Senior Hr Business Partner

PURPOSE OF THE JOB

1. As a Senior HR Business Partner you will be responsible for the successful delivery of the business objectives of your designated service(s) that will contribute to the achievement of the Mayor’s priorities, Council’s corporate objectives.
2. To provide effective management that will contribute to the continuous improvement of the Council.
3. To actively contribute to Council-wide and directorate initiatives that will achieve and implement the Mayor’s priorities and corporate objectives.
4. To be responsible for monitoring and evaluating the application of HR policies and making recommendations for change, as well as managing implementation
5. To support HR & OD projects within Climate Homes & Economy
6. To be one of the Senior HR Business Partners deployed across directorates according to corporate needs.

SERVICE SPECIFIC ACCOUNTABILITIES

1. As a Senior HR Business Partner you are required to:

• be the lead point of contact for HR advice, support, issues for service managers within designated directorates
• provide a customer-focused service, working with client departments to enable them to effectively manage their people in line with their service plans
• advise and support on the HR aspects of change management / reorganisation
• provide professional advice with solutions to facilitate managers with the effective management of people resources

Specifically:-

1. Support and advise service managers on staffing issues in the areas of performance management, absence management, conduct and capability, to achieve positive outcomes for the Council, referring complex or high risk issues to the Head of Directorate Support and handling casework under their guidance as necessary..
2. To ensure that service managers are provided with the relevant support to implement change management initiatives, organisational / departmental restructures / job role design / outsourcing / TUPE transfers / redundancy, advising on options and risks. In particular, assist with the drafting of documentation to minimise the risk of legal challenge.

Technical Experience/ Skills/knowledge

1. Strong employee relations skills, with demonstrable experience of providing HR advice to managers, including applying experience and exercise of judgement to non-standard employee relations cases.
2. An understanding of organisational development and its contribution to managing and developing the workforce.
3. Substantial experience of handling the staffing implications of organisational change or changes to terms and conditions
4. Experience of working on your own initiative, but with the judgement to identify issues which need to be referred upwards for guidance in order to minimise risk to the organisation
5. An up to date sound knowledge of employment legislation and its application
6. Job evaluation knowledge and expertise
7. Experience of working with trade unions with proven negotiation, interpersonal and influencing skills
8. Proven ability to write clearly with an appreciation of the need to avoid ambiguity that could lead to risk to the organisation(s)
9. General understanding of current thinking in HR field and good practice; up-to-date knowledge through CPD

10.A flexible approach, willing to work across functional and organisational boundaries in the best interests of the Council

11. Self-confidence and personal credibility to build and maintain positive working relationships with client departments

Qualification

? MCIPD or equivalent experience

SKILLS AND KNOWLEDGE

Accountability

• Proven experience of building positive relationships with a range of both internal and external stakeholders, understands political drivers and the role of Members
• Experience of creating a culture of learning, to maintain a capable and high performing workforce.