as required.
– To ensure the implementation of HR policies and other related corporate initiatives within designated areas and support directorates, with built in review mechanisms.
– To undertake HR-related project work as directed by the HR Manager (ER & BP)
– Provide HR support and guidance to both employees and managers in respect of Job Evaluation and Organisational Change policies.
– To advise on, and support the development of, and compliance with appropriate procedures and processes, particularly in relation to grievance, discipline, dignity at work, attendance management, Family Friendly policies and procedures, and performance management issues. This includes discussions with the Trade Union representatives.
– To support all employees and Board Members in the central co-ordination and control of all Employee Relations cases including recording and archiving and the retention of full case notes in accordance with Good Records Management
– To act as a decision maker and provide HR advice to support decision making panels for employee relations cases at all stages of the process, including formal hearings and appeal hearing.
– To prepare documentation for Hearings, Appeals and Industrial Tribunal cases including seeking legal advice via the HR Manager.
– To contribute to the performance of the team by achieving the relevant People objectives, ensuring that maximum benefit is derived from the service provided.
– To support the delivery of the People Strategy and associated plans
– Whilst there is no direct supervision of staff, the role holder will assist with planning, organising, coordinating and monitoring work of administrators and Station Commanders.
– As a master key holder be responsible for opening and closing all buildings to facilitate access as required. This is primarily for the purposes of meetings and interviews in locations not permanently occupied. There would be no requirement for attendance in an emergency situation.
– To provide a high level of internal and external customers service including taking ownership of customer queries and complaints and following issues through to completion.
– Build relationships, work collaboratively and engage with management, staff, trade unions and external partners to guide and implement change projects and initiatives, participating on assigned corporate working groups or project teams to promote and build best practice
– To comply with all frameworks, policies and procedures, including but not limited to those relating to legal requirements such as equality, health and safety and information governance.
– 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 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 three 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 five 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.
– Can demonstrate:
– excellent planning and organisational skills;
– ability to produce accurate work;
– excellent communication skills (both oral and written);
– a strong customer orientation.
– Ability to develop and deliver training sessions effectively.
– Demonstrable experience of project management.
– 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 similar work enviormnment terms and conditions.
If you would like to hear more about this opportunity please get in touch.
Responsibilities:
– To provide expert advice, knowledge and support to middle/senior managers in relation to the effective application of HR policies, procedures, terms and conditions across a range of national agreements, in line with HR best practice.
– 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 including members of the NIFRS Board, Executive Leadership Team, Senior Leadership Teams and Trade Unions.
– To develop and implement HR solutions through engagement, communication, mediation and other mechanisms to reach the best outcome; ensuring compliance with all relevant legislation and case law and managing and mitigating any risk.
– To produce and provide monthly HR analytics, to support the decision making of area / department management.
– To promote and co-ordinate staff health and wellbeing activities.
– To participate in the delivery of recruitment activity as required, in liaison with the HR Manager, Resourcing and Employee Services.
– To deputise and represent the HR Manager, Employee Relations and Business Partnering and provide peer support and cover as required.
– To identify, develop and deliver appropriate learning and development interventions for all employees and managers in relation to Employee Relations and HR Business Partnering function.
– To conduct reviews of training interventions delivered in relation to Employee Relations and HR Business Partnering function.
– To research, develop and review new and existing HR policies as required in accordance with HR best practice and the legislative context to maintain currency, as required
– To provide HR expertise to policy development and review policies being developed across the wider organisation as required.
– To ensure the implementation of HR policies and other related corporate initiatives within designated areas and support directorates, with built in review mechanisms.
– To undertake HR-related project work as directed by the HR Manager (ER & BP)
– Provide HR support and guidance to both employees and managers in respect of Job Evaluation and Organisational Change policies.
– To advise on, and support the development of, and compliance with appropriate procedures and processes, particularly in relation to grievance, discipline, dignity at work, attendance management, Family Friendly policies and procedures, and performance management issues. This includes discussions with the Trade Union representatives.
– To support all employees and Board Members in the central co-ordination and control of all Employee Relations cases including recording and archiving and the retention of full case notes in accordance with Good Records Management
– To act as a decision maker and provide HR advice to support decision making panels for employee relations cases at all stages of the process, including formal hearings and appeal hearing.
– To prepare documentation for Hearings, Appeals and Industrial Tribunal cases including seeking legal advice via the HR Manager.
– To contribute to the performance of the team by achieving the relevant People objectives, ensuring that maximum benefit is derived from the service provided.
– To support the delivery of the People Strategy and associated plans
– Whilst there is no direct supervision of staff, the role holder will assist with planning, organising, coordinating and monitoring work of administrators and Station Commanders.
– As a master key holder be responsible for opening and closing all buildings to facilitate access as required. This is primarily for the purposes of meetings and interviews in locations not permanently occupied. There would be no requirement for attendance in an emergency situation.
– To provide a high level of internal and external customers service including taking ownership of customer queries and complaints and following issues through to completion.
– Build relationships, work collaboratively and engage with management, staff, trade unions and external partners to guide and implement change projects and initiatives, participating on assigned corporate working groups or project teams to promote and build best practice
– To comply with all frameworks, policies and procedures, including but not limited to those relating to legal requirements such as equality, health and safety and information governance.
– 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 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 three 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 five 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.
– Can demonstrate:
– excellent planning and organisational skills;
– ability to produce accurate work;
– excellent communication skills (both oral and written);
– a strong customer orientation.
– Ability to develop and deliver training sessions effectively.
– Demonstrable experience of project management.
– 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 similar work enviormnment terms and conditions.
If you would like to hear more about this opportunity please get in touch.
