People & OD Assistant Business Partner
Venesky-Brown’s client, a public sector organisation in Cardiff, is currently looking to recruit a People & OD Assistant Business Partner for a 3 month contract on a rate of £246.17/day (InsideIR35). This role will be hybrid based.
Responsibilities:
– Plan and prioritise own workload, and provide line management, supervision, advice, support and guidance to People Officers and support team.
– Work autonomously in this role whilst being guided by organisational policies, protocols and best practice.
– Proactively promote People & OD interventions that will add value both today, and in the future and work closely with the OD to ensure a holistic approach that improves both the employment experience.
– Work with learning development, to determine the learning needs, development plans, and where appropriate – training provision, that reflect the needs of the business.
– Be responsible for the devising and delivering of appropriate management development training and bespoke learning packages to a variety of staff groups and managers.
– Work in collaboration with the People & OD Team to support the delivery the People & OD Strategy including designing and delivering training and development programmes and briefing/update sessions in matters of HR policy and practice to managers at all levels in the organisation.
– Lead and support the increase of workforce planning awareness and capability across the Directorates and advise on appropriate training and development interventions. Lead on the development of effective and deliverable workforce plans including: people resource redesign, talent management and succession planning for designated Directorates to support the delivery of key business objectives. This includes the planning for new ways of working and new roles.
– Provide professional people support and advice across the whole remit of complex people issues ensuring leadership teams take a holistic approach while promoting values and high-performance standards both individually and as a team, in the achievement of the objectives and priorities. Success will be dependent on all managers playing an active role to make sure the existing areas of good employment practice and people first approach are universally embedded within the organisation.
– Work closely with staff side representatives and staff (both individually and in teams) with regard to: Change management processes including bespoke advice and support with redeployment and procedures and employment cases.
– Manage and oversee employment relation cases appropriately which are highly confidential and can be on occasions highly complex and sensitive.
– Ensure the Directorate receives a consistent, supportive, and appropriate service from the P&OD Team in terms of employee relations advice, transactional HR and other services; and to work with the P&OD Team directly to quickly address any instances where improvement is required.
– Facilitate organisational development interventions, by identifying established methodologies, and embedding their use as practical tools within relevant business areas.
– Support the implementation activity which directly supports the delivery of People & OD Strategy and add value to the overall performance of the Directorate. A key component of the role is effective and professional communication and the development of working relationships with Directorates & Senior Managers that are built on trust, confidence and mutual respect.
– Support improvements in Directorate performance by working and coaching with line managers; monitoring progress in the implementation of workforce plans, supporting across the Directorates to execute the people dimension of their business strategies.
– Act as a change agent whenever possible to help identify, plan and deliver change projects within designated Directorates.
– Contribute to and implement all staff engagement strategies with Directorates which aims to improve staff involvement, motivation and contribution, while also supporting personal and career development, and the health and wellbeing of staff.
– Promote a culture of continuous improvement, learning, coaching, supporting and enhancing individual learning.
– Be responsible for policy development and implementation by working with People & OD colleagues to write, review and revise a range of people management policies and procedures.
– Undertake specific projects/initiatives on behalf of the People & OD Directorate, sharing learning, knowledge and progress with people colleagues.
– Support the P&OD Business Partner in defining, prioritising and measuring contribution to business performance in your area, as well as monitor and maximise people utilisation within the Directorate.
– Encourage and enable staff to feel empowered to change and improve the workplace through, for example the application of focus groups and regular employee surveys.
– Advise, coach, influence and support managers whilst receiving and communicating highly complex and sensitive information relating to organisational, KPI and people issues. To champion and embed equality, diversity and inclusion in all HR activities.
– Develop and maintain personal and professional credibility through courage, integrity and initiative within the Directorate Teams.
– Be a champion for values and associated behaviours, and actively support managers in reflecting them in practice, acting as an ambassador for the People & OD Directorate.
– Work with the P&OD team to develop and implement approaches to inclusion and antiracism to drive improvements of inclusion KPIs and improve the employee experience and promote equality, diversity and rights, and treat others with dignity and respect ensuring services are developed, managed and delivered to meet the specific needs of those belonging to protected characteristics.
– Support the staff engagement and involvement agenda, and act as a champion to promote and facilitate an engaged culture.
– Work positively with union colleagues in accordance with working in partnership which is underpinned by a culture of mutual respect.
– Develop external relationships with key partners and stakeholders.
– Deputise for the P&OD Business Partner in attending Directorate Meetings and provide business performance information on relevant people metrics, including the analysis of complex data, consideration of options and making recommendations to managers.
– Analyse, identify trends and explain people performance information to management team(s), identifying reasons for (under)performance, and agreeing appropriate actions in response and proactively regularly create, review and compare statistical reports and present complex qualitative and quantitative data in a meaningful way. As a member of the People & OD Directorate will work to achieve improvements in people metrics, consistent with agreed standards.
– Consider budgetary implications when advising managers on people management and employee relations issues e.g. short-term protection issues.
– Contribute to any cost saving initiatives required by the People & OD Directorate and be aware of budgetary constraints and requirements associated with the Directorates operational costs.
Essential Skills:
– Degree in an associated professional field (or equivalent qualification / experience).
– Associate member CIPD.
– Specialist knowledge acquired through specialist courses and/or significant formal training in a relevant field.
– Further evidence of relevant higher-level education and/or training.
– Knowledge gained through practical experience of working at this level, across the range of work procedures and practices.
– Evidence of continuous professional development.
– Specialist knowledge of employment and related legislation and the ability to advise managers and staff.
– Knowledge of ACAS codes of good practice.
– Highly motivated.
– Ability to prioritise workload.
– Flexible approach and ability to adapt to changing situations.
– Ability to work as a team, sharing knowledge and experience for overall benefit of the organisation.
– Able to operate independently and to represent the organisation.
– Self-motivated, proactive, innovative and versatile.
– Ability to remain calm in stressful situations.
– Ability to establish and maintain credibility and trust with managers and staff through knowledge and confidence.
– Awareness of commitment to diversity.
– Welsh language skills are desirable at levels 1 or above in understanding, speaking, reading and writing in Welsh
Desirable Skills:
– Conflict resolution / mediation training.
– Management qualification.
– Knowledge of similar work environment.
If you would like to hear more about this opportunity please get in touch.
Responsibilities:
– Plan and prioritise own workload, and provide line management, supervision, advice, support and guidance to People Officers and support team.
– Work autonomously in this role whilst being guided by organisational policies, protocols and best practice.
– Proactively promote People & OD interventions that will add value both today, and in the future and work closely with the OD to ensure a holistic approach that improves both the employment experience.
– Work with learning development, to determine the learning needs, development plans, and where appropriate – training provision, that reflect the needs of the business.
– Be responsible for the devising and delivering of appropriate management development training and bespoke learning packages to a variety of staff groups and managers.
– Work in collaboration with the People & OD Team to support the delivery the People & OD Strategy including designing and delivering training and development programmes and briefing/update sessions in matters of HR policy and practice to managers at all levels in the organisation.
– Lead and support the increase of workforce planning awareness and capability across the Directorates and advise on appropriate training and development interventions. Lead on the development of effective and deliverable workforce plans including: people resource redesign, talent management and succession planning for designated Directorates to support the delivery of key business objectives. This includes the planning for new ways of working and new roles.
– Provide professional people support and advice across the whole remit of complex people issues ensuring leadership teams take a holistic approach while promoting values and high-performance standards both individually and as a team, in the achievement of the objectives and priorities. Success will be dependent on all managers playing an active role to make sure the existing areas of good employment practice and people first approach are universally embedded within the organisation.
– Work closely with staff side representatives and staff (both individually and in teams) with regard to: Change management processes including bespoke advice and support with redeployment and procedures and employment cases.
– Manage and oversee employment relation cases appropriately which are highly confidential and can be on occasions highly complex and sensitive.
– Ensure the Directorate receives a consistent, supportive, and appropriate service from the P&OD Team in terms of employee relations advice, transactional HR and other services; and to work with the P&OD Team directly to quickly address any instances where improvement is required.
– Facilitate organisational development interventions, by identifying established methodologies, and embedding their use as practical tools within relevant business areas.
– Support the implementation activity which directly supports the delivery of People & OD Strategy and add value to the overall performance of the Directorate. A key component of the role is effective and professional communication and the development of working relationships with Directorates & Senior Managers that are built on trust, confidence and mutual respect.
– Support improvements in Directorate performance by working and coaching with line managers; monitoring progress in the implementation of workforce plans, supporting across the Directorates to execute the people dimension of their business strategies.
– Act as a change agent whenever possible to help identify, plan and deliver change projects within designated Directorates.
– Contribute to and implement all staff engagement strategies with Directorates which aims to improve staff involvement, motivation and contribution, while also supporting personal and career development, and the health and wellbeing of staff.
– Promote a culture of continuous improvement, learning, coaching, supporting and enhancing individual learning.
– Be responsible for policy development and implementation by working with People & OD colleagues to write, review and revise a range of people management policies and procedures.
– Undertake specific projects/initiatives on behalf of the People & OD Directorate, sharing learning, knowledge and progress with people colleagues.
– Support the P&OD Business Partner in defining, prioritising and measuring contribution to business performance in your area, as well as monitor and maximise people utilisation within the Directorate.
– Encourage and enable staff to feel empowered to change and improve the workplace through, for example the application of focus groups and regular employee surveys.
– Advise, coach, influence and support managers whilst receiving and communicating highly complex and sensitive information relating to organisational, KPI and people issues. To champion and embed equality, diversity and inclusion in all HR activities.
– Develop and maintain personal and professional credibility through courage, integrity and initiative within the Directorate Teams.
– Be a champion for values and associated behaviours, and actively support managers in reflecting them in practice, acting as an ambassador for the People & OD Directorate.
– Work with the P&OD team to develop and implement approaches to inclusion and antiracism to drive improvements of inclusion KPIs and improve the employee experience and promote equality, diversity and rights, and treat others with dignity and respect ensuring services are developed, managed and delivered to meet the specific needs of those belonging to protected characteristics.
– Support the staff engagement and involvement agenda, and act as a champion to promote and facilitate an engaged culture.
– Work positively with union colleagues in accordance with working in partnership which is underpinned by a culture of mutual respect.
– Develop external relationships with key partners and stakeholders.
– Deputise for the P&OD Business Partner in attending Directorate Meetings and provide business performance information on relevant people metrics, including the analysis of complex data, consideration of options and making recommendations to managers.
– Analyse, identify trends and explain people performance information to management team(s), identifying reasons for (under)performance, and agreeing appropriate actions in response and proactively regularly create, review and compare statistical reports and present complex qualitative and quantitative data in a meaningful way. As a member of the People & OD Directorate will work to achieve improvements in people metrics, consistent with agreed standards.
– Consider budgetary implications when advising managers on people management and employee relations issues e.g. short-term protection issues.
– Contribute to any cost saving initiatives required by the People & OD Directorate and be aware of budgetary constraints and requirements associated with the Directorates operational costs.
Essential Skills:
– Degree in an associated professional field (or equivalent qualification / experience).
– Associate member CIPD.
– Specialist knowledge acquired through specialist courses and/or significant formal training in a relevant field.
– Further evidence of relevant higher-level education and/or training.
– Knowledge gained through practical experience of working at this level, across the range of work procedures and practices.
– Evidence of continuous professional development.
– Specialist knowledge of employment and related legislation and the ability to advise managers and staff.
– Knowledge of ACAS codes of good practice.
– Highly motivated.
– Ability to prioritise workload.
– Flexible approach and ability to adapt to changing situations.
– Ability to work as a team, sharing knowledge and experience for overall benefit of the organisation.
– Able to operate independently and to represent the organisation.
– Self-motivated, proactive, innovative and versatile.
– Ability to remain calm in stressful situations.
– Ability to establish and maintain credibility and trust with managers and staff through knowledge and confidence.
– Awareness of commitment to diversity.
– Welsh language skills are desirable at levels 1 or above in understanding, speaking, reading and writing in Welsh
Desirable Skills:
– Conflict resolution / mediation training.
– Management qualification.
– Knowledge of similar work environment.
If you would like to hear more about this opportunity please get in touch.
