Human Resources Business Partner

Working in a competitive marketplace means we need high performing people who have the skills, experience, systems knowledge and leadership abilities to help us stay ahead of our competitors.

As part of the HR team

within Customer Services, the HR Business Partner will work in partnership with line managers and key stakeholders liaising

with the Corporate Functions, T&D and Resourcing Centres of Excellence, HR Shared Services and Business Unit HR

Specialists in order to provide them with the full range of HR support and services as required Principal Accountabilities Reward

 Works with the HR Business Partner Manager and, line managers to ensure reward plans are executed in line with

Corporate and business plans

 Support the implementation of annual salary reviews, data capture and MI to support with bonus payments,

including local incentive schemes ensuring that they are implemented fairly and consistently by line managers

Learning and Development

 Works with the HR Business Partner, and management within the business to ensure learning and development

plans are implemented

 Conduct regular reviews and prioritise learning and development needs for your business area in line with the

business area objectives and Corporate budget allocations

training and development interventions within the business area you support

Diversity

 Works with the HR Business Partner, and management within the business to ensure diversity and inclusion plans

are executed in line with Corporate and business plans

 Promote diversity and inclusion as fundamental elements of the company's culture, highlighting any Business Unit

issues to the HR Business Partners Manager and supporting the implementation of practical solutions within the

Business Unit or function

Organisation Design and Development

 Works with the HR Business Partner Manager and management to ensure organisational design and development

plans and interventions are executed in line with Corporate and business plans

 Coach designated line management providing guidance and support regarding organisational change, including

support with organisational design, restructures and cultural change programmes

Corporate

guidelines

 Ensure workforce plans are kept up to date and relevant for the business priorities of your area, and that all

resourcing activity is in line with the needs of workforce plans

 Liaise with the Resourcing Centre of Excellence to ensure that the business area's recruitment needs are met in line

with the agreed process and Service Level Agreements, escalating any issues in line with the agreed process for

doing so

Performance Management

 Provide line managers with the support and guidance needed to ensure that individual and team performance is

effectively managed across your business area, in alignment with the company performance management

framework and process

 Monitor local completion statistics and take action where necessary to ensure thorough implementation

Employee Relations

 Works with their HR colleagues, Business Unit Engagement and ER team and management within the business to

ensure engagement and employee relations plans are executed in line with Corporate and business plans

 Support the HR Business Partner Manager in the local implementation of the ER framework, procedures and

management of local ER ensuring the supporting documentation is maintained and documented

Leadership

HR Operational Delivery

 Support the regular review and assessment process of the delivery of services provided by Corporate Functions,

local Business Unit specialist teams and HR Shared Services

 Engage with and prompt your mangers to ensure they keep the companies HR Records accurate and utilise HR

Information to facilitate good HR practice Skills

Qualifications Graduate /Associate member of CIPD minimum standard

Creative yet pragmatic, but able to deliver at speed

Commercially minded and pragmatic in their application of HR best practice.

Experience of working in a unionised environment

Able to deliver high quality HR generalist support, including extensive knowledge of appropriate employment law

and HR best practices and their pragmatic application.

Able to demonstrate knowledge and understanding in the areas of change and strategic consulting, performance

management, reward management, people development, talent management resourcing and ER/engagement.

Evidence of strong professional network and continuous personal development.

Ability to coach line managers and influence as appropriate to ensure successful outcomes

Credibility to influence and successfully challenge line managers.
Salary: Competitive + FSP. Date posted: 28/11/2012